At Digital Science, we are committed to a workplace where everyone feels respected, valued, and empowered. This guide offers practical approaches for navigating and addressing exclusionary behaviours – nuanced, subtle behaviours that may not be discriminatory in intent but can result in a person feeling excluded, stereotyped, othered, or like they don't belong.

In this page, we specifically focus on addressing microaggressions and minimisation to foster an even more inclusive and respectful environment. We encourage open dialogue and continuous learning to expand the circle of inclusion without alienating anyone for unintentional missteps.

Understanding Exclusionary Behaviours

Microaggressions are subtle, often indirect comments, questions, actions, or body language that can unintentionally make individuals feel alienated or excluded. While intent may not be harmful, the impact can be significant, leading to feelings of being undervalued or not belonging.

  • Examples: Commenting on language proficiency, making assumptions based on background, remarks about appearance tied to gender identity or disability, or unwanted physical contact (e.g., touching hair).

Minimisation occurs when someone dismisses or downplays another person's experiences of inequality or discrimination, or questions their impact. This can create an unwelcoming atmosphere and discourage individuals from raising concerns. This behaviour is sometimes known as gaslighting, a form of psychological manipulation where a person makes someone question their own sanity, perception, or memories.

Fostering Open Dialogue: Our Approach

Our philosophy is rooted in open dialogue and empathy. The goal is to address the impact, facilitate understanding, and prevent recurrence, rather than assigning blame.

If You Experience or Witness Exclusionary Behaviour: Speak Up

We encourage you to voice your discomfort. Choose the approach that feels safest and most comfortable for you.

Direct, Respectful Conversation (Informal): If comfortable, speak directly to the individual. Focus on the impact, not their intent.

  • Ask for Clarification to Prompt Introspection: Sometimes, simply asking for more information can prompt the other person to reflect on what they said.

    • Consider phrasing like: "I may have misunderstood – can you explain what you mean by that?" or "Could you explain what you meant when you said [specific comment]?"

  • Focus on Impact, Not Intent: It's helpful to distinguish between the person's intent and the actual impact of their words or actions. Your focus should be on how it made you feel.

    • Consider phrasing like: "When you said/did [specific comment/action], I felt [impact - e.g., excluded, uncomfortable, undervalued] because [reason]."

    • "I'm not sure if you intended this, but that comment came across as [dismissive, stereotypical, etc], and it made me feel [impact]."

    • "I wanted to share that when [specific comment/action] happened, it made me feel [impact: unheard, uncomfortable, stereotyped, etc] because [brief explanation]."

  • Use "I" Statements: Framing your feedback with "I" statements keeps the conversation focused on your experience and feelings, rather than attributing malice or attacking the other person's character, which can lead to defensiveness.

    • "I noticed [specific comment/action]. In the future, could we try to phrase it differently/avoid that comment/action, as it can be perceived as [insensitive, derogatory, etc]?"

  • Be Prepared: The other person might become upset or defensive. If this happens, it's okay to suggest taking a break, reflecting, and rearranging another time to talk. 

  • Know When to Withdraw: It's okay to choose not to respond every time, especially if it's emotionally draining or a frequent occurrence.

If You Witness Exclusionary Behaviour in a Group Setting:

As a witness, your response can significantly impact the situation. It's crucial to centre the feelings and potential comfort of the person targeted, as they may not want the situation escalated in that moment.

  • Prioritize the Targeted Person's Experience: Check in privately with the person after the incident to understand how they are feeling and if they would like you to take action.

  • Use Subtle Intervention (Disrupt or Redirect): If a public call-out feels inappropriate, you can:

    • Ask a clarifying question: "What did you mean by that?"

    • Change the subject.

    • Signal disapproval non-verbally (e.g., a frown).

    • Offer a supportive comment to the targeted person.

  • Decide When to Directly Intervene (Publicly): Carefully consider power dynamics and the targeted individual's comfort. If you choose to intervene in the moment:

    • Keep it brief and factual: "That comment about [group] is inappropriate here."

    • Reaffirm our values: "At Digital Science, we value [respect/inclusion], and that comment doesn't align with that."

Seeking Indirect Support:

  • Trusted Colleagues or Leaders: Share your experience with your manager, their manager, or a trusted colleague for advice or discreet intervention.

  • People Services: Contact our People Services team for confidential advice and support.

  • Confidential Whistleblowing: Use Safecall (0800 9151571 or [email protected]) to report any form of harassment, bullying, or victimisation.

Formal Resolution: For serious incidents, repetitive harmful behaviour, or if informal approaches are not effective, raise the matter formally under the Global Grievance Policy.

If You Are Told Your Actions Had a Negative Impact: Listen and Learn

Approach the conversation with an open mind and a commitment to learning.

  • Practice Empathetic Listening: Focus on truly hearing their perspective.

  • Resist Defensiveness: Understand that your intention doesn't negate the impact. Avoid saying, "I didn't mean it like that."

  • Acknowledge the Impact: Recognise the reality of their feelings.

  • Seek Understanding: Ask clarifying questions respectfully: "Can you help me understand how my comment made you feel?"

  • Offer a Sincere Apology: Focus on the impact: "I'm sorry that my words made you feel [impact]. I appreciate you bringing it to my attention."

  • Commit to Future Growth: Demonstrate your commitment by adapting your behaviour.

Final Thoughts

Building a truly inclusive workplace is a continuous, collective effort. By understanding these behaviours and engaging in open dialogue, empathetic listening, and continuous learning, we can collectively build an even more inclusive environment where everyone at Digital Science can thrive. Your participation is vital to our shared success.