Issue - meetings

To receive a discussion paper on Microaggressions and Unconscious Bias in the Workplace.

RESOLVED: That the Committee commented on and noted the Discussion Paper on Microaggressions and Unconscious Bias in the Workplace.

Audio recording – 35 minutes 32 seconds

The Human Resources Services Manager presented the Discussion Paper entitled ‘Microaggressions and Unconscious Bias in the Workplace’ and advised that:

·                Microaggressions were defined as negative comments or actions that targeted a marginalised group and were often linked to stereotypes.

·                They could be intentional or unintentional and while their delivery could be subtle, their impact could be significant both on mental health and emotional wellbeing.

·                Hostile work environments could result from the accumulation of unchallenged microaggressions over time and lead to a reduction in employee morale.

·                How people thought could depend on their life experiences and sometimes their beliefs and views about others that might not be right or reasonable.

·                Unconscious bias led to automatic judgements based on stereotypes or preconceived notions and could result in the unfair treatment of individuals.

·                Both microaggressions and unconscious bias could hinder diversity and inclusion efforts, affecting team dynamics and overall organisational performance.

·                It was key to address these issues to foster a respectful and productive workplace.

·                The Council were committed to creating an environment where all employees felt valued and respected which was supported through its ‘Inclusive’ value in the Council Values as well as the ongoing work of the Inclusion Group.

·                Failing to address these issues could have severe consequences such as increased staff turnover, decreased employee engagement, legal ramifications and a loss of reputation as an employer which could hinder recruitment and retention of good employees.

·                By tackling the issues proactively, a supportive and inclusive work environment could be created, resulting in enhanced organisational performance and employee wellbeing.

·                Several initiatives had been employed to combat the issues such as recruitment training which covered unconscious bias and e-learning modules which included equality, diversity and inclusion.

·                Posters on microaggressions in the workplace were developed by the IG to promote awareness of this issue among employees.

·                Personal development mornings had focused on unconscious bias and microaggressions.

·                Members of the HR team, Senior Leadership team and IG had attended training on these microaggressions.

·                Next steps to combat these issues included additional training for all staff to further develop their understanding on these topics and encourage them to consider their own behaviours, as well as promote inclusion, equality and diversity.

·                They were planning to relaunch the Council values to further embed the ‘Inclusive’ value.

·                Members were encouraged to share their perceptions of microaggressions and unconscious bias as it would help the Council to further understand these issues.

The following Members asked questions:

·                Councillor Ian Albert

·                Councillor Keith Hoskins

·                Councillor Daniel Allen

·                Councillor Bryony May

·                Councillor Claire Strong

In response to questions, the Human Resources Services Manager advised that:

·                Microaggressions could constitute comments or actions that did not specifically target a marginalised group, but they were more broadly aimed towards marginalised groups as detailed in their definition.

·                Microaggressions could occur both face-to-face and online, particularly through social media.

·                The HR team and IG were developing the skills of staff to be able to challenge microaggressions in the moment by recognising them,  ...  view the full minutes text for item 7