Becoming a truly diverse, equitable, and inclusive organization is hard work that requires constant education and intention. Part of that work is recognizing the myriad ways that exclusion occurs.
Microaggressions, the subtle behaviors that lead someone to feel devalued, are so common that we often don't recognize them or their impact, unlike more overt racist, sexist, or homophobic acts. Left unaddressed, microaggressions not only undermine people in the workplace but also affect a company's well-meaning intentions to create diverse, equitable, and inclusive workplaces.
In a social media landscape shaped by hashtags, algorithms, and viral posts, nurse leaders must decide: Will they let the narrative spiral, or can they adapt and join the conversation?
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