The Foreign Service Journal, July-August 2021

THE FOREIGN SERVICE JOURNAL | JULY-AUGUST 2021 43 As a first step, we need to make the “invisible” visible. As part of our diversity and inclusion training at FSI and in the field, we need to define and explain microaggressions, so that perpetrators, victims and bystanders can all recognize them when they happen. All too often, perpetrators, not believing that they themselves harbor racist or homophobic views, carry out microaggressions without realizing the damage they are doing. Unfortunately, they largely do this with impunity. As leaders, we need to become more self-aware and be prepared to challenge our own thoughts and perceptions before passing judgment on colleagues. Second, we need to encourage and empower victims and bystanders to speak up and speak out. Simply having the cour- age to speak up and call someone out directly can put a quick end to offensive behavior. Third, we can support our employees by offering them access to professional coaching and counseling resources. The former can help employees crystalize their thoughts and come Simply having the courage to speak up and call someone out directly can put a quick end to offensive behavior. up with an engagement plan, while the latter can help them deal with the cognitive and emotional stress microaggressions cause, to protect their physical and psychological health. Finally, in the fight against microaggression, allies play a vital role by calling perpetrators out when they witness them and letting the perpetrators know that this behavior hurts the Foreign Service. Working together, we can root out this scourge and create a climate in which diversity can thrive. n