During workshops, presentations, and keynotes, Brian shares the benefits of The L.E.A.R.N.E.R.S. Approach.
The L.E.A.R.N.E.R.S. Approach encourages employers and employees—including managers—to work together in order to rid the workplace of microaggressions and discrimination. The L.E.A.R.N.E.R.S. Approach seeks to instill accountability, heighten awareness, and reward collaboration in order to better address workplace microaggressions and discrimination. As committed L.E.A.R.N.E.R.S., we can rid workplaces of microaggressions and other forms of discrimination.
Racial and cultural insensitivities persist in today’s workplace. Microaggressions infect the workplace and create potential employer liability, generate unnecessary costs and liabilities, and sap profits. They also undermine employee commitment, loyalty, and productivity. Yet many employers are baffled about how to minimize the costs caused by microaggressions and discrimination. What should employers do? The L.E.A.R.N.E.R.S. Approach to microaggressions will help employers identify this workplace behavior, address its legal consequences, and prevent such behavior from ripening into costly expenses.
WHAT DOES THIS ACRONYM MEAN?
Learn the rules and laws that govern microaggressions and other forms of discrimination.
Educate all employees about the hazards of microaggressions.
Assist managers and supervisors with acquiring the skills necessary to detect and combat microaggressions.
Respond in a timely manner to a complaint of microaggression.
Never retaliate against an employee for exercising his or her legal right to file a claim.
Encourage mutual respect for all employees and employee groups.
Reinforce company policies and practices that require zero tolerance for microaggressions and discrimination.
Sustain success by following the previous seven strategies and establishing proactive and preventative strategies.