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Source: BuildForce Canada
Did you know: members of marginalized groups often feel on guard against acts of bias and exclusion
Leaders and managers are key influencers in creating and supporting respectful and inclusive workplaces. Catalyst reports that 49% of workers’ experiences of an inclusive workplace are explained by inclusive leadership. Furthermore, when workers experience workplace inclusion, they report higher levels of team problem solving, engagement, retention, and innovation.
Despite the research showing the benefits of an inclusive workplace for workers and organizations, Catalyst found that members of marginalized groups continue to experience bias, exclusion, or discrimination, resulting in high levels of emotional tax.
Emotional tax is the combination of feeling different from peers at work because of gender, race, and/or ethnicity and the associated effects on health, well-being, and the ability to thrive at work. Indigenous people and People of Colour report devoting time and energy consciously to being on guard for the potential of large and small acts of bias, exclusion, or discrimination.
Being on guard to bias includes feeling the need to prepare for possible insults or avoid certain situations where they anticipate bias may occur, both inside and outside the workplace. While most experiences of exclusion are detrimental, a lifetime of being marginalized can have uniquely potent effects, including those on health and well-being.