This is the second of a three part series exploring subtle forms of discrimination in the workplace. As mentioned in the previous episode, there’s a lot of evidence to show that discrimination of all kinds exists in organisations. But it’s often hard to identity or intervene because overt forms of discrimination are less frequently in society thanks to changing attitudes and improved legislation; however many covert forms of discrimination still remain.
Today, I’m going to be talking about a covert form of prejudice that is SO subtle that when you observe it actually looks like a compliment.
In todays show I discuss several things including:
- The difference between prejudice ad discrimination
- How compliments can be used to mask prejudice
- How ineffective employee resource groups can fuel harmful steretypes and much much more
Here’s some of what I share in the show:
The difference between prejudice and discrimination
I describe the relationship between prejudice and discrimination:
“Prejudice, the clue is in the name. pre judge, in this context it refers to preconceived notions about people based on their social identity or membership of a particular group. It’s what someone thinks. Discrimination is prejudice in action. When people are treated unfairly because of the prejudice.”
I explain how qualified compliments can be used to mask prejudice in the workplace
“As an individual, being told that you are smart, hardworking or talented will naturally feel like a compliment. Your opinion may change if the compliment is then qualified by a negative remark about a group that you belong to.”
Avoiding Employee Resource Groups
I explain how ineffective employee resource groups can deter potential members:
“This matters for your employee resource group because if you don’t have a compelling purpose guiding your resource group, and if you’re not seen to be pursuing it. Then there’s a good chance that potential members won’t want to get involved.”
Here are some selected links to for the resources and reports I discuss in the episode.