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" ... Part of the reason why microaggressions can be so stressful is that they’re often viewed by the receiver as too small to say anything about so they frequently are swept under the rug, but the cumulative impact builds nonetheless. As a result, it can be quite common for someone to not speak up about a microaggression even if they were quite offended. “For a long time, the attitude in the workplace was that it was expected to take these comments in stride and let them go,” explains Michelle Bogan, Founder and CEO of Equity at Work. “Now we understand how harmful they are — they convey bias and can lead to discrimination in key career-driving decisions like who to include in a networking event and who to promote.” Cole points out that part of the added stress of microaggressions is deciding whether or not to speak up. “Each incident gets added to a running list of previous experiences, and over time it goes from being trivial to feeling like a big weight — it stops being “micro” altogether,” explains Cole. ... "
" ... That may be hard to take but by communicating with, and listening to your Black and Brown employees, you may find that often they are afraid to speak out about microaggressions because of possible repercussions. That too, is changing and a recognition of this will serve leaders well, when developing leadership strategy around diversity and inclusion. ... "
" ... While unconscious bias training is an important part of an organization’s efforts toward making a safe and inclusive workplace environment and culture, I don’t think it is enough. Additionally, it carries with it a lot of social and cultural baggage, and many turn off as soon as they hear terms like unconscious bias, privilege and microaggressions. ... "