Micro Behaviours

What are micro behaviours?

Micro behaviours are small, specific actions or reactions that contribute to larger, more complex behaviors. These subtle actions, such as facial expressions, body language, or tone of voice, can reveal a lot about a person’s thoughts, feelings, and intentions.

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In psychology and sociology, micro behaviours are studied to better understand and predict human behavior. In the workplace, these behaviors can significantly impact employee engagement, workplace inclusion, and overall company culture. For example, consistent eye contact or positive body language can promote a more inclusive work environment, while negative micro behaviours can lead to feelings of exclusion or bias.

Micro behaviours are closely related to implicit bias. These unconscious actions can unintentionally affect how people interact with different races, genders, or sexual orientations. Addressing these through unconscious bias training can help promote equal opportunities and improve the hiring process.

Research shows that understanding and addressing micro behaviours can lead to a more inclusive and productive workplace in the long term. By being aware of these subtle actions, organizations can create a more positive work environment where team members feel valued and included, ultimately attracting and retaining diverse talent.

What are the effects of micro behaviours on workplace inclusion?

Micro behaviours can significantly impact workplace inclusion, influencing how team members interact and feel within the work environment. These subtle actions, whether positive or negative, shape the overall company culture and the inclusiveness of the workplace.

Positive micro behaviours—like active listening, maintaining eye contact, and showing empathy—help create a supportive atmosphere where everyone feels valued. These actions promote employee engagement and promote a sense of belonging among diverse talent, regardless of their races, gender, or sexual orientations.

On the other hand, negative micro behaviours can have negative effects on inclusion. Actions like ignoring colleagues, using condescending language, or making assumptions based on implicit bias can create divisions and make certain groups of people feel excluded. This can lead to a toxic work environment, reducing employee engagement and hindering problem-solving within teams.

Research shows that unconscious biases often drive these complex behaviors. Therefore, unconscious bias training is essential for creating a more inclusive workplace. Addressing these subtle behaviors can improve equal opportunities and create a more inclusive workplace in the long term.

What is the source of unconscious bias?

Unconscious bias, also known as implicit bias, refers to the automatic, unconscious stereotypes we hold about certain groups of people. These biases form from our experiences, cultural beliefs, and social norms. They can shape our thoughts, feelings, and behaviors without us even realizing it.

Unconscious bias often stems from exposure to media, cultural messages, personal experiences, and social conditioning. Because these biases operate outside our conscious awareness, they can be difficult to identify and change. Yet, they can significantly impact our interactions and decision-making, especially in the workplace.

For example, research shows that unconscious biases can affect the hiring process, influencing who gets hired and how diverse talent is valued. These biases can also impact performance reviews, employee engagement, and overall workplace inclusion. In day-to-day interactions, micro behaviours like eye contact, tone of voice, and specific behaviors can reveal these hidden biases, subtly affecting how team members feel and perform.

To address these challenges, many organizations are implementing unconscious bias training to promote equal opportunities and create a more inclusive company culture. By recognizing and addressing these biases, we can promote a more positive work environment that encourages problem-solving and innovation across all races, genders, and sexual orientations.

Examples of micro behaviours

Micro behaviours are subtle, often unconscious actions that can influence workplace dynamics. Though small, these behaviors can add up and have a significant impact on team members and the overall company culture. Here are some examples:

1. Interrupting others: Frequently interrupting colleagues during meetings can signal that their input is less valued. This can lower employee engagement and confidence.
2. Avoiding eye contact: Not making eye contact with certain team members during discussions can suggest disinterest or discomfort. This can negatively impact the work environment and make people feel excluded.
3. Tone of voice: A dismissive, condescending, or overly authoritative tone can undermine workplace inclusion. It can make employees feel undervalued or disrespected.
4. Body language: Non-verbal cues like crossing arms, sighing, or turning away can communicate disapproval or disengagement. This impacts how safe and respected employees feel.
5. Selective attention: Focusing more on the ideas or contributions of certain individuals while ignoring others can create a sense of favoritism or bias, especially in performance reviews.
6. Assumptions in problem solving: Assuming some people are more capable of handling certain tasks based on gender, race, or background reinforces unconscious bias. It can limit opportunities for diverse talent.
7. Delayed responses: Taking longer to respond to emails or messages from certain colleagues can suggest their concerns are less important. This affects their sense of value within the team.
8. Praising only specific behaviors: Consistently recognizing the same individuals or types of work can discourage others. It can make them feel their contributions are not acknowledged.

While micro behaviours may seem minor, they collectively shape the work environment. Over time, they can have a significant impact on employee engagement and morale. Identifying and addressing these behaviors is crucial to creating a more inclusive and supportive workplace where all team members feel valued and respected.