Bias In The Workplace

Finding a job that fulfills and excites you is hard enough. But when name bias, age bias, and microaggressions are thrown into the mix, it’s even harder.

Dealing with microaggressions day in and day out can be incredibly draining and leave employees feeling unwanted, unwelcome, and even potentially unsafe at work. What’s more, name and age bias can make it difficult to even get called in for an interview, let alone land a job.

As we all work toward creating more welcoming, positive work environments, here are some tips on combating name and age bias, identifying microaggressions, and discussing microaggressions in the workplace.

What Is Name Bias?

Some employers reject minority applicants based on their names, even if they are just as qualified as their fellow applicants with more “white-sounding” names.

This practice is commonly referred to as name bias. One study found that 25% of black candidates were called in for interviews with whitened résumés (résumés that are scrubbed of all indicators of ethnicity, like ethnic-sounding names and minority-focused clubs) while only 10% were called back with non-whitened résumés.

Similarly, 21% of Asian applicants were called back when they used whitened résumés, and 11.5% were called for interviews with non-whitened ones.

What Is Age Bias?

Although the 55 and up age group is the fastest-growing age group in the workforce, 61% of respondents to a study conducted by AARP said that they’ve either seen or experienced age bias in their careers.

Age bias is the practice of discrediting an applicant because of their age. Often, older workers are thought to be simply passing the time until retirement, unable to keep up with today’s technology, and unwilling to report to younger bosses.

Combating Name and Age Bias on Your Résumé

Do not give in to the temptation to modify your name or hide indicators of your age or race on your résumé. Instead, partner with a professional résumé writer who can tell your unique career story. A résumé writer can highlight your achievements, certifications, skills, and other selling points, which will boost your competitive edge.

What Are Microaggressions?

For many of us, the struggle doesn’t end after landing the job despite facing name or age bias. Workplace microaggressions serve as unwelcome reminders that coworkers or bosses may see us as inferior or be prejudiced toward us.

The term microaggression is defined as “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).” Microaggressions include statements and behaviors like:

● Making an assumption about someone because of their race, age, religion, or sexual orientation

● Mansplaining a concept or idea to a female coworker

● Telling a black employee or coworker that they look more professional with their hair a certain way

● Talking over and/or ignoring the input of female coworkers

While this list doesn’t include every possible microaggression, it demonstrates that they are not only easy to commit but are also commonplace in many workplaces. While the people who commit these microaggressions may not realize what they’re doing, those who are on the receiving end of them often experience microaggressions on a daily basis.

Over time, these offhanded comments and actions can wear on their morale and make them dread going to work.

Responding to a Microaggression About You

Before responding, pause for a moment to collect yourself. Don’t lash out at the offender, especially if there are power dynamics at work. Instead, make sure you feel safe enough to address the issue and that the time and place are appropriate for doing so.

If you decide to respond, here are some tips to guide your conversation:

● Be clear that you’re not confronting them to shame them or accuse them of being racist, sexist, homophobic, or ageist. Keep the conversation focused on the action or words that offended you.

● Relay how the microaggression made you feel.

● Ask how the person is feeling after you explain how you feel. If they get defensive or explain it away as “just a joke,” you can try to steer the conversation to a more positive direction.

However, pay attention to your comfort level and don’t be afraid to walk away if the conversation isn’t going in a positive direction.

Responding to Feedback About a Microaggression You Committed

If someone approaches you to discuss a microaggression you committed, understand that they are likely coming into the conversation feeling extremely uncomfortable and nervous.

Although your instincts are telling you to defend yourself, listen to their concerns. Here are some tips for navigating the conversation:

● Hear them out. Understand that your words and actions can have a negative impact on others, even if that wasn’t your intention. To avoid invalidating others’ experiences and feelings, don’t say you didn’t mean anything by it or that it was just a joke.

● Acknowledge their feelings and apologize.

● Avoid centering the conversation around your feelings and desire for their forgiveness. Instead, create a safe space for them to express how the microaggression made them feel.

● Take what the person said to heart and make a conscious effort to avoid repeating the offensive statement or behavior in the future.

Let’s Create Better Workplaces for All

Navigating name bias, age bias, and microaggressions at work may seem a little like walking through a minefield, but the tips we’ve shared here can help you feel empowered to move your career forward while striving toward a positive and inclusive workplace where everyone feels comfortable and valued.

Need help updating your résumé to combat name or age bias? We’ll update your résumé and craft an interview-worthy cover letter to match!