3 Signs of Casual Discrimination and How To Avoid Them

Casual discrimination isn’t always about who get’s “talked down”

Find out why it can be about who doesn’t get “talked up”

Here are some key topics covered from this episode:

  • An alternative way to think about casual discrimination
  • The people who get Permission to Fail and Permission to Try
  • A 3 Step Framework for you to use immediately and much more

Play the episode for more.

Here are some key takeaways from this episode: 

Casual discrimination can be about who get’s “talked up” not just “talked down”

” in the example I gave it’s not that this black person gets talked down. They fail to get talked up. If you don’t get talked up you’re at a disadvantage “

Some people get to be average and still win at work

” Is there a class of person who gets to be mediocre and this is portrayed as being acceptable? I’m not talking about outstanding performance. I’m talking average at best.”

It’s your turn to “talk someone up”

“You’ve got work to do and you’re going to get an even bigger result.”

Here are some resources so you can go deeper: 

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Check out these related episodes of the show.

4 Types of Religious Discrimination You’ve Probably Ignored

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  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

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Leaders must redefine career development relationships to support inclusive performance.
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  • Why established workplace norms must evolve for inclusion in the modern workplace

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Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

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  • How developing intersectional self awareness can help leaders to leverage individual employee experiences