Melinda Briana Epler of TED defines microaffirmations as “little ways that [we] can affirm someone’s identity; recognize and validate their experience and expertise; build confidence; develop trust; foster belonging; and support someone in their career.” Because although it is crucial to recognize and combat microaggressions, it is just as important to uplift individuals from marginalized communities through positivity. The blog will explore five key microaffirmations we can implement in our workplaces every day:
1. Uplift achievements and amplify voices
This microaffirmation can be as simple as mentioning an individual’s achievements in conversation or as grand as publicizing it through an award. That said, we must also interpret “achievement” in the most capacious way possible: uplifting achievements includes recognizing an individual’s expertise and skill; giving them specific credit for their contributions; and making a conscious effort not to hold certain people to higher standards than others. For example, research found that “nearly two-thirds of women and people of color in engineering reported having to prove their expertise repeatedly,” where their successes and knowledge were dismissed time and time again. We must therefore amplify the voices of these individuals; their experiences are valuable and should be both heard and understood.
2. Facilitate comprehensive participation
This microaffirmation operates along two lines: firstly, we must explicitly invite individuals from marginalized communities to sit at the (literal or figurative) table where discussion occurs. Note the plurality of individuals: these invitations should be intentional, not tokenistic in nature. Secondly, we must then take steps to ensure these individuals are able to make their voices heard at the table. When we notice someone being excluded, we should ask for their thoughts. If we notice someone being talked over, we correct the interrupter before requesting the person who was interrupted to repeat themself. This microaffirmation is all about paying attention.
3. Establish acceptable and unacceptable behavior
This microaffirmation can apply to the above: during discussions, for example, we should lay down expectations that interruptions will not be tolerated. But we can take this microaffirmation a step further, too, applying it to the organization and workplace as a whole. These policies should then be communicated to everyone. Not only does communication ensure wider awareness, but doing so also allows more precise correction of wrongdoings because we can refer to these specifically articulated expectations. This way, individuals of marginalized communities know they are supported across all levels of an organization.
4. Provide regular and quality feedback
Unfortunately, research shows that “[w]omen — and especially women of color — tend to receive less quality feedback that can help them make needed course corrections and develop as leaders.” Fortunately, knowing of this situation means we can make intentional efforts to correct it. This microaffirmation should also be interpreted as capaciously as possible: “feedback” refers to both formal comments (e.g. offering advice on how to deepen one’s understanding of a specific skill) and informal comments (e.g. demonstrating attention through body language when a person is speaking as well as responding to their suggestion). Furthermore, feedback must be constructive and positive, where recommendations are given for improvement at the same time as recognizing what an individual is already doing well (that way they’ll continue doing it!).
5. Make note of religious and cultural holidays as well as life milestones
This microaffirmation is positive all around; not only do we demonstrate our support to our peers by remaining aware of their lives’ events, in the case of holidays, it is often fun and rewarding to broaden our horizons by researching these experiences! We can wish our Jewish colleagues “Shana tova” on Rosh Hashanah, and we can take Ramadan into account when scheduling major workplace events out of respect to our Muslim team members. Moreover, we can celebrate birthdays and keep in mind anniversaries (such as congratulating a wedding anniversary and offering condolences on that of the death of a loved one). This microaffirmation helps individuals feel seen and supported by those around them.
Microaffirmations are simple actions any of us participate in to create a workplace that is more inclusive for all within it. By doing so, we are better able to uplift people who have been historically pushed down, and moreover we show that we are willing to provide support in many forms.
Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.
Reach her at DimaGhawi.com and BreakingVases.com.
