Defining Microinequities / Sage Publications.

Format:

Book

Author/Creator:

Obi, Greg, author.

Sage Publications, author, issuing body.

Series:

SAGE skills: Business.

SAGE skills: Business

Language:

English

Subjects (All):

Diversity in the workplace.

Physical Description:

1 online resource

Place of Publication:

[Place of publication not identified] : Sage Publications, 2024.

Summary:

This skill is geared to help the reader understand the interplay of these three concepts and how the good use of them can create both individual and organizational well-being. When used wrongly, they create a repressed organization that is devoid of growth and full of unhappy employees. This skill will also expose and test your knowledge of microaggressive behavior and words, as well as your role in managing such behaviors. Other areas such as macro- and micro-affirmation, inequities, power, and privilege will be developed. But first, a short reflection on some of these key concepts. Power is one of those concepts that we understand, but that often lacks a concrete definition. One certain thing is that power is about the ability to influence the behavior of another or a group. From an organizational management perspective, power is often assumed to be a leader's influence over followers. However, one must understand that power can often be a two-way force where not only leaders influence followers, but followers can also influence their leader toward their desires. Power can be viewed from two contexts: positional or personal power. Positional or legitimate power is conferred on someone by the organizational hierarchy and is backed by the authority given to the occupier of this position. To influence others, someone with positional power relies upon their ability to reward or punish others because of their position in an organization. Personal, or referent, power is based on charisma or expert knowledge of a subject matter. For example, an experienced auto mechanic can tell what is wrong with a car engine by listening closely to how the engine cranks. This auto mechanic has expert power when it comes to auto repairs. Hence, they can influence their customers and apprentices on matters related to automobile repairs. An individual who does not hold any positional power but have great interpersonal skills, kindness, and compassion may become the person others go to for advice. Their personality confers on them the ability to influence others. Power is the earned or unearned, and mostly unacknowledged, social advantage that a person or group of people has over another, the antecedent of privilege. Privilege is a construct that the holder is mostly unaware of, except when one is constrained by events or circumstances to engage in self-reflection. Privilege refers to benefits or social advantages that a person enjoys simply because of their social identity. Such benefits could arise from one's religion, sexuality, gender, economic status, physical abilities, or other characteristics. In different social settings, those with certain characteristics have historically held positions of dominance over others who do not belong to their social group. From an organizational perspective, privilege can be earned through the organizational hierarchy, one's education, a promotion at work, prudent investments, and savings that lead to wealth. However, privilege is mostly unearned; rather, it is based on the group identity one is born into based on their race (e.g., white privilege), gender (e.g., male privilege), or even age. Many unearned privileges do not disappear, they are part of who we are. Therefore, it is important to recognize, accept, and use them positively to help create an inclusive workspace where everyone has a sense of belongingness. Individuals are not expected to apologize for their privilege; it is what they do with it that matters. By acknowledging one's privileged position, becoming conscious of it, and empathizing with those who are not so privileged, individuals can use their privilege to help rather than harm others. Privilege becomes dangerous when individuals are not aware of or deny their privilege. The denial or lack of conscious awareness of one's privilege leads to unconscious bias, creating a non-inclusive workplace. To learn more, check out the video with Dr Greg Obi on the difference between privilege and entitlement. Understanding privilege requires self-reflection. Being a member of a minority, marginalized, or oppressed group does not necessarily exclude someone from being privileged. For example, a gay, Black man with a college education and secure employment has privileges that a gay, Black man without an education does not have. Likewise, a white woman with no disabilities has privileges that a white woman with a disability does not have. Denying one's privilege or not being conscious of one's privilege can lead to microaggressive behavior or statements. When individuals are aware of their privilege, they can consciously turn situations and behavior into microaggressions. Unconscious bias guides and influences the thoughts of individuals while microinequities are actions that individuals take based on their unconscious biases. Micro-affirmations are solutions to these problems that correct and modify wrong thoughts and actions. Leaders who are conscious of unconscious bias, microinequities, and microaffirmation can better navigate the corridors of power, privilege, and inclusion.

Notes:

Description based on publisher supplied metadata and other sources.

ISBN:

1-0719-5805-4

9781071958056

OCLC:

1438713034