Explore how harassment can be subtle, including microaggressions, and how to identify patterns that warrant intervention.
Recognizing Subtle Harassment and Microaggressions
Explore how harassment can be subtle, including microaggressions, and how to identify patterns that warrant intervention.
What you learn:
- Define inclusive leadership and psychological safety
- Design teams and processes that encourage safe risk-taking
- Model inclusive behaviors and accountability
- Develop a plan to embed safety by design
Description:
Inclusive leadership is about creating structures that support every voice. This course guides you through embedding psychological safety into organizational design, team rituals, and decision making. You will practice inclusive leadership behaviors, assess current culture, and plan improvements.
Subtle Harassment and Microaggressions
Subtle harassment includes patterns that may not be obvious as misconduct but still cause harm. Microaggressions are brief, often unintentional slights related to identity, which can accumulate over time and erode morale and belonging.
Power dynamics influence how subtle behavior is perceived and tolerated. Training helps staff distinguish casual remarks from harmful patterns and supports bystanders in responding with care.
- Unwelcoming language: persistent jokes or comments about a protected group.
- Assumptions: assigning roles or abilities based on identity.
- Exclusion: consistently omitting certain colleagues from discussions.
- Dismissive reactions: interrupting or devaluing someone’s contributions.