Click "▼" to reveal examples of a Leader's response to each scenario
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What to do ▼
Interrupt, Inquire: - To the offender/perpetrator/person causing harm: “I’d like to pause this conversation right here, because I’m concerned with the language that is being used.”
- To the recipient/person harmed: “I will be reaching out to speak with you and get your perspective”
- To the offender/perpetrator/person causing harm – “Can you step in my office I would like to speak with you?”
Question: - To the offender/perpetrator/person causing harm- “Did I hear you say repeat the statement as a question]?”
Educate or Elaborate: - Give explanation of why what they said is a microaggression:
- Then say –
“You may not be aware but that comment can be taken as offensive and doesn’t follow Credo behavior,” or
“You may not be aware that statement you just made is not aligned with our values.” or
“You may not be aware that What you said is not aligned with our institutions values of equity and inclusion.”
- Then say: “That comment can perpetuate negative stereotypes and assumptions about [whatever group identified]”
- Then say: “Such comments can cause division and defensiveness. I would like to think that is not your intent.”
ACTION and ECHO:
End by saying: “I’m glad we had this conversation this is an area we are all working on getting better in-let me know if there is anything else I can do to ensure that our environment is open where everyone feels comfortable expressing themselves and feel their culture is honored and respected.”
Offer the offender/perpetrator/person causing harm EAP as a resource.
- To the offender/perpetrator/person causing harm: “I’d like to pause this conversation right here, because I’m concerned with the language that is being used.”
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What to do ▼Interrupt, Inquire: - Respond and say: “Thank you for sharing what you experienced.”
- Explain and say: “My goal in this is to help ensure these things don’t continue in our environment – there are a few ways to approach this so let me know what are you most comfortable with what do you think our next step should be?”
Question: - “Can you share with me what was said, when and by whom and whether any witnesses?”
* Keep notes of discussion
Educate or Elaborate: - “I know it is difficult to share when you have been placed in a vulnerable situation by someone else’s offensive comments.”
- Person responds
- Then say: “That sounds good, and it sounds like we will follow up with our policies and human resource partners with this situation and follow those guidelines and guidance.
ACTION and ECHO:
“Can I offer you EAP resources, thanks again for sharing your situation, I appreciate you bring this to my attention; please don’t hesitate to bring these things to my attention in future. Rest assured even though I am not at liberty to discuss the details this situation will be addressed.”
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What to do ▼Interrupt, Inquire: - I know it is difficult to share what you may have said that may have been an offensive comment.
- Then ask: “What did you mean by that?” or “Can you explain that to me?”
Question: - “My goal in this is to help ensure these things don’t continue in our environment – there are a few ways to approach this so let me know what are you most comfortable with what do you think our next step should be?”
Educate or Elaborate: - “We all make mistakes, way we can grow and learn when we acknowledge our mistakes, so thanks again for coming to me with this.”
ACTION and ECHO: - “I will need to speak the person that you may have offended and get their account. We will discuss what we can do to make this right.”
- “For now, let me offer you EAP, and I will be back in touch.”
- “This conversation will be held in strict confidence.”
- “Thank you for sharing what you experienced.”
- I know it is difficult to share what you may have said that may have been an offensive comment.
