Equip yourself with the tools to handle microaggressions in the workplace whether you were the recipient, witness, or perpetrator. Hosts Monique Akanbi and Amber Clayton sat down with Eden-Reneé Hayes, CEO and Owner, Pluralism Solutions, at SHRM INCLUSION 2024 to dive into what microaggressions are, why it’s so important to combat them, and what HR professionals can do to minimize them.
Episode Guest
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Eden-Reneé Hayes
Eden-Reneé Hayes, Ph.D. (aka Dr. E) is a DEI strategist, educator, speaker, and executive coach. Dr E. is the CEO of Pluralism Solutions, a consulting firm that helps companies go from unconscious obstacles around DEI to realistic movement. She has partnered with companies and organizations on talent acquisition, retention, and inclusion efforts for over 15 years. An expert in the social psychological factors related to bias, and the intersecting identities of race, class, and gender identity and expression, she has presented papers on her research at a number of conferences including SHRM, The American Psychological Association, The International Convention of Psychological Science, and The Society for the Psychological Study of Social Issues. Her research has been published in various outlets including The Handbook for Feminist Diversity and Diversity Matters: The Color Shape and Tone of 21st Century Diversity. Dr. E’s passion for being Involved in the community includes mentoring with the Rights of Passage and Empowerment program and serving on the Board of Directors for several organizations focused on diversity and inclusion. She earned a B.A. in Psychology and Sociology from Wesleyan University, and a Masters and Ph.D. in Social Psychology from Tulane University after which she secured a National Science Foundation sponsored Postdoctoral Fellowship. Dr. Hayes was previously a tenured professor at Bard College at Simon’s Rock and Dean of Equity and Inclusion and later Director of The Davis Center, a multicultural center at Williams College.
Related Article
Microagressions — subtle yet cutting remarks that undermine employees' confidence — create a toxic work environment. Here's how HR and company leaders can work together to stop managers who commit microaggressions.
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