Everday actions

Presentation

Interrupting or speaking over another team member

Forgetting to include a project team member in a relevant invitation or email

Overlooking a team member with expertise on a problem you are working on - not seeking their input

Using slang or acronyms and/or sharing in-jokes in a group where not everyone is familiar with these

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Withholding praise of great work done by others

Click for examples of everyday actions that can feel like someone is being excluded or not valued.

Small, everyday actions can have a significant impact on how team members feel.

These small actions can lead to others feeling excluded, without intention or even awareness by the other person.

Presentation

Interrupting or speaking over another team member

Forgetting to include a project team member in a relevant invitation or email

Overlooking a team member with expertise on a problem you are working on - not seeking their input

Using slang or acronyms and/or sharing in-jokes in a group where not everyone is familiar with these

Continue

Withholding praise of great work done by others

Continue

While we have all experienced everyday actions that exclude, the frequency of this is disproportionately experienced by members of under-represented identities.

Self-evaluation

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Unconscious biases prime us to favour and trust those like us, and to exert caution towards those who are different. They also influence our thinking through stereotypes and associations that can disadvantage individuals from under-represented identities.

The disproportionate impact of everyday actions that exclude on individuals from under-represented identities is heavily influenced by unconscious biases.

Self-evaluation

Which action is more likely to be unintentionally directed towards someone who is quite different to us?

Skipping over their suggestions in a brainstorming activity.

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Regularly checking-in and sharing friendly messages over slack.

Seeking out their input and perspective before a big meeting.

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Unconscious biases can have a big impact on our thoughts and interactions with others.

Correct!

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Good intentions are enough when working with others.

It's not enough Good intentions are a great start when working with others, though unconscious biases can impact our actions without our awareness. In these instances, having proactive measures in place is helpful.

It's enough As long as you have the right intention, that's all you can do. Continue to focus on acting from the right intentions.

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Unconscious biases can have a big impact on our thoughts and interactions with others.

Correct!

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Why don't you try it again? Be brave!

This answer is not correct

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• Invest time in getting to know others in your team or group, beyond the team members you feel an instant connection with
• Seek out points of connection with those where we share fewer obvious similarities
• Prompt yourself to expand your social catch-ups now and then, and share an invite to a broader group at different times.

Impact

Proactive Inclusion

Intent

Scenario 3

A team member recognizes that they are never invited to the informal social catch-ups others in the team frequently have.

Learn more about unconscious biases and managing these in our daily interactions through our 360 Learning course:

Manage Unconscious Bias in the Workplace

Learn more about unconscious biases and managing these in our daily interactions through our 360 Learning course:

Manage Unconscious Bias in the Workplace

• Establish project norms & practices, including approach for syncs & async input, so everyone is clear about expectations up front.
• Have a Confluence page with roles and responsibilities; potentially list project meetings with topics and invitees
• Include meeting notes from all project meetings centrally, so everyone can view, regardless of whether they were in the sync
• Have periodic check-ins with project team members to check how things are going

Impact

Proactive Inclusion

Intent

Scenario 1

A team member learns that they have been left off a project meeting invitation.

• Establishing sync norms & practices, including a no-interrupting rule
• Capture contributions in a range of formats, including a miro board or shared document, to reduce the biases of a different voice bringing an idea
• Encourage team members to credit the original contributor of an idea when it is restated.

Impact

Proactive Inclusion

Intent

Scenario 2

The contributions of the only woman in the group went unacknowledged but were later credited to a male colleague who restated them.