Picture this: a team meeting where one person’s ideas are brushed off, not because they’re flawed, but because they don’t “fit” the group’s unspoken mold. It’s subtle, often unintentional, but it’s a textbook case of othering—a dynamic that quietly erodes workplace belonging. Othering happens when we label colleagues as outsiders based on differences like race, gender, age, or even work style, creating an invisible divide between “us” and “them.” In 2025, as workplaces grow more diverse, tackling this isn’t just nice-to-have—it’s a business imperative. Here’s how to spot othering and build a culture where everyone thrives.
What Othering Looks Like
Othering isn’t always loud. It’s the manager who assumes a younger employee lacks experience without asking, or the team that skips inviting the remote worker to after-hours drinks. It’s in the offhand comments—“You’re so articulate for…”—or the promotion that keeps going to the same “type” of person. Data backs this up: a 2024 McKinsey report found that 35% of employees still feel excluded based on identity, costing companies talent and innovation. Left unchecked, othering breeds resentment, disengagement, and turnover.
Why It’s Happening Now
Today’s workplace is a melting pot—Gen Z brings fresh perspectives, hybrid work blurs old norms, and global teams span cultures. But diversity alone doesn’t guarantee inclusion. Our brains are wired to favor familiarity, a holdover from tribal days that makes us quick to categorize “different” as “less than.” Add tight deadlines and remote silos, and it’s easy to see why othering slips through the cracks. The good news? It’s fixable with intention.
Strategy 1: Call It Out—Gently but Firmly
The first step is naming it. If someone’s sidelined in a meeting, say, “Hey, I’d love to hear [Name]’s take on this.” It’s not about blame—it’s about resetting the room. Leaders set the tone here: a 2025 Deloitte study found teams with proactive managers were 40% more likely to report feeling included. Train staff to spot microaggressions (like interrupting certain voices more) and encourage real-time feedback. Silence lets othering fester; speaking up starves it.
Strategy 2: Rewire Your Systems
Othering often hides in processes. Who gets mentorship? Whose name comes up for big projects? Audit your workplace—look at promotion rates, meeting invites, and even who’s chatting in the Slack #general channel. One fix: rotate leadership roles on projects to mix up the usual suspects. Another: use blind hiring tools to strip bias from résumés. Companies like Salesforce, which tied exec bonuses to equity goals in 2024, saw a 15% uptick in diverse leadership within a year. Systems shape culture—tweak them to include.
Strategy 3: Build Real Connections
You can’t “other” someone you know. Hybrid work makes this harder, so get creative. Host virtual coffee chats pairing unlikely duos—say, a boomer exec with a Gen Z coder—or kick-off meetings with a quick “What’s one thing you’re proud of this week?” It’s low stakes but high impact: a 2025 Gallup poll found employees with at least one work friend were 25% less likely to feel isolated. Proximity breeds empathy; empathy kills othering.
Strategy 4: Amplify the Quiet Voices
Not everyone’s a natural self-promoter—introverts, minorities, or new hires might hold back. Don’t mistake silence for disinterest. Create space: ask, “Anyone we haven’t heard from?” or follow up one-on-one after meetings. Tech helps too—anonymous polls during brainstorming let ideas shine without social pressure. When everyone’s voice counts, the “outsider” label starts to fade.
Strategy 5: Model It From the Top
Inclusion trickles down. If leaders cling to cliques or dodge tough talks about bias, don’t expect the team to do better. In 2025, C-suites are under a microscope—68% of workers in a LinkedIn survey said they’d jump ship if execs didn’t walk the DEI talk. Share your own slip-ups (like misjudging a colleague’s skill) and how you course-corrected. Vulnerability signals it’s safe to grow, and growth dismantles othering.
The Payoff
This isn’t just feel-good stuff. Inclusive teams outperform: McKinsey’s latest data shows companies in the top quartile for diversity are 39% more likely to beat profit benchmarks. Customers notice too—Gen Z and millennials, now half the workforce, favor brands that live their values. Rooting out othering isn’t a quick fix; it’s a muscle you build. But the reward? A workplace where talent sticks around, ideas flourish, and “us” includes everyone.
Start Today
Next meeting, scan the room—virtual or not. Who’s quiet? Who’s overlooked? Make one move: amplify a voice, question a pattern, or connect with someone new. Othering thrives in the dark; shine a light on it, and inclusion takes its place. You’ve got the tools—use them.