Diversity, equity, and inclusion (DEI) can feel like a big, overwhelming concept - policies, training sessions, and endless meetings about “culture change.” But here’s the thing: the real game-changers aren’t always the big moves. They’re the tiny, everyday actions that might not often get acknowledged or recognised.
These small gestures, known as micro-actions, hold incredible power to shape an inclusive workplace. Think of them as the tiny gears in the massive machine of culture change - they might be small, but they keep everything running.
In this piece, we explain why micro-actions matter and, more importantly, how you can use them to make a real difference.
What Are Micro-Actions?
At their core, micro-actions are those seemingly minor things we do (or don’t do) that make people feel included - or excluded.
It’s the difference between saying, “Can you explain what you mean?” and dismissing someone’s idea in a meeting.
It’s introducing someone with their correct pronouns versus guessing or avoiding them altogether.
It’s pausing to ask, “Who hasn’t spoken yet?” instead of letting the loudest voices dominate.
Science backs this up. These small acts tap into our brain’s natural craving for social connection. When someone acknowledges us - our ideas, identities, or contributions - it triggers dopamine, the “feel-good” chemical. Over time, these small, positive interactions build a sense of trust, respect, and belonging.
Why Micro-Actions Matter More Than You Think
DEI isn’t just about big policies; it’s about how people feel every single day at work.
They create trust. Micro-actions tell people, “I see you. You matter.”
They reinforce culture. A thousand tiny acts of inclusion add up to a workplace where diversity is celebrated, not just tolerated.
They prevent harm. On the flip side, when micro-actions are negative (like ignoring someone’s input or making an offhanded, biased comment), they become microaggressions that chip away at trust and well-being, creating a toxic environment.
Research shows that these small, daily behaviours are what really drive engagement and satisfaction - not just flashy DEI statements from leadership.
What Happens When Micro-Actions Go Wrong
Ignoring micro-actions might seem harmless, but over time, small slights become big problems. Think about it:
Passing over someone’s input in meetings might seem like no big deal, but it can erode their confidence.
Regularly mispronouncing someone’s name sends the message that their identity isn’t worth your effort.
Not addressing a biased remark creates a culture where discrimination is normalised.
No one wants to work in a place like that, and your best talent won’t stick around if they don’t feel valued.
4 Ways to Turn Micro-Actions Into DEI Superpowers
Model Inclusive Behaviour
Your team is taking notes - even when you don’t realise it. Want inclusion to stick? Start small but make it meaningful.
Swap your usual “Any questions?” at the end of a meeting for “Whose voice haven’t we heard yet?” It invites input without putting people on the spot.
Use Slack or Teams to celebrate a team member’s unique approach.
Rotate meeting chairs or discussion leads to give everyone a chance to shine, not just the extroverts.
2. Practice Active Listening
True listening isn’t just about staying quiet; it’s about being curious.
When someone shares an idea, instead of saying, “Good point,” try, “What would this look like if we implemented it?” This shows you're really considering their input.
Set a timer during team discussions to make sure quieter voices get equal airtime. (Introverts will thank you!)
After a tough conversation, send a follow-up like, “I’ve been reflecting on what you said, and it really resonated". Let’s keep the dialogue going.
3. Call Out Bias (Kindly)
Addressing bias doesn’t have to feel confrontational - there are ways to keep it constructive.
Heard a questionable comment in a meeting? Say, “Hmm, that’s an interesting perspective. Have you considered how it might land with others?” It opens the door to reflection without putting anyone on the defensive.
Run team brainstorms where names and backgrounds are anonymised. It removes bias and lets ideas stand on their own merit.
Start meetings by asking yourself and others “How might our perspectives influence the way we’re approaching this decision?” Addressing the elephant in the room early can reduce tension around the topic later.
4. Celebrate the Small Wins
Inclusion thrives when people feel their efforts are noticed.
Shout out a team member who nailed a presentation by tying it back to their unique strengths.
Turn coffee breaks into opportunities to connect beyond work.
Give credit to those who share ideas on how to improve the team culture.
The Ripple Effect of Micro-Actions
Here’s the magic of micro-actions: they’re contagious.
When one person starts consistently practicing inclusion, others notice - and follow suit. Over time, these tiny shifts create a culture where diversity isn’t just a buzzword; it’s a lived reality.
Ready to Make a Change?
Don’t wait for the next big initiative to start transforming your workplace culture. Begin with the small stuff: the things you say, the way you listen, and the moments where you choose inclusion over indifference.
Because in the end, it’s the little things that make the biggest difference.
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