Use Social and Emotional Learning (SEL) to combat microaggressions by promoting self-awareness, empathy, and communication skills. Encourage self-reflection, empathy, and respectful dialogue. Teach emotional regulation and conflict resolution—Foster diversity and inclusion education—model inclusive behaviour. Implement restorative practices and make SEL an ongoing process in organizations and communities to create inclusive, equitable environments.

By addressing Microaggressions, we work towards creating inclusive and equitable spaces. SEL is a valuable framework for fostering the skills and attitudes to combat microaggressions. To address microaggressions we can use. 1. Foster empathy and social awareness, active listening to ensure that individuals are listening and understanding one another. 2. Promote activities like journaling, self-assessment, or mindfulness exercises to enhance self-awareness. 3. Create opportunities for feedback and discuss experiences and challenges. 4. Encourage responsible decision-making. 5. Promote allyship and bystander intervention by encourage active bystanders and support those who experience microaggressions.

SEL should be what we do and not what we say we do. It's important to foster respectful dialogue and Restorative practices because microaggressions are so embedded in daily behavior. Without fostering and environment where one can respectfully share their experiences and how microaggressions harm not just the recipient but the entire climate it is difficult to heal and restore. It's imperative to create a climate of respect and restoration. Moving from a safe space to a brave space helps improve the culture of trust and inclusivity in the work place.

Unintentional microagressions are worse. Because the doer is unaware that his/her behavior is causing distress. Some people are just not aware or as sensitive as others. Defining microagression and making people aware of examples of microagression and how it impacts others is one way to manage it.

Social and Emotional Learning (SEL) is vital in addressing microaggressions. SEL fosters self-awareness, helping individuals recognize biases and microaggressions they may commit. It promotes empathy, encouraging understanding of others' perspectives and emotions. SEL emphasizes responsible decision-making, prompting individuals to think before they speak or act. Additionally, it teaches positive relationship skills, such as active listening and conflict resolution. Incorporating SEL into education and workplace training equips individuals with tools to recognize, confront, and eliminate microaggressions, creating a more inclusive and respectful society.

An old adage says: When you point a finger at someone, there are 3 fingers pointing back at you. Knowing that is the 1st towards self-awareness: understanding how your values, ideas, and emotions influence your own behavior. Self-awareness covers several attributes: - Purpose: what drives, motivates and interests you - Personal and social identity - Prejudice and bias You can increase self-awareness using some exercises: - Self-reflection by writing down thoughts, feelings - Deep breathing (like pranayama in yoga) in emotionally stressful situations - Creating a safe space for feedback from other team members Such social and emotional learning (SEL) enhances your effectiveness and efficacy as a team member, collaborator, or leader.

Taking the time to listen to and understand other people and their motivations can be a great way to greater understanding of yourself. Being honest, open and authentic can provide opportunities for the deeper conversations that can lead to understanding. Always remember to respect the other person's choices and opinions. Their position is no less valid than yours. That works both ways.

Being sensitive to all feedback allows one to have material to improve how others see them. I remember a complaint being taken to my boss about me by someone I was supervising. On reflection, I realized I had engaged in microaggression and I informed my boss as much. I recalibrated my approach after this.

Take the time to talk, listen and understand. There is no replacement for proper conversation. To be effective any conversation needs to be a two way exchange, offering as much as receiving.

One way I have applied this professionally is through engaging in different types of meeting settings. It is expected for one to attend office meetings and most times there's little time to draw much out of them. I learned to prepare by sitting with key stakeholders before and after the meetings. This way I knew what was critical for the day and what was expected of me. I also participated in informal meetings like lunches and after-work meetings. These gave visibility to issues that affected the work which originated from personal issues.

There are some fundamental relationship skills that we need to have under our belt in order to address inevitable challenges. We take people on a six step journey to help them level-up in their relationship skills, become intentional about doing relationships well and change behaviours from habits that damage relationships to habits that strengthen them on purpose. These steps address the key areas of misunderstanding and conflict: Understanding emotions and how your behaviour impacts others; respecting differences and managing expectations; managing and genuinely resolving conflict; unpacking assumptions, biases and beliefs to build mutual respect and trust, clarifying priorities and healthy boundaries; communicating appreciation.

Working with teams gives room for microaggression particularly where decisions are made without sufficient consultation. Informing team members about the issues at stake and allowing for adequate time to think through and discuss is critical. This ensures an inclusive process informs the decision-making. The team gets to learn the necessary background. This could ensure the decision is tempered so as not to restrict the team from performing optimally.

When leading a team, I was always confronted by demands for more pay from the members. I chose to combine coaching and mentoring initiatives to help them realize they could solve their financial matters without a salary increase. Through this process many adjusted their budgets, reducing unnecessary spending. There was also a renewed interest in upgrading their professional and academic qualifications. All this created an environment that promoted a culture of learning.

When promoting a culture of learning, tell people to get comfortable with being uncomfortable. For DEIB to really sink in, it's sometimes to be confronted with horrible truths to understand the struggles of those around us. We need to give that feeling time and remember that we can change for the better.

If you are a victim of micro-aggression, requesting attention or anything that is in the form of seeking approval from the aggressor is to start at the wrong end. What if you stood up, expressed that you experienced micro-aggression and walked away from the event. Doing the unthinkable and playing by your own rules would create a big traction for change. Won't it?

Microaggressions are actions that negatively target a marginalized person or group. A microaggression can be intentional or accidental. It is a form of discrimination. Social and Emotional Learning (SEL) is a process that helps people learn how to: 1: Understand and manage emotions 2: Set and achieve positive goals 3: Feel and show empathy for others Establish and maintain positive relationships 4: Make responsible decisions Here are some strategies for responding to microaggressions: 1: Restate or paraphrase 2: Ask for clarification or more information 3: Express your feelings 4: Challenge the stereotype 5: Appeal to values and principles Promote empathy