Meritocracy is rooted in the ideal that we’d all get rewarded based on how good we are at our jobs. Which sounds totally peachy. But the fact of the matter is that in the modern workplace, merit is often confused with wealth, privilege, conformance to the status quo, and other nonsense. Meritocracy in action is actually pretty f***ed up.

You offended someone. You microaggressed. Your unconscious bias informed your decision. You f***ed up... It happens. Nobody’s perfect. But it is how we address our mistakes that matters.

Taking steps with DEI can be hard work. Plus it’s not really the market for instant gratification. So how do you keep motivated?

How do I introduce a topic like microaggressions? Maybe we start with the overused dictionary definition cliche. Imagine a pregnant pause while I adjust the microphone. Webster’s dictionary defines microaggression as a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group. Okay, so there’s the definition, but now what? Let’s talk about what you need to know about microaggressions.