4. Othering in the Workplace: The Quiet Underminer of Inclusion and Trust

By Michele Manocchi

R&D Consultant | EDI Strategist | SDG + ESG Integration Advocate

Based on the definition of Othering on Science Direct, “Otherness is the result of a discursive process by which a dominant in-group (“Us,” the Self) constructs one or many dominated out-groups (“Them,” the Other) by stigmatizing difference—real or imagined—presented as a negation of identity and thus a motive for potential discrimination. […] The difference among the members of each group is underestimated, while the difference between the members of one group and the other is overestimated. […] The asymmetry in power relationships is central to the construction of otherness. The power at stake is discursive: it depends on the ability of a discourse to impose its categories. […] Only the dominant group is in a position to impose the value of its particularity (its identity) and to devalue the particularity of others (their otherness) while imposing corresponding discriminatory measures.”

Othering is present everywhere and remains active, even in workplaces. It often occurs subtly and quietly, hiding behind polite exclusion, unspoken assumptions, or systems that favour sameness. Have you ever heard (or been the target of) comments like “You’re so articulate for someone like you!”, “I don’t see colour”, “I didn’t mean anything by it”, or “They just don’t fit our culture”?

What Does Othering Look Like?

In the workplace, othering can manifest as consistently mispronouncing someone’s name, interrupting or ignoring contributions in meetings, asking some employees to “represent” an entire group, condemning difference as “not a cultural fit,” assigning difficult projects to the same insider network, and discussing inclusion as if it's a favour to “them” — rather than a shared responsibility for everyone.

Othering happens through processes (e.g., biased hiring or promotion criteria), norms (e.g., expecting 24/7 availability without considering caregiving responsibilities), and spaces (e.g., dress codes, office layouts, onboarding rituals).

From Othering to Belonging: A Cultural Reset

To dismantle othering, organizations need to do more than just celebrate diversity — they must examine who defines normal, whose stories are prioritized, and how inclusion is implemented.

Four things that the organization can begin working on tomorrow are:

1.       Reframing “fit” to emphasize values alignment over similarity

2. Training leaders in intercultural agility, not merely unconscious bias.

3. Encouraging relational accountability — recognizing how our actions influence others’ sense of safety and trust, and

4. Designing systems that not only tolerate but also leverage differences.

Why should you care? Because if you are measuring your performance and outcomes (as everyone should do), then allowing Othering processes to flourish will result in missed goals and the loss of clients, partners, and talent.

For example, if your organization adopts the ESG framework (focusing on Environmental and Social issues, as well as corporate Governance), the presence of Othering processes will undermine employee well-being, trust, and engagement, and lead to higher turnover. Conversely, a lack of inclusive leadership, transparency, and fairness will negatively impact Governance.

Other organizations may have used the UN Sustainable Development Goals (SDGs) as a framework to measure their progress toward Canada’s 2030 Agenda, where the presence of Othering negatively impacts SDG 10: Reduced Inequalities, SDG 8: Decent Work and Economic Growth, and SDG 16: Peace, Justice, and Strong Institutions.

In short, othering poses a risk to people, culture, and performance.

Let’s Talk

Have you ever witnessed or experienced quiet Othering at work?

How do your policies or practices unintentionally reinforce exclusion?

What’s one change your organization could make to shift from inclusion for some to belonging for everyone?

Let’s have an open discussion. Comment below or reach out to me directly. I’d be happy to help explore how to identify and address the underlying dynamics of othering in your workplace.

Book a free 30-minute meeting, and we can discuss your needs: https://calendly.com/info_michelemanocchi/30min.