Everyday Bias: How Casual Discrimination Undermines Inclusion Across Identities

Over the past week, you might have seen my posts on casual discrimination on various groups. One of my followers even commented that discrimination on diverse groups can become so ingrained that people insert bias into everyday conversations, which is entirely the point of my campaign.

Discrimination often wears a casual mask. It doesn’t always scream, nor does it always come with malicious intent. Instead, it whispers through offhand comments, unexamined behaviours, and normalised attitudes—manifesting as casual bias.

From ableism to sexism, racism to homophobia, and neurodivergence marginalization, these everyday instances of discrimination reveal the hidden work we must do to foster a truly inclusive society. Understanding and addressing these subtle yet harmful forms of bias are vital steps toward creating inclusive environments.

Casual Ableism: The Invisible Struggles

Invisible disabilities often carry the weight of scepticism and invalidation. Take Mila’s story, for instance:

At a team meeting, Mila hesitated to request flexible hours to manage her chronic pain. Her manager responded dismissively, “You’ve done fine without it so far.” A colleague added, “You don’t look disabled.” Later, someone remarked, “It’s inspiring you’re even working!”—comments that were patronizing rather than empowering.        

Such remarks—though often unintended—minimize the struggles of disabled individuals, reinforce stereotypes, and create barriers to inclusion. Examples of casual ableism include:

• “You don’t look disabled,” dismissing invisible disabilities.
• “Wow, it’s so inspiring that you’re working,” turning everyday achievements into patronizing accolades.
• “Stop being so OCD about it,” trivializing genuine mental health conditions.

What we can do:

1. Listen to disabled voices and validate their lived experiences.
2. Recognize accessibility as a fundamental right, not a favour.
3. Pause before speaking — words matter.

Casual Sexism: Everyday Stereotypes

In her office, Sarah faced casual sexism daily. She was often asked to take notes, received backhanded compliments, and endured mansplaining. Colleagues commented on her appearance and called her "sweetheart." Excluded from key networks, she was also told to smile more.        

Gender stereotypes continue to shape workplace dynamics, often subtly but with significant consequences. Imagine these scenarios:

• Women being tasked with taking meeting notes while men lead presentations.
• Comments like, “You’re good at this for a woman,” reducing competence to an exception.
• Being told to “smile more” in professional settings, infantilizing and undermining agency.

These behaviours may not seem overtly harmful but collectively foster environments where women feel undervalued or constrained by gendered expectations.

What we can do:

1. Challenge gendered assumptions, like who “should” perform certain tasks.
2. Call out backhanded compliments or patronizing language.
3. Ensure equitable opportunities for leadership and growth.

Casual Homophobia : Language and Its Impact

At work, Jamie faced casual homophobia daily. Colleagues said, “That’s so gay,” and asked, “Who’s the man in your relationship?” They avoided him after learning he was LGBTQIA+ and made jokes about "turning someone straight."        

Discrimination against LGBTQIA+ individuals often hide in so-called “jokes” or casual remarks. Consider these examples:

• Saying, “That’s so gay,” to describe something undesirable.
• Asking same-sex couples, “Who’s the man in your relationship?”
• Using “no homo” after complimenting someone of the same gender.

These remarks may seem trivial but perpetuate stigma, invalidate identities, and erode mental well-being. For instance, Liam, a new hire, overheard jokes about stereotypes on his first day, making him reluctant to express his identity as a gay man. When he shared his discomfort, he was told, “It’s just a joke; don’t be so sensitive.”

What we can do:

1. Normalize using inclusive language and pronouns.
2. Challenge stereotypes or slurs, even when framed as humour.
3. Create safe spaces where LGBTQIA+ individuals feel valued.

Casual Racism : The Silent Struggle

In her office, Maya faced casual racism daily. Colleagues assumed she was good at math because she was Asian and often asked, "Where are you really from?" They made stereotypical compliments like, "You’re so articulate," and mocked her accent for humour.        

Casual racism often operates under the guise of “harmless” curiosity or unexamined assumptions. Examples include:

• Asking, “Where are you really from?”
• Commenting on someone’s fluency in English as “impressive” because of their ethnicity.
• Stereotyping dietary habits, accents, or behaviours based on race.

These interactions—while perhaps not overtly aggressive—reinforce othering and perpetuate systemic inequities. As someone who has lived as a racial minority in Slovakia, Singapore, Malaysia, and Australia, I’ve encountered these subtle yet impactful biases repeatedly.

What we can do:

1. Pause and reflect on the intent versus impact of your words.
2. Learn from the experiences of racial minorities and amplify their voices.
3. Speak out when witnessing racial stereotyping.

Casual Neuro-normativism : Embracing Differences

Neurodivergent individuals frequently face environments designed without their needs in mind. Ming’s experience illustrates this well:

At her new job, Ming was criticized for avoiding eye contact, which was perceived as disengagement. The open-plan office ignored her sensory needs, and vague instructions left her confused. Quick responses were valued over thoughtful ones, sidelining her contributions. Phrases like, “Just calm down,” or “Why can’t you be normal?” further marginalized her.        

Examples of neuro-normativism:

• Assuming eye contact equals engagement.
• Prioritizing speed over thoughtful responses.
• Using phrases like, “Everyone’s a little ADHD sometimes,” trivializing neurodivergence.

What we can do:

1. Adapt workplace practices to accommodate sensory and communication needs.
2. Challenge neuro-normative expectations.
3. Become an ally by advocating for inclusive environments.

The Power of Awareness and Allyship

Casual bias isn’t always born from malice but from ignorance and unexamined privilege. That doesn’t excuse its impact—it chips away at dignity, belonging, and equity for those affected. Recognizing and addressing these behaviours is critical to building truly inclusive workplaces and communities.

How to make a difference:

• Educate Yourself: Understand the lived experiences of marginalized groups and the biases they face.
• Challenge Norms: Speak up when you notice casual bias in conversations or actions.
• Model Inclusivity: Practice thoughtful communication, normalize accommodations, and amplify diverse voices.

A Call to Action Moving Forward: Creating a Culture of Inclusivity

Casual bias thrives in silence. Each of us has a role in dismantling it—whether by reflecting on our own language, challenging stereotypes, or advocating for systemic change.

Addressing these casual biases requires ongoing commitment and self-reflection. Let’s create a world where every individual—regardless of ability, gender, sexual orientation, race, or neurodiversity—feels valued, respected, and included.

Your Next Steps:

• Pause and reflect before speaking.
• Seek education and listen to marginalized voices.
• Challenge stereotypes and biases whenever you encounter them.

What biases have you encountered or challenged recently? How are you contributing to a more inclusive world?

#InclusionMatters #WordsMatter #BreakTheBias #DEI