Diversity / Micro-Inequities

One of our favorite topics here at JM Consulting Group.  We strongly believe the best way to succeed in an organization is for each and every individual to feel:

• Valued
• Respected
• Acknowledged

This can be done designing programs that focus on topics such as emotional intelligence, communication and listening skills as well as feedback and coaching.

However,  "Micro-inequities" training takes these concepts and applies them real-time to EVERYONE.    Mary Rowe of MIT coined the terms micro-inequities and micro-advantages in 1973.  Here is a brief overview of what micro-inequities is and how we can send negative or positive messages to one another that affects our self-esteem and morale.

Micro-Inequities:

• A pattern of subtle, semi-conscious devaluing messages that discourages and impairs performance, leads to damaged self-confidence and withdrawal
• Can take the form of words, actions, or omissions
• Are cumulative

Micro-Messages:

• Small, semi-conscious messages we send and receive that tell others what we really think
• Reveals core feelings
• Typically we send 2,000 to 4,000 positive and negative micro-messages each day
• We send anywhere from 40 to 50 micro-messages to each other in the space of a one minute conversation

Micro-Advantages:

• Subtle or apparently small acknowledgements of a person's value and accomplishments
• Conveys inclusion, respect, trust and genuine willingness to see others succeed
• May lead to a more productive and efficient work environment where all members feel valued and enjoy work
• Boosts morale

Why It's Important?

• Helps create engaged colleagues working their best to produce extraordinary results
• Fosters behaviors that support a healthy company culture
• Retains talent
• Maximizes individual and team contributions
• Helps create an inclusive work environment