After being introduced to a person with an unfamiliar name:
Say, “Your name is so hard to pronounce!”
The person has probably heard this many times, ask instead how it is pronounced.
Give them a nickname that is easier to pronounce
It is up to the person in question to say, "you can call me ...", not you.
Ask them, “How do you pronounce your name?” and consistently work on the correct pronunciation because it is important to give people the respect of calling them by their preferred name
Our name is the most important thing we have, and we are happy when others make an effort to say it correctly.
After having heard a presentation from a person of a different ethnic group:
Wow! You are so articulate.
Instead of a generic comment to their personality, in order to share our genuine appreciation, add what made you think that.
Say, “Thank you! That was an informative presentation .
Instead of a generic comment as such, in order to share our genuine recognition, add what made you think that.
You can comment people on specific ideas and insights, but commenting on how people speak is unnecessary.
One of the team members is significantly older and during the planning for a new project that will involve the use of technology:
Say, “Do you even know what Miro / Jamboard is?”
This would imply that you don’t expect them to know this technology. Instead of underestimating their potential, ask instead ”Do you have experience with Miro / Jamboard”? OR ”Have you used Miro/Jamboard before”? Paying attention to your tone.
Only focus and engage with the younger team members since they are the most tech-savvy generation.
This would risk not tapping into the knowledge and expertise of the older team member. Always expect to learn from others regardless of their background, age, culture, and appearance.
These sort of innocent jokes and comments can lead to older employees losing out on training opportunities and being left out of the workplace social circle.
A team member has a disability:
Say, “The way you have overcome your disability is so inspiring.”
We can have no idea how others’ battles are or have been. Don’t place yourself in such a position commenting positively on others’ disability even with good intentions.
There is no reason that a disabled coworker cannot accomplish as much as their able-bodied peers.
Tiptoe around the disability by referring to it as a “special need”.
People are not only identified as their disabilitiies. Focus on what is common between you and them in such situations instead of estranging them by highlighting their disability.
A cis-gender* female team member feels strongly about a specific point and voices her opinion:
*What is meant by a cis female?
Cis, short for cisgender (pronounced sis-gender, or just sis), is a term that means whatever gender you are now is the same as what was assigned for you at birth.
Say,” She is just crazy!” to the team after she has left the room.
Talk directly to the person instead, for an honest and constructive dialogue.
Say, “Calm down – no need to get all hysterical about this”.
Do not diminish the person's right to their opinion. Discuss in a constructive way and show respect for the views of others by taking the time to understand their motives and/or driving forces.
Say ”Tell us more about that.”
Try to understand your colleague’s viewpoint as opposed to ascribing her actions as illogical rather than a result of critical thinking will maintain a healthy relationship with them.