Address Prejudice with an “It” statement

How is prejudice different? Unlike bias, prejudice is a conscious belief, usually incorporating an unfair and inaccurate stereotype. Examples include: People of one race are inferior or superior. One gender tends to be better or worse leaders. People of a given generation are slower or faster on the uptake, wiser or more foolish. 

When it comes to confronting prejudice, holding up a mirror tends not to work. People don’t change their prejudices simply because someone points them out. It’s useful instead to draw a clear boundary: While a person can believe whatever they want, they cannot impose their beliefs on others. 

Prejudice: Meaning It 

Respond with an “it” statement.

“It” statements help develop this boundary by appealing to the law, an HR policy, or to common sense. For example, “it is against the law/an HR violation/ridiculous to refuse to hire the most qualified candidate because of their hairstyle” – or any other identity attribute.

Leaders need to create a space for conversation so that the team understands where the boundary is between one person’s freedom to believe what they want, but not to impose those beliefs on others. Leaders are responsible for setting and communicating clear expectations about the boundaries of acceptable behavior at work.

To get some perspective on prejudice and how to address it, Wesley Faulkner and I discuss this passage with our guest Omar Gallaga. You can listen wherever you get your podcasts, or here: https://www.justworktogether.com/podcast-season-2