What are Micro-Behaviours?
Micro-behaviors, also known as unconscious bias, are little, often unconscious gestures, facial expressions, postures, phrases, and tone of voice that can impact how included (or excluded) individuals around us feel. In the early 1970s, psychologist Mary Rowe created the term "micro-behaviours." It is related to the notion of micro-inequities or micro-aggressions, which allude to how someone may be picked out, neglected, or ignored based on an immutable feature such as race or gender.
Where does unconscious bias originate?
Unconscious bias refers to beliefs based on insufficient and frequently wrong information. They exist in all of us as a result of evolution. We make rapid views and judgments based on random pieces of evidence, which can lead to bias, stereotyping, and incorrect decisions in general. This 'data' can originate from various sources, including our different cultural origins, family, society, and day-to-day experiences.
How can micro-behaviours affect workplace inclusion?
Organisations are attempting to foster inclusive work environments to boost employee engagement, career development, and overall performance, both individually and companywide. However, certain areas are challenging to address because, like implicit or unconscious prejudice, we are unaware of them.
During a chat, a quick peek at the time. Taking a phone call during a meeting. These small behaviours may reveal your thoughts and convey important messages to others around you. However, identifying micro-behaviours might be difficult. It implies that you are busier than everyone else.
And even when the targets recognise these micro-behaviours, it can be challenging to explain why such small actions can cause such significant issues. Because these behaviours are micro,' they are frequently labelled as inconsequential.
However, micro-behaviours can significantly influence how we feel about our inclusion and value. It can affect our drive to engage with those around us and our work.