Honestly, I think it's a net positive if someone soft enough to
be offended by a "microaggression" like a golf outing feels they need a more coddling environment. I don't want them on my team anyway. Let someone else deal with them. I like resilient, flexible, adaptable employees
That's not to say as a manager, I don't want my team to feel valued / wanted / included. We did a lot of team building type outings and I always tried to get broad input from my leadership team on the best activities to appeal to the broadest cross section of my team. We even did some informal employee surveys (I'm embarrassed to admit I was talked into allowing a "fun committee" to be established....but in my defense, when I took over, team morale was in the shitter). We never golfed as a team, but bowling was popular. Not everyone had to bowl. They could enjoy the beer, music and bonding with their co-workers. We also did a lot of team volunteering outings followed by a fun activity. Again, with input from my leadership team to make sure the activity was something that would appeal to the broadest group of employees on my team. I just don't view this as DEI issue I think we WAY overcomplicate things by trying to over engineer DEI. Even the term "micro aggression" makes me cringe and sounds like something someone trying to build job security in a DEI career for themself would come up with. I just hate it all and think it's counterproductive. It could just be that I was unlucky enough to work for 2 companies with useless HR departments.
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In response to this post by CMUHoo)
Posted: 03/21/2024 at 5:32PM