PhoenixHR LLC | HR Consulting | LinkedIn & Resume Writing
  • Who We Are
  • HR SOLUTIONS
    • Our Value-Add for Employers
    • Specific HR Services
    • Free Quote HR Solutions
  • RESUME SOLUTIONS
    • Free Resume Evaluation
  • LINKEDIN SOLUTIONS
  • CAREER COACHING
  • STORE
  • Blog
  • Resources
  • Contact
  • About Us
    • FAQs
    • Client Testimonials
    • Resume Feedback

Microaggression:  The Next HR Nightmare? (Or Why You Should Listen to Your Mother)

12/2/2015

 
Picture

A recent report in the Los Angeles Times* profiled the current phenomenon known as "microaggression" which it defined as "everyday slights and snubs, sometimes unintentional".   Those speaking out against microaggression maintain that its belittling looks, comments and gestures are a subtle form of racism which encourage more blatant racism and macroaggression.  Critics counter that "the microaggression movement chills free speech, increases conflict and perpetuates an aggrieved sense of victimhood."  They also contend that labeling individuals who unintentionally offend as "aggressors" is harsh and could promote - rather than reduce - conflicts between groups.

Thus far, the nation's college campuses have been the main stage for the microaggression debate.  But it is only a matter of time before the subject gains increased visibility in the workplace.  When it does, microaggression will join harassment, bullying, diversity and inclusion as behaviors which employers rightfully expect their HR function to manage  (or remediate) with wisdom, sensitivity and skill.  

As microaggression's workplace profile rises, it would not be surprising to see case rulings by the EEOC or other regulatory agencies or attempts to protect employees from microaggression through legislation. Along the way, attorneys will no doubt size the opportunity to litigate employee claims of microaggression regardless of their factual merit. 

Is microaggression "political correctness gone too far"? There is no clear or simple answer...and it is *not* the intent of this post to provide one.  Rather, this post offers a practical approach for employers and HR practitioners to effectively - and proactively - deal with microaggression in the workplace.  To illustrate the enormous challenge which HR practitioners face in trying to effectively assess/manage/prevent microagression, consider these documented examples:
  • Saying "you guys" or "him" or "her" when speaking to a mixed gender group.
  • Using the phrase "father and mother" being interpreted as demonstrating homophobic tendencies.
  • Telling someone for whom English is a second language that (s)he "speaks English very well".
The delicate nature of these  examples - especially when it is less than clear whether or not the speaker intentionally meant to offend - support using these HR  practices to try and prevent  microaggression in the workplace:

1.  Sensitivity.  HR must take the lead on promoting and instilling a vocabulary of not just diversity, but inclusion in the workplace.  See our the related diversity articles at the end of this post for details.

2.  Perception.  It is perhaps too early for HR to try and formulate set and fast rules on what behavior/language is considered microaggression.  In the interim, a more practical approach may be to give credence to the saying, "perception is reality". If an employee feels (s)he is subject to microaggression, then that perception is reality to him or her. It is up to the HR practitioner to do a sufficiently objective and thorough in-house investigation to disposition the complaint and establish credibility with the subject employee that his or her complaints are taken seriously.  

3.  Remember What Your Mother Told You.  Don't wait for litigation to dictate "doing the right thing", because we already know what that is...to use common sense and keep the "human" in "human resources". And when counselling employees, bear in mind this one saying  which may be considered "cliche"...but like many other so-called "cliches",  has a foundation in truth and is worth keeping it in mind : "My mother said if you don't have nothing nice to say, then don't say anything at all".  (For some light-hearted proof that fathers agree with mothers on this advice, click here).

PhoenixHR LLC offers cost-effective solutions to help employers address microaggression and other workplace harassment threats through documentation, training, and objective third-party confidential  investigations.  Employers are invited to click here to obtain their free quote.  Related:
  • Is Diversity Destroying Your Company?
  • Is Diversity Destroying Your Company? The Sequel
  • Offshoring Human Resources: 5 Keys to Success
  • Click here to explore our website
  • Click here to like our Facebook company page
  • Click here to follow our LinkedIn company page
  • *LA Times Article on Microaggression

Employee Handbooks That Don't S*ck: Recovering An Opportunity

12/1/2015

 
Picture

The problem existed even before dramatic demographic shifts began reshaping today's talent pool: employees would just about rather have a root canal than read their employee handbooks. 

A recent communications study* quantified this problem for both the general employee population and Millennial employees (adults who are currently 18 to 34 - and the group who by 2016, is expected to surpass Generation X and Baby Boomers to become the largest part of the workforce).  The study found:
  • 30% of non-Millennials have not read most of their handbooks.
  • 43% of Millennials have not read most of their handbooks.
  • 11% of Millennials have never even opened their handbooks.

  • 23% of non-Millennials don't even know where their handbook is anymore.
  • 36% of Millennials don't even know where their handbook is anymore.
​
  • Only 1 in 3 non-Millennials find their handbooks helpful.
  • Only 1 in 4 Millennials find their handbooks helpful.
Virtually all employers agree handbooks are critical communication pieces, but very few leverage their handbook's full communications potential.  Three inter-related reasons why:
  • The Forgotten Audience.  One of the cardinal rules of effective communication is “know your audience” and write for/speak to them accordingly.  Most contemporary handbooks have lost sight of this all-important rule.  The tone, language and content of today's handbooks is at best dry and boring…at worst, heavy-handed, condescending and legalistic.  Today’s handbooks are not written for employees but for their authors (the employers and the lawyers) who want to ensure the company is "covered" and "protected".

  • Runaway Employment Litigation. The US Department of Labor's website* reports states, "In the federal courts alone, the number of suits filed concerning employment grievances grew over 400 percent in the last two decades. Complaints lodged with administrative agencies have risen at a similar rate..."   Over three decades of handling numerous employee grievances and litigation, PhoenixHR has observed the merits of these cases to vary widely.  While many were merited, a considerable number were frivolous, filed by disgruntled employees looking to “get back” at their employers and/or win some “easy money”.  But valid or not, the reality is that all employment litigation burdens employers with defense costs that drain their bottom-line.  So it makes sense that handbooks have been significantly hardened over time to serve as the employer's main "armor" in this escalating legal battle.  Unfortunately, this hardening has stripped most handbooks of any sense of personality, inspiration or character that would encourage employees to read it.  

  • Poor and/or Unimaginative Templates.  Understandably, the vast majority of handbook authors do not write their documents from scratch but use templates.  Sadly, handbook templates vary widely in quality of content.  "Quality" in this instance does not refer to legal compliance or accuracy, but (once again) to engaging content that employees will actually want to read.  Imagination has long been a key part of success in American business (consider Apple, Disney, IBM, HP, and Xerox) so it is ironic that a document as essential to any company’s success as an employee handbook is so often devoid of any imagination. 
Thoughts for improvement:
  • Understand the Opportunity.  Like the rest of the new hire boarding process, the employee handbook is critical in shaping how employees - Millennials and non-Millennials alike - perceive their employers.  Employers and HR practitioners should regard an employee handbook as not just a collection of company policies but as an opportunity to communicate in different and memorable ways how much it values its employees. Whether creating a new handbook or modifying an existing one, the content should not only excite readers about joining the company, but help foster the desire to work (and stay) there.  There is no turn-key solution for how to make an employee handbook unique, relevant and interesting.  The approach will vary widely based on each company’s values and philosophy, which is why templates don’t even try to address this challenge.  It therefore falls to each company’s HR function to rise to the occasion.  After partnering with company leadership to thoroughly understands the business it supports, HR must apply its best and most creative writing skills to produce content that makes the handbook a showcase of effective communication.

  • Optimize Communications.  Remember that today's workforce is increasingly mobile and Millennial workers are increasingly tech-savvy.  Employers should design (or redesign) their employee handbooks as electronic documents which are easy to access, navigate and read across multiple devices and platforms.  Such optimization should include applying a user-friendly layout and meaningful visuals and graphics to make the handbook a "painless" resource to refer to.  Equally important, communication of handbook content should move beyond new hire orientations and be sprinkled throughout the employment experience in imaginative ways that steer employees back to the handbook.  There are many low-cost to no-cost methods which can turn the employee handbook into the centerpiece of a communication strategy for  periodically reinforcing selected key topics or educating on company benefits and employment law  updates in fun and engaging ways.

  • Minimize The Legalese.  It is a given that all employee handbooks should comply with applicable employment law and be reviewed by an attorney prior to publication.  However, a legal tone should not overtake an employee handbook.  With extra care in composing and editing, it is possible to craft a handbook that preserves legal validity and protections without making employees feel marginalized or "talked down" to.  This extra effort in handbook optimization is often overlooked because templates do not provide such guidance and HR is often under pressure to "just get it done"...but it is not impossible and given the importance of the document, will pay dividends for how employees perceive their handbook and their company.
 
Employers click here for a free quote to write/update your employee handbook or develop more effective handbook communication programs.  Related:
  • Click here to explore our website
  • Click here to like our Facebook company page
  • Click here to follow our LinkedIn company page
  • * 2014 communications study on employee handbooks
  • * US Department of Labor post on employment litigation


    Archives

    March 2020
    December 2018
    February 2018
    January 2018
    May 2017
    April 2017
    January 2017
    August 2016
    March 2016
    February 2016
    January 2016
    December 2015
    October 2015
    September 2015
    August 2015
    June 2015

    Categories

    All
    Career Coaching
    General Business
    Human Resources
    Resumes

    View my profile on LinkedIn

​310.697.3455
HOME | HR SOLUTIONS | RESUME SOLUTIONS | LINKEDIN SOLUTIONS | CAREER COACHING | STORE | CONTACT | BLOG | RESOURCES
Resume Writers, Career Coaches, SHRM
© Copyright 2019 PhoenixHR LLC - All Rights Reserved
  • Who We Are
  • HR SOLUTIONS
    • Our Value-Add for Employers
    • Specific HR Services
    • Free Quote HR Solutions
  • RESUME SOLUTIONS
    • Free Resume Evaluation
  • LINKEDIN SOLUTIONS
  • CAREER COACHING
  • STORE
  • Blog
  • Resources
  • Contact
  • About Us
    • FAQs
    • Client Testimonials
    • Resume Feedback
Talk to Us Live ×

Connecting

You: ::content::
::agent_name:: ::content::
::content::
::content::