TOPICS

Implicit bias is a pervasive issue that affects how we perceive and interact with others, often without our conscious awareness. These biases manifest in the form of preferences or prejudices based on i.e. race, body shape, sexual orientation, religion. They are deeply rooted in societal norms and historical contexts, leading us to treat people differently despite our intentions to be fair. Examples of unconscious bias can be to not consider someone for a promotion based on their race or not hiring a fat fitness trainer, because it is presumed, that they are not the “right fit” for the job. Addressing implicit bias requires deliberate effort and commitment. The first step is to increase awareness through training and education in order to then develop anti-bias strategies for the whole company.

Racism, though often perceived as a relic of the past, continues to manifest in contemporary society and subsequently in companies, too, frequently in subtle forms while being unaware. As long as organizations do not know about these modern expressions of racism  and how to implement anti-racist structures, it will continue to impact the company negatively. Unfortunately this does not only happen in organizations, that exclude specific people on purpose. It also happens in companies, that have set the goal to treat everyone equally due to racism’s subtle and covert nature. This can have far-reaching implications, including fostering a toxic work environment, contributing to high employee turnover, and ultimately affecting the company's bottom line.

In anti-racism workshops and organizational development we learn about the effects of this oppressive system on companies and what role we play in it as professionals. These sessions equip professionals with the knowledge to recognize and combat today's nuanced forms of racism and provide strategies to enhance racial representation and inclusivity.

A lot of times it is assumed, that there are only two genders: male and female (also known as the gender binary). While these two genders are assigned at birth due to their sex, it is important to highlight, that sometimes gender is coercively assigned as there is another sex: intersex. Intersex people, are born with a variety of differences in their sex traits and reproductive anatomy.Gender is based on one’s internal sense or concept of self. Expamles include transgender, non-binary, and agender people, whose identities may not align with their assigned sex at birth. In addition, sexual orientation has to be considered as the a dimension of identity next to sex and gender. There are different sexual orientations i.e. gay, bisexual, pansexual. Queer is an umbrella term for all those, whose gender, sexuality and/or sex is different from societal norm, for instance someone who is not heterosexual or have a different gender than assigned at birth.

 Representation of different genders and sexualities in companies is indeed improving, but the journey towards eradicating discrimination, true equity and creating a sense of belonging within organizations is ongoing. Creating an inclusive workplace necessitates a commitment to educating teams to become more aware of unconscious discrimination and implementing practices that respect and celebrate different identities.

Beauty standards, often perceived as absolute dichotomies with the categoories “pretty” and “ugly”, shape our perceptions and interactions in profound ways. These standards are deeply rooted in societal norms, valuing traits like, for instance, slimness or smooth skin while marginalizing those who deviate from these ideals. Such judgments occur almost instantaneously and subconsciously, perpetuating prejudice against individuals with i.e. fat bodies (preferred term by community), hyperpigmentation, or prominent scars. My area of expertise is in anti-fatness/fat phobia. Fat people often experience prejudice the assumption of laziness, incompetence or that lived experiences are not “that bad”. The impact is far-reaching, contributing to toxic work environments, lack of representation as well as affecting the company’s profit. To combat these issues, body politics workshops are essential in raising awareness about anti-fatness and promoting positive interactions. Advanced sessions focus on developing long-term structures for body inclusivity, fostering environments where diverse body shapes are celebrated and all individuals feel valued. This will ultimately contribute to the company’s overall success.