Shawndra Jones, Member of the Firm, co-presents “Did You Just Really Say That? Recognizing and Managing Microaggressions,” at the Inclusion & Equity Summit: MidWest, hosted by Centerforce.
The chances are extremely high that during your lifetime you might have experienced a microaggression, if not hundreds. Whether you’ve been the recipient or the microaggressor, we’ve all probably been there, and it’s not comfortable. Since unconscious bias may be at the root of microaggressions, it is no surprise that they can be quite subtle. That doesn’t make them any less dismissive or dehumanizing to the target. Sadly, many BIPOC might deal with microaggressions on a daily basis; and they can erode psychological safety, perpetuate a toxic work environment, and increase stress and health issues for these employees. Whether discrimination comes from overt prejudice or unconscious bias, underrepresented groups and women might not always be receiving equal opportunities or treatment when it comes to landing in-house counsel positions, earning promotions, or making partner in a law firm. In fact, the impact of unconscious bias can be insidious and underestimated or rationalized too easily. How can we identify our own unconscious biases/microaggressions and those of others?
This panel explores:
- How to do a moral inventory?
- Recognizing and resolving the commission of microaggressions
- Power of language
- Institutional bias
- Ignorance and education
- How to approach:
- Direct reports
For more information and to register, please visit CF-Conferences.com.