One of the most powerful lessons I’ve learnt in my decades of work in diversity and inclusion is this: every workplace has in-groups and out-groups.
When you’re part of the dominant in-group, you’re more likely to have access to information, opportunities, and subtle encouragement that help you thrive. When you’re not, you often miss out on these invisible boosts.
As Professor Binna Kandola, an organisational psychologist who has written extensively on this topic, explains:
“There is nothing overtly offensive or discriminatory in the leader’s behaviour towards the in-group and the out-group. Instead, it’s the subtle behaviours, the nuances, the small gestures of encouragement for some and the absence of them for others that are more common and most telling.”
And a rule of thumb to remember:
“If anybody ever says there are no in-groups and out-groups where they work, they are in the in-group.”
In male-dominated organisations, we see these subtle behaviours play out all the time. They show up in everyday banter, sports talk that excludes, being talked over in meetings, or not even being acknowledged when you enter a room.
The result? Many women feel less confident to share ideas or raise concerns – exactly the opposite of a psychologically safe culture. And we know psychological safety is vital for team performance.
But here’s the thing: these dynamics are often invisible to people inside the dominant group.
So if you lead a team, here are four questions to consider:
- Am I genuinely encouraging everyone’s ideas, questions and concerns?
- Could I be unintentionally giving more subtle encouragement to some but not others?
- How can I actively validate the contributions of people who are under-represented or more likely to experience microaggressions? For example, acknowledge a thoughtful idea from someone who usually speaks less, or call out a team member’s courage in sharing a different view. Small micro-validations build confidence and invite more participation.
- Could I conduct ‘stay interviews’? These are the opposite of exit interviews. They help you check in early and understand what keeps people engaged and feeling included – or what support they may be missing.
Looking for more tips to lead diverse teams effectively? Diversity Partners’ Inclusion in Action workshop is a highly regarded education program for leaders and team members – whether they’re ambivalent or ambitious about diversity and inclusion efforts. We facilitate workshops in person and online – in Australia and globally.
Please connect with us if you’d like to chat with us.
