What Does Marginalized Mean and Why Does it Matter?
When thinking of the word margin one might consider the margins of a piece of paper. Therefore, when thinking of the verb marginalize, one might consider how it describes the action of pushing away from the center, towards the outside.
The word marginalize has come a long way from its original definition. Today, marginalize refers to the act of treating a person or group as though they are insignificant by isolating and/or disempowering them.
The term marginalized describes the person or group that is being treated insignificantly, pushed to the margins of society and rendered powerless.
What is a Marginalized Group?
Marginalized groups include women, people with disabilities, people of color, LGBTQ+ folks, Indigenous peoples, people of a lower socio-economic status and so on.
These groups have been historically disempowered and oppressed by influential and discriminatory groups.
This table shows an example of marginalized groups, from the perspective of USA, Canada and other countries.
The Causes of Marginalization
Marginalization is the result of discrimination.
Discrimination exists in many forms, such as racism, sexism, ableism, ageism, homophobia and xenophobia. There are also more subtle forms of discrimination like microaggressions and stereotypes.
Whether or not the discrimination is overt or covert, it marginalizes others and that is unacceptable.
Marginalization in the Workplace
In the workplace, the person or group that perpetuates marginalization is likely one that is influential and holds power.
They may have little or no connection to marginalized groups.
The person or group that is marginalized are likely disempowered and lack the necessary influence to contest their marginalization.
At work, marginalization can come in the form of:
Assumptions based on stereotypes
Unequal access to necessary resources on the basis of identity
Racist speech and actions
Purposefully isolating a person or group
Singling a person or group out on the basis of identity
Microaggressions
Gaslighting
Taking credit for someone else’s idea or work
Data on Marginalized Groups
Between 11%-28% of lesbian, gay and bisexual employees lost a promotion due to their sexual orientation (Center for American Progress)
27% of transgender employees were fired, not hired or denied a promotion (Center for American Progress)
About 42% of American women reported discrimination at work due to their gender (Pew Research Center)
American women were nearly three times more likely than their male counterparts to experience sexual harassment at work (Pew Research Center)
Over 80,000 workplace discrimination charges are filed annually in the United States (NCBI)
In the United States, 42% of employees have experienced or witnessed racism at work (Glassdoor)
The Impact of Marginalization on Mental Health
Marginalization at work has serious consequences for mental, physical and emotional health. Workplace social settings and activities become a source of anxiety, leading to more feelings of isolation.
Feelings of not being valued or respected are common outcomes for those in marginalized groups. It impacts the trust between leaders and colleagues, and even quality of work.
The last thing you want is a hard-working, well-rounded employee handing in their resignation due to discrimination at the office.
Helpful Tips for Leaders
Educate Yourself
You don’t have to be an expert in the plight of the marginalized. Brush up on the history of marginalized communities, particularly those that your employees connect to. Then you, as a leader, will be prepared to act from a place of understanding.
See Something? Say Something
As a leader, it is your job to call out marginalizing behavior. Some people may not even be aware that they are subtly discriminating against others. This practice also lets marginalized employees know that the behavior was noticed and will not be tolerated.
Break it Down
If you are speaking with an employee that does not understand why their behavior was inappropriate, take a moment to break it down.
Explain how their actions perpetuate the marginalization of their colleague(s) and how to best avoid those behaviors in the future.
Provide Additional Support
Create open dialogue, a safe space and support for employees to discuss their experiences with marginalization.
Commit to Inclusion Publicly
Let it be known office-wide that marginalizing behaviors will not be tolerated under any circumstances.
This is best done face-to-face, but diversity commitments can also be communicated through your website, internal & external emails, and other forms of communication.
Hold a Workshop
Sometimes an office-wide announcement or conference isn’t enough.
Participating in a workshop centered around the marginalized experience provides a more tangible understanding of what it is like to be oppressed and why it is never okay to marginalize another individual or group.
Be Rid of Implicit Biases
Taking the implicit bias test is a great way to understand your biases so that you can begin to rid yourself of them. Have your employees take the test and discuss the results. Then, learn how to mitigate your implicit biases.
Don’t Marginalize, Magnify
The contributions of marginalized employees often go unnoticed. Highlight the achievements of your employees, show that you value their contributions and hard work.
Resources for Marginalized Employees
Along with your support, provide resources to help your employees feel heard, seen and supported.
Equal Employment Opportunity Commission – The EEOC enforces federal laws that protect job applicants and employees against discrimination on the basis of race, religion, age, disability, sex etc.
The Latino Equality Alliance – This intersectional organization advocates for the equity, safety and wellness of LGBTQ+ members in the Latinx community.
National Alliance on Mental Illness – NAMI focuses on the millions of Americans who are impacted by mental illness and strives to help them better their lives.
Job Accommodation Network – JAN provides free guidance for those working toward practical workplace accommodations for people with disabilities. JAN helps employees and employers realize the value and talent of people with disabilities.
GLAAD – GLADD is a media focused organization that affects cultural change surrounding LGBTQ+ acceptance. They provide a list of political, bisexual, youth, military, transgender, aging, legal and general resources for LGBTQ+ members.
National Association to Advance Fat Acceptance – NAAFA works to end daily discrimination against overweight people. The organization believes that all people deserve respect and fat people should be able to live their lives freely.
Articles for Thought
Subtle Discrimination in the Workplace: A Vicious Cycle
How to Succeed When You’re Marginalized or Discriminated Against at Work
The Most Insidious Form of Age Discrimination at Work
Inclusive Work: Marginalized Populations in the Workforce of the Future
How to Combat Marginalizing Behaviors in the Workplace
Don’t Marginalize, Magnify
In order to maintain a flourishing office culture, having conversations about marginalization is a must. Privileged employees can recognize the plight of their less privileged counterparts and strive to support them.
Feeling mentally and physically safe at work is a necessity. Marginalizing and discriminatory behaviors create a hostile environment, ruin professional relationships and negatively impact the wellbeing of those on the receiving end. Furthermore, these behaviors are likely to create a decline in employee engagement and productivity.
Addressing marginalization and discrimination head-on is crucial. As a leader, take the time to talk to your employees about these behaviors and how they impact others.
Be sure to provide support for employees who are experiencing marginalization and discrimination. Magnify the hard work and determination of employees from less privileged groups, as their ideas and contributions are often overlooked in the workplace.
