How to be an inclusive team member and stand up to stigma

The exclusion and stigma problem

Are you keeping your partner’s gender quiet? Are you feeling lonely but unable to tell anyone? Do you feel depressed or anxious but are too scared or ashamed to reach out for help because you are a man? Living in secret for fear of being excluded by the majority is stigma at play. 

These three areas (LGBTQIA+, loneliness, men’s mental health) are the focus of raising awareness in this June’s Mindset, but these are only a drop in the ocean compared to all the different ways of being and living as a human, that suffer from stigmatisation.

Stigma ties tongues and is the dominant ideology’s weapon of power that makes society resistant to change and modernity; different (and minority) ways of being a human are negatively stereotyped as weak and unreliable, and these are the messages that society adopts. Individuals who are LGBTQIA+, lonely, or mentally unwell, may feel it is too risky to reveal their truth because of negative judgments that could be placed on them. Stigma power keeps people “down, in and away” (1).

Often more powerful at work than in your private sphere, stigma relies on fear, the fear of revealing something that won’t be accepted or could damage your promotion prospects and reputation in the eyes of colleagues and managers.  This threat feels dangerous, especially in economically difficult times when work is unstable and essential. 

When worried about job security, individuals will be even less inclined to speak out about feeling stigmatised and instead continue to be excluded. The individual struggles and the business suffers, with unhappy and dissatisfied employees.

Personally, the costs are high. Not being able to voice that you are lonely, being unable to talk about your mental health problems, or being unable to easily communicate to others about your LGBTQIA+ life, is harsh to the ‘self’. It disconfirms your reality and relevance and can eat away at your self-esteem. This can give rise to mental ill health problems such as depression, anxiety, and self-harm. 

The benefits of diversity and inclusion

Diversity and inclusion are really all about acceptance - everybody is unique and different, but we all want to be included in the human race and the societies in which we live, without judgement and prejudice. Acceptance destroys stigma and builds cohesion amongst people; it includes compassion for yourself and others and promotes healthy and productive teamwork.

Difference provides a broader range of voices and thoughts that modern business needs. A healthy balance of different people from different backgrounds encourages greater innovation, creativity, happier employees and a healthier workplace culture.

According to Built in Beta the diversity and inclusion workplace statistics to know are:

• Inclusive companies are 1.7 times more innovative

• Inclusive companies are 120% more likely to hit financial goals

• Groups formerly seen as minorities may reach majority status by 2045

• 48% of Gen Z are racial or ethnic minorities

• Diverse companies enjoy 2.5 times higher cash flow per employee

• Diverse management has been shown to increase revenue by 19%

• Gender-diverse companies and executive teams outperform less gender-diverse peers

• 3 in 4 job seekers and workers prefer diverse companies and co-workers

How to be truly inclusive every day at work

1. Challenge stereotypes

Whether it be about unconscious biases, lack of information, the influence of the media, or teachings coming from our cultural and social beliefs, stereotypes can lead to actions and reactions that can sometimes be exclusive and unfair. When meeting someone new, recognise the power that your own biases have, and how they are making you feel. Take a breath before you move forward with consideration.

2. Speak up 

Always speak up in a healthy way about inclusion, ensuring that your decision aligns with your inclusive values and beliefs. Don’t be afraid to be the lone voice in the room. We need plenty who are willing to step out of the pack to educate others.

3. Think about how you communicate

To avoid misgendering or cutting team members out, be mindful of the words that you use, especially in the presence of gender non-conforming or mixed-gender individuals.

Be patient, always listen and allow others to speak and express themselves. Give others your full attention by being sensitive and not interrupting and over-talking.

Consider your approach. If you know someone finds it uncomfortable to discuss inclusion, then find a way that they can easily digest it. Treat people and groups fairly, based on their unique characteristics, rather than on stereotypes.

4. Respond from a place of personal experience

When contributing to a conversation in order not to dismiss another’s viewpoint, use lines like “in my opinion” or “based on what I have read and learned” or “according to my experience”. This keeps the debate open and respectful.

If you feel that an opinion is so different from yours then try using terms like, “That’s a different perspective“ or “I see your point of view“ or “I never thought of it that way“. This again keeps the conversation inclusive. Always makes sure that there is time for questions and replies.

5. Pronouns

It’s ok to ask which pronoun an individual prefers. In fact, it is seen as a positive trait showing your curiosity and acceptance. By doing this you welcome everyone into the conversation, and you lead by example to the rest of your team.

6. Be your authentic and most kind self

Be brave enough to show your true self at your workplace. Be aware of unconscious bias and stereotyping and consciously favour compassion and acceptance. Ensure that your values shine through and take time to speak and get to know everyone in your team. Share your own differences with them and remember to treat everyone with respect.

7. Support your co-workers’ differences

Be open to all differences and educate yourself on co-workers' backgrounds. Listen to them when they tell you about their religious celebrations or how their disability impacts them, or about their mental health struggles.

Summary

Without society becoming more accepting of difference and diversity, and ensuring people don’t feel excluded, it is hard to free the tongue-tie effect that stigma has. Diversity and Inclusion education and implementation are key to tackling stigma and we all need a little guidance on how to build this into our work lives well, rather than just giving it lip service.

Watch our quick video to understand how we can boost inclusivity and improve the work culture in your organisation. Harness real employee wellbeing data to understand where to focus attention and wellbeing investment.

Ref: 

(1) https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4451051/