Title: The Top Five Barriers to Inclusion and Why You Should Avoid Them
Headings: The Top Five Barriers to Inclusion and Why You Should Avoid Them
The Top Five Barriers to Inclusion and Why You Should Avoid Them
The manager who ignores complaints of insensitivity is just as guilty as the person who makes the offending comment or gesture.
Selective Mentoring
Inconsistent Response to Mistakes
Bullying
Insensitivity
Perceived Underperformance
Natalie Holder

Content: Bullying
Yelling, abusive emails, and attacks on another person's character are just some of the tactics workplace bullies use to wield power over others. Bullies target out-group members who seem vulnerable because they do not have strong informal mentors or allies. Managers should stop bullying because it can destroy a team and decreases productivity. Insensitivity
Organizations often do not realize how changes in their employee and member demographics may require a few tweaks to their social traditions. Jokes, comments, and events that were traditional elements of the organization's culture may have a negative impact on a more diverse workforce. Insensitivity can become a source of workplace stress, causing burnout, low morale, and sometimes more serious consequences like drug use and violence. Ultimately, insensitivity can expose organizations to costly employment lawsuits. The manager who ignores complaints of insensitivity is just as guilty as the person who makes the offending comment or gesture. Perceived Underperformance
People are influenced to act based on their beliefs, and their beliefs shape how they see the world, including their perceptions of other people. When you unconsciously believe that employees in an out-group are less skilled, less qualified, or less talented, you consciously look for affirmation of these beliefs.