IMD-OWP22-PostEvent-Report-V11[8]

→Diversity, Equity& Inclusion

ACTION POINTS

1

To support those navigating micro- agressions at work, it’s important to constantly develop the five Cs of being an ally: consciousness, competence, curiosity, courage, and compassion.

2 3

Leaders should actively develop the five Cs in their own approach.

The culture of the organization must also be underpinned by the five Cs.

RECOMMENDED READING

BIAS, INTERRUPTED – CREATING INCLUSION FOR REAL AND FOR GOOD By Joan C. Williams (Harvard Business Review Press, November 16, 2021) THE REAL-TIME IMPACT OF MICRO-AGGRESSIONS By Malissa Alinor (Harvard Business Review, May 17, 2022)

WHAT ARE MICRO-AGGRESSIONS? Micro-exclusions or micro-aggressions can include intentional and unintentional micro-assaults, micro-insults, and micro- invalidations that communicate hostile, derogatory, or negative attitudes. For example, talking over someone in a meeting or using patronizing language.

MIND THEMICRO-INEQUITY: FOSTERING INCLUSION INTEAMS

ANDORGANIZATIONS By Josefine van Zanten and Alyson Meister (I by IMD, February 2020)

HOWWOMENMANAGE THE GENDERNORMSOF LEADERSHIP ByWei Zheng, Ronit Kark and Alyson Meister (Harvard Business Review, November 28, 2018)

36

37