Empathy with marginalized employees is key. Common struggles they deal with include -
- Less support from different-race coworkers and supervisors;
- Often ignored more by supervisors;
- Lower engagement which leads to higher absenteeism or turnover;
- Feeling invisible, over-looked, and undervalued;
- Experiencing increased feelings of anxiety and isolation;
- Feeling pressure to hide their true selves or face being ostracized, threatened, or discriminated against;
- Living with “only-ness” and lacking representation or others who understand their situation;
- Experiencing decreased creative energy and collaboration;
- Feeling dissimilar from others which causes exclusion from important networks that can impact job information and performance.
- One very common complaint of marginalized populations in the workplace is that they must do more to prove they are “as good” as employees who are part of the majority.
SOURCE: Kutch, Brenna Miaira, "Employee Engagement and Marginalized Populations" (2017). Public Administration Dissertations and Final Research Papers. 2.
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