Why is Everyone So Angry? How to Respond to Bias Rage

Why is Everyone So Angry? How to Respond to Bias Rage 

Understanding the Current Protests: As I have written before, we all need to realize the unconscious roots of our own and others’ biases, be they racial, gender, sexual orientation or any other stereotype based on protected characteristics. Yet many are left wondering: why have the current issues erupted into fury?

Latinxs Protests Join the Mix: In addition to the recent Black Lives Matter protests, the killing of Army Specialist Vanessa Guillen has led to many Latinx and their allies forming their own protests.

Understanding the Current Anger: A well-meaning and sincere white male friend asked me this week: “I don’t want to sound racist, but why do all these protestors have to be so angry?”

Of course, I don’t pretend to know the reason behind everyone’s individual rage, but as we have worked on diversity, inclusion and bias issues for many years, we always emphasize the concept of cumulative impact. Anyone who experiences racial bias or discrimination has most likely been the target of racist actions or attitudes many times before. They have probably also seen their families and friends of similar racial or ethnic backgrounds experience the same problems. At some point, everyone has their limits where they say: “enough is enough.”

Old Wounds: The current events are triggering old wounds for many members of the affected groups. As my friend said after I explained cumulative impact: “Oh, you mean the straw that broke the camel’s back.”

Indeed, whatever outburst you see from someone most likely falls into poking an old wound. Understandably, they may erupt in a way that seems — to unaffected observers – to be an overreaction.

What Should You Do?

Educate Yourself and Your Staff: Make sure that you educate yourself and your staff about the roots and affects of bias and discrimination in the workplace.

Seek First to Understand: If someone who is normally quiet and calm in your workplace starts to erupt over events in the news or what you believe are small slights in your workplace, try to ask them in an open-ended and respectful way about their experience and needs. Don’t assume that you know what is going on but provide appropriate opportunities for them to clarify how they feel. Realize that their experience may be very different from your own: don’t judge their reactions by your standards or expectations.

Provide a Complaint Friendly Environment: If you are a leader, make sure that your processes and procedures encourage your staff to come forward with all their challenges, but especially those they believe relate to bias and discrimination. Unless you are an expert in these areas, be neutral if someone comes to you and seek advice from your own HR experts or attorneys before you respond.

What Do You Think?

What do you think? What is your theory about the current anger in our culture? Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com