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:
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.
- 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
- 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
- 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