E77: Social Injustice, Agile Practices, and The Workplace

Author: Dave Cornelius, DM

We are living in a time of great societal change. Every aspect of everyday life is under scrutiny, from our consumer habits to the way we treat each other. As society becomes more diverse (and as more progressive generations like Gen Z approach adulthood), more people are embracing inclusivity and social justice – and nowhere is this more apparent than in the workplace.

Today’s young people aren’t just looking for steady pay and health insurance coverage; according to a survey from Glassdoor, nearly two-thirds of job seekers say that diversity is a key factor in the jobs they apply for and the offers they accept. This new generation of professionals wants to work in a diverse and inclusive environment, where everyone has an opportunity to contribute to the bottom line.

If workplaces want to stay relevant in today’s market, they need to invest in their corporate culture. The companies who support their employees, foster a collaborative atmosphere, and actively work to eliminate social injustices will be the companies who attract the best young job seekers – and ultimately, the companies who deliver the best work.

Luckily, it isn’t hard to create this thriving work environment. All you need to do is start using agile practices with your employees.

What is Social Injustice?

Before a business can mitigate the effects of social injustice, they must understand what those effects are – and how they might be (unintentionally) causing them. Social injustices vary from one industry to the next, from microaggressions and a lack of support from managers to a simple lack of diversity throughout the organization. Whatever they may be, these injustices are a common problem throughout many offices.

Perhaps your workplace only hires people of a certain identity – only white people or cisgender people, for example. This decision may be unintentional, but it is an example of social injustice. Even if a company does hire a diverse workforce, the environment can still be unjust towards minority groups. They may not feel that their work or their ideas are valued within the organization, and as a result may not feel comfortable contributing to projects.

If businesses want to thrive in today’s marketplace, they need to avoid social injustice as much as possible – after all, these injustices can have dire ramifications for your business.

How Injustice Affects the Workplace

Companies that have one-sided workforces (all white, all male, etc.) will likely have a limited perception of the world. This can limit the way a workforce views a problem, keeping them from true innovation that disrupts their industries.

Of course, there are many other ways that social injustice impacts a company. These include:

Damaging Workers’ Psychological Safety

The term “psychological safety” was first coined by Amy Edmondson in 1999. Her Harvard University paper, “Psychological Safety and Learning Behaviors in Work Teams,” posited that successful work teams must hold “[a] shared belief…that the team is safe for interpersonal risk taking.”

Companies plagued by social injustice can feel like unsafe environments for BIPOC, LGBTQ+ people, and other groups. These individuals may not feel like their ideas are valued (or even heard), which can put a strain on their mental health each day.

Stifling Contributions and Creativity

If a worker doesn’t feel psychologically safe among their co-workers, they are often less willing to share their ideas and collaborate with their team. This lack of contribution is doubly detrimental; it hurts the employee, causing her mental strife and a decreased sense of value within...