Maintaining your cool an composure at work while you have a million thoughts on it is always hard. Situations may arise that challenge your overall composure and they could derail you. For example insensitive bosses, frustrating colleagues, and loud disturbances are while you are trying to focus on something. When these things happen in a public setting it is easier to ignore them. However, in a controlled setting, these triggers can be hard to ignore. 

So how do you build an inclusive workspace when you are surrounded by what you perceive as a trigger ?

What are Triggers?

A trigger is an external stimulus that prompts a specific reaction or behavior, often associated with past experiences or trauma. For example, certain smells, sounds, or situations may act as triggers for individuals with post-traumatic stress disorder (PTSD).

Building and sustaining an inclusive workspace requires a nuanced understanding of triggers, particularly those related to diversity, equity, and inclusion (DEI). Triggers in this context can be events, behaviors, or practices that evoke discomfort, stress, or feelings of exclusion for individuals based on their identities. Here’s how you can understand and address triggers to foster inclusivity:

Understanding Cultural Sensitivities:

Educate the workforce about diverse cultures, backgrounds, and experiences to develop cultural competence. This understanding helps identify potential triggers associated with cultural insensitivity or lack of awareness.

Language and Terminology:

Be mindful of language and terminology to avoid triggering negative reactions. Ensure that communication is inclusive and respectful of diverse identities, including gender, race, ethnicity, sexual orientation, and disabilities.

Visual and Symbolic Representations:

Foster an inclusive environment by ensuring diverse representation in visual and symbolic elements, such as images, office decor, and leadership roles. Lack of representation can be a trigger for feelings of exclusion.

Flexible Policies:

Create flexible and inclusive policies that accommodate diverse needs. For example, consider flexible work hours, inclusive restroom facilities, and accessible spaces for employees with disabilities.

Fair Hiring and Promotion Practices:

Ensure that hiring and promotion practices are fair and unbiased. Lack of diversity in leadership positions or disparities in opportunities can trigger feelings of inequity.

Support Networks:

Establish and promote Employee Resource Groups (ERGs) that provide support and networking opportunities for employees with shared identities. These groups can help mitigate feelings of isolation and exclusion.

Effective Conflict Resolution Processes:

Implement effective conflict resolution processes that address issues promptly and fairly. Misunderstandings or conflicts related to diversity can become triggers if not addressed promptly and appropriately.

Regular Feedback Mechanisms:

Create mechanisms for employees to provide feedback on the inclusivity of the workplace. Regularly assess the impact of policies and initiatives and be open to making continuous improvements.

Visible Commitment:

Demonstrate visible commitment to diversity, equity, and inclusion from leadership. When leaders prioritize and actively participate in inclusive practices, it sets a tone for the entire organization.

Mental Health Resources:

Offer counseling and support services to employees who may experience triggers that affect their mental well-being. Providing resources for mental health support contributes to a more inclusive workplace.

Understanding and addressing triggers in the context of an inclusive workspace requires ongoing commitment, education, and proactive measures. It involves creating an environment where individuals feel respected, valued, and heard, regardless of their backgrounds or identities.