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  My Dashboard  EN

Ceridian Presents: Fostering Conscious Inclusion
If you missed the webcast, please click to view the recorded version in the
library.


THE POWER ON THE INSIDE


THE POWER ON THE INSIDE


Print

Think of something about which you’ve made an assumption. Your soup came out to
your table cold, and you assumed the chef or server was incompetent. Your
coworker sent you a long email and you assumed, after your recent conflict, that
it was a rant.

You leapt to a conclusion.

But what if the soup was gazpacho, a traditionally cold soup? What if your
coworker was apologizing for their careless behavior? That conclusion-leaping
without facts is what happens when we “other” people. We see someone and groups
of people who appear to be different from us and we fill in the blanks because
of personal biases, generalized beliefs, social and media influences, and lack
of education and/or cultural exposure, says educational consultant Kendra
Cherry.

How Othering Shows Up On the Job
In the workplace, things get even trickier because, as the team at Eskalera
reminds us, othering happens in subtle ways. It’s not always blatantly ignoring
someone. Sometimes, othering shows up like this:



dismissing certain people’s ideas and efforts



forgetting to share information with members of the team



not making an effort to connect with certain people on the team



excluding people from meetings or social events


Though these acts of othering may seem small and are sometimes unintentional,
they can have big consequences because of power.

The Power Impact
If a new hire requests their own front-row parking space, how likely are they to
get one? Now what if the CEO asks for their own parking space? They probably
wouldn’t even have to ask. Why? Power. Power determines the amount of impact,
and it’s no different with othering. If a person in an in-group believes
negative stereotypes about a coworker, the ripple effect can have long-lasting
impacts both in and out of the workplace.

It can mean the loss of a promotion. The loss of the ability to network. The
loss of an opportunity to advance, be seen, be heard, or be known. If a person
from a traditionally marginalized community or out-group, however, believes a
negative stereotype about a member of the in-group, it is like a new hire asking
for their own space: it has very little impact, and may even bounce back to hurt
their credibility in a way it wouldn’t the CEO’s.

Othering in Action
Pay close attention to the power dynamic in both scenarios:



Scenario 1: Letitia is great at her job and hopes to advance within the company.
While her organization offers mentorships, she notices that most of the vice
presidents and members of the C-suite are men who tend to pick male mentees. As
there are no women in similar positions of authority, Letitia isn’t sure where
to turn for advice.



Scenario 2: Though he was born and raised in London, Daniel often finds that his
Korean heritage sets him apart from his mostly white colleagues. Over the years,
he’s struggled to get his boss, a white woman, to assign him the team lead on
projects. Now, a position has opened up. But when he applies for the promotion,
he’s turned down. A colleague with more team lead experience, experience Daniel
was prevented from getting, is chosen for the job.


In each scenario, the colleagues’ othering creates work-related problems because
of the power they hold. For Letitia, the men who have the majority are powerful
enough to narrow her access to opportunities. For Daniel, his white boss, a
member of the racial in-group, sets him up for a lack of advancement.

Being part of an in-group can affect your treatment of those outside of the
group. In Joanne R. Smith and S. Alexander Haslam’s book Social Psychology, they
discuss the “social identity theory” and the tendency for those within a social
group to discriminate against or even be openly hostile to those who aren’t
members.

Consider This: Sometimes those of us in a powerful majority get stuck in an echo
chamber. Surrounded by people who look, believe, talk, think, and behave like
us, we believe that the opinions and ideas we hold are the truth because they’re
shouted right back as we speak them. But if we want to stop othering people who
appear to be different from us, then we must work to break down the systems of
inequality that favor the powerful majority and expand our in-group members.


SHOW WHAT YOU KNOW

True or False. According to the information in the text, a system of inequality
lessens the impact a member of an in-group can make with a single comment.
Please provide an answer
True
False
Submit Answers



FEATURE TOPIC


THE OTHER SIDE OF THE ISLAND

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THE POWER ON THE INSIDE

Think of something about which ...
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VIDEO: A GROUP OF “OTHERS” IS CALLED A “TOGETHER”

Inclusivity, acceptance, togetherness. All of ...
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