This is your HR news flash, your briefing on talent management and the world of work from HRCI. Microaggressions can occur through our unconscious actions and behaviors. These behaviors in the workplace can leave employees feeling demoralized, isolated and humiliated. Without active steps to prevent microaggressions, they can have a toxic effect on your organization’s culture. Recently, Melissa Dobbins, founder and CEO of career.place, joined HRCI’s Alchemizing HR webinar series, to address how to break the culture of microaggressions at your workplace. Here are a few suggestions. First, promote actionable awareness. Most microaggressions are unintentional and are the result of lack of awareness or exposure to diverse experiences. Combatting microaggressions requires increased awareness accompanied by meaningful action. Melissa provided a three-question model for addressing a microaggression after it occurs: First, ask what did you find exclusionary and/or hurtful? Second, ask why this practice was exclusionary and/or hurtful? Finally, ask what behavior must change, and how? Second, facilitate respectful dialogue. As you begin addressing microaggressions, lay out ground rules. Hold everyone to the same standards, and require that everyone speak to each other with respect. Do not allow name-calling or “us versus them” language. Letting people blame others will only exacerbate division and conflict. Finally, reinforce consistent consequences. Make sure that you acknowledge professional behavior and address any deviations from standards or rules. The key to preventing microaggressions is consistency, thereby creating a workplace that is fair, equitable and safe for all.