Have you ever:

Criticized a female co-worker's assertive behavior while accepting similar assertive behavior in a male co-worker?

Have you ever:

Assumed a younger co-worker would be better at solving a technology problem than an older co-worker?

Have you ever:

Asked someone of a different ethnicity “where are you from….originally?”?

Have you ever:

Asked someone “how did you get to be wheelchair bound?”?

Have you ever:

Automatically assumed a Latino person speaks Spanish?

Have you ever:

Avoided working with a person who makes you uncomfortable (e.g., due to their gender expression or religious beliefs)?

Have you ever:

Criticized the writing or speech of an employee whose native language is not English?

Have you ever:

Made instant assumptions about a person’s position in the organization (e.g., management or non-management) based on the color of their skin?

Have you ever:

Complained about gender-neutral bathrooms or failed to acknowledge someone's pronouns?

Stacey speaking here:

My biases need my attention. There may be times when a bias or assumption is negatively affecting my actions toward a person or group.  Even if I have no intention to disrespect or marginalize another person, the IMPACT of what I say or do outweighs my intent.  I'm not alone. Everyone has hidden biases and everyone can learn to overcome them. 

To help create an inclusive workplace for all. . . learn to recognize and challenge your implicit biases, and develop the ability to respond: 

___ if you are called out for a microaggression 

___ if you experience a microaggression 

___ if you witness disrespectful or demeaning conduct in the workplace