Editorial TeamRichard Nolan, Chief People Officer:
“When people ask: ‘what is marginalization,’ marginalization at work occurs when people from marginalized groups are systematically excluded from full participation in the workplace. This can take many forms, such as not having equal access to jobs, not having equal pay for equal work, or being treated differently than other employees in ways that limit their ability to succeed. When people from marginalized groups are marginalized at work, it not only hurts them financially and professionally but also causes them emotional pain and stress. This is because they are constantly forced to confront the fact that they do not belong in the workplace and are not valued equally. Marginalization can lead to decreased job opportunities, lower wages, and fewer chances for advancement. It can also create a hostile work environment where people feel unwelcome or unsafe. There are a few things that can be done to help prevent marginalization in the workplace. First, it’s important to be aware of the signs of marginalization and to speak up when you or someone else is marginalized. It’s also important to create an inclusive environment where everyone feels comfortable speaking up and sharing their ideas. And finally, it’s important to be mindful of your words and actions and to avoid making assumptions about people based on their race, gender, or ethnicity.”
Diell Behra, HR Director
“When people ask: ‘what is marginalization,’ marginalization at work is the process of intentionally or unintentionally excluding a particular group of people from opportunities at work. This can take many forms, such as not being given the same resources and opportunities as other employees, being excluded from decision-making processes, or receiving fewer promotions than others. Marginalization can be based on race, gender, age, religion, or sexuality. It can create an atmosphere of inequity and inequality in the workplace, leading to a lack of motivation and productivity among marginalized people. Companies who wish to avoid marginalization should strive for diversity and inclusion in their hiring practices, promote policies that provide equal access to opportunities for all employees regardless of background or identity, and encourage open dialogue about any instances of marginalization that may arise.”
Marginalization: Intentionally or unintentionally excluding a particular group of people.
Shirley Borg, Head of Human Resources
“When people ask: ‘what is marginalization,’ it’s crucial to look at your workplace as part of bigger societal structures. Various social and power structures have emerged throughout history, and no matter how fair we think we are, we still uphold them one way or another. Marginalization at work refers to the process of excluding or isolating a particular group of people from opportunities and resources, it can even become a problem during task assignment. Marginalization isn’t always some planned process. Unfortunately, it can happen just because we thoughtlessly replicate social norms and stereotypes. A way to fight against it is through training, workshops, and reading. Knowledge is the tool to get rid of internalized prejudice and bias, it’s why your whole team, and especially the HR team, should go through regular workshops where they can reassess their approach, and you can create a more inclusive and equitable work environment.”
Michelle Hague, HR Manager:
“As an HR Manager, it’s important that you understand what marginalization is and how it can impact your workplace. Marginalization occurs when employees are treated unfairly or excluded from opportunities because of their identity. This can be a very difficult issue to spot, but it’s important to be aware of the signs so that you can take steps to prevent it from happening in your organization. Marginalization often comes from subtle behaviors, such as speaking over certain employees or ignoring their ideas in meetings. It can also be more overt, like not hiring someone because of their race or gender. Whatever the case, marginalization is a serious issue that must be addressed and prevented at all costs. As an HR Manager, you can take steps to create a more inclusive environment for all employees. Make sure that everyone’s perspectives and opinions are valued and taken into consideration in meetings. Ask yourself if there is any power imbalance between different groups of people in your organization, and work to correct it if so. Additionally, it’s important to ensure everyone has the same access to opportunities, regardless of their identity or background.”
Marginalization at workplaces occurs when one employee or a group of employees get treated as invisible.
Michael Woods, Office Manager
“When people ask: ‘what is marginalization,’ marginalization at workplaces occurs when one employee or a group of employees get treated as invisible. They don’t get included in group activities or discussions. It can happen with intention, or sometimes people do it without even realizing it. The people behind marginalization are the larger group of people in a workplace. They think they have a higher position or power. And they can do anything. When HR leaders or managers overlook their actions, they don’t feel the need to rectify their attitude and behavior.”
Ben Lamarche, HR Manager
“When people ask: ‘what is marginalization,’ it is a form of prejudice in which a certain group consciously or unconsciously excludes a member that does not look, feel, or behave like them. The majority group has certain expectations of others, and they box these others into a tight corner, expecting them all to behave the same. Examples of acts of marginalization are failing to avail opportunities for career growth to a certain person or people, using derogatory terms against others, blocking promotions, looking down on someone’s qualifications, downplaying an individual’s ideas and contributions, and stereotyping others and expecting them to conform to your stereotypes. These behaviors can gravely impact a victim’s mental, psychological, physical, and financial well-being. Try resolving the issue by letting your manager know about feeling left out. A good manager will ensure that everyone on the team is treated equally and has equal access to opportunities and resources. If nothing improves, you should consider moving to a new workplace that values equity and respects individual differences.”