Norms, Inclusion, and Hidden Bias Organizational Communication

kindness norm

The expectation that people should “be nice” and avoid conflict, which can silence conversations about discrimination. Example: Not calling out bias to avoid “hurting feelings.”

conflict with ADA

When organizational norms or policies unintentionally violate the Americans with Disabilities Act by not providing proper accommodations. Example: Mandatory video meetings without captions.

“Although you can be married Saturday…” quote

Refers to states without workplace protections for LGBTQ+ people—showing you can legally marry but still be fired for it. Example: Legal rights in personal life don’t guarantee workplace equality.

heterosexual norms and values

Workplace assumptions that everyone is straight, often excluding LGBTQ+ employees. Example: Coworkers assuming a woman’s “husband” instead of “partner.”

peripheral inclusion

Including minorities only in visible, low-power roles without real influence. Example: Having one diverse employee for public image but excluding them from decision-making.

black sheep

A token minority who is excluded or criticized by both the dominant group and their own marginalized group. Example: A woman promoted as “the only one” in leadership but isolated from peers.

closeting communication

When LGBTQ+ employees hide their identities at work to avoid discrimination. Example: Avoiding mentioning a same-sex partner in conversation.

requisite variety relevance

Karl Weick’s concept meaning organizations must have communication systems as complex as the diversity they serve to understand and include all perspectives. Example: Adapting policies to reflect multiple cultural views.