What is othering?

Othering refers to the phenomenon in which groups or individuals are labeled or “othered” from those who fall within socially normalized traits. Instead of recognizing someone’s innate individuality, the process of othering groups individuals based on socially constructed attributes such as gender, race or age. This may result in a social hierarchy and exclusion within the workplace or elsewhere.

Othering can create a non-belonging “us vs. them” organizational culture where people make harmful assumptions regarding the beliefs, values and intelligence of those who appear different. In many cases, feeling othered can have a significant negative on workplace interactions and behaviors. It can causeothered employees to feel psychologically unsafe and scrutinized and to be less likely to speak up and take innovative or creative risks.

Types of othering

Although comparisons between individuals are a natural behavior that helps people interpret the world around them, problematic othering in the workplace generally refers to circumstances in which a privileged or overly empowered group divides people into categories of either normal or different.

In these circumstances, individuals or groups might be othered based on attributes such as:

• Ethnicity or race
• Gender
• Sexual preference
• Language
• Nationality
• Political affiliation
• Religion
• Socioeconomic status
• Disability
• Age
• Education
• Occupation

What causes othering?

Quick solutions for diversity might often group different communities together, which may actually separate them from the main group. As a result, this can hide the unique qualities of these communities rather than celebrate them. Not only can this result in individuals feeling left out, it can also hide their individual talents. Othering can also result from a myriad of other causes, including:

• Out-group bias
• Social identification
• Lack of education
• Social influence

Related: Tokenism vs Inclusion: How to Promote Workplace Diversity

Signs of othered groups and individuals in the workplace

Discrimination and prejudice still exist in many contexts, but it can often be subtle. Microaggressions, for example, are subtle behaviors that generally target marginalized or represented groups and can reinforce othering in the workplace. Even when inflicted unconsciously, these microaggressions can function as a barrier to actual workplace diversity, equity and inclusion.

Some signs of othering in the workplace could include:

• Avoiding interactions: People may generally be less likely to interact with those they perceive as different, which manifests as avoided interactions, negative relationships and segregated social groups at work.
• Distrust: Employees may feel less trusting toward those seen as different, regardless of their qualifications or overall character.
• Generalized statements: Broad statements that blanket and other groups under negative or stereotyping statements can be harmful.
• Attributing negative qualities: Members of the main group may impose negative traits on other groups without evidence and elevate their own position in a workplace social hierarchy.

Related: Making Diversity and Inclusion Part of Your DNA

Steps to help combat othering and promote belonging

When it comes to combating otherness in the workplace and promoting belonging in meaningful and impactful ways, empathy is the key common factor in your diversity, equity and inclusion strategies. Consider the following tips and strategies for addressing othering in the workplace to help improve safety, opportunity and inclusion for all employees.

Focus on the importance of diversity and inclusion

When developing and implementing diversity, equity and inclusion strategies, you might avoid quick-fix solutions by focusing on meaningful representation that’s often bigger than just your business.

Promoting real diversity can benefit your company through increased productivity and a more positive culture. It also helps to create a safe and welcoming space with equal opportunities for all staff. This allows all employees to showcase their unique talents while also pursuing their ambitions.

Related: 5 Advantages of Diversity in the Workplace

Recognize individuality

It’s important to recognize the experiences, discrimination and disadvantages of marginalized groups, but it’s crucial to view people as unique individuals with their own stories. Remember and recognize that no experience is universal and that your employees and job candidates are shaped by many factors outside of their most obvious traits or characteristics.

Be cognizant of language

Language and discourse can have a significant impact on how your employees are othered or included. Consider, for example, how language such as “male nurse” or “female CEO” influences ideas of otherness. Even though these traits don’t have any effect on a person’s qualifications, highlighting them reinforcesotherness in roles where these demographics are often underrepresented. Be mindful of the language that’s normalized within your business to focus on unique qualities that provide a more holistic understanding of each person rather than assumed groups.

Challenge personal beliefs and biases

Even if you have the best intentions, it’s possible to have socially conditioned and unconscious beliefs and biases that accidentally reinforceotherness. To address your unconscious biases and how your behaviors might be marginalizing others, evaluate your relationships and interactions and consider how normalized behaviors may actually be harmful.

Recognize intersectionality

People may identify with various groups based on social factors such as gender, race, religion and more, and these identities often intersect to shape unique and multidimensional experiences. For instance, two people of the same ethnicbackground may identify with different religions, sexual orientations or other characteristics. It’s important to recognize these intersections to better understand nuance in individual experiences.

Reinforce self-care and psychological safety

Feeling othered can be a difficult experience that causes people to feel unsafe, uncomfortable and unseen. When promoting inclusiveness and confronting othering behavior, be aware of how your efforts may affect those whom you’re trying to support. Consider, for example, how certain othered traits like disability or religion may sometimes go unseen because they aren’t outwardly visible or obvious.

A lack of diversity may prevent team members from speaking up about hurtful behavior. Whether it’s because they are afraid of retaliation or simply believe they would not be understood, you might consider how individuals need support to avoid feeling singled out.

Related: How to Help Non-Binary Job Seekers Feel Included, Not ‘Othered’

FAQs about othering in the workplace

What is the ingroup and outgroup effect?

In sociology, the ingroup and outgroup effect refers to social organization where ingroup members possess socially desirable and acceptable characteristics and outgroup members do not. Outgroup members are seen as a homogenous group rather than as individual identities, leading to an othering effect.

What types of workplace initiatives can help address othering?

To educate and empower your employees, consider initiatives and policies such as:

• Employee resource groups (ERGs)
• Ongoing diversity and inclusion training
• Equitable hiring initiatives
• Flexible work and schedule policies
• Mental health resources