Addressing Non-Inclusive Behaviours: 'Calling-In' vs. 'Calling-Out'
Creating an inclusive environment requires knowing how to challenge unacceptable behaviour effectively. Two primary approaches exist: Calling-In and Calling-Out. Choosing the right method depends on the intent behind the behaviour, the severity of the harm, and the goal of the intervention.
Calling-In
The Approach: Compassionate, private, and educational. Best Used When: The behaviour is non-malicious, clumsy, or stems from a lack of awareness, and there is an opportunity for mutual understanding and growth.
Key Characteristics:
Acknowledges harm without attacking or singling out the individual.
Invites reflection rather than triggering defensiveness.
Prioritises preserving the relationship while fostering accountability.
Example Scenario
Situation: During a meeting, a staff member asks an Egyptian colleague, "How are you going to celebrate Ramadan?" The colleague briefly replies, "I don't celebrate Ramadan." You believe the questioner meant well but made an incorrect assumption.
Response (Private Conversation):
"I noticed you asked Youssef about celebrating Ramadan. I wanted to mention that Egypt has a significant Christian community, so we shouldn't assume someone's religion based on their nationality. Getting to know colleagues before commenting on beliefs can help us build better connections. I thought I'd share this as I know you're keen to connect with him."
Why this works: It corrects the bias privately, explains the impact without shame, and frames the feedback as a way to improve future relationships.
Calling-Out
The Approach: Direct, immediate, and firm. Best Used When: Intervention is needed to stop harm, the behaviour is blatant or malicious, or silence could imply complicity.
Key Characteristics:
Clearly names the behaviour as unacceptable.
Signals zero tolerance for discriminatory views or abuse of power.
Prioritises the safety of the victim and upholds institutional values over the comfort of the perpetrator.
Example Scenario
Situation: During a team meeting, a colleague makes a racially insensitive joke.
Response (Immediate Public Statement):
"That comment was inappropriate and offensive. It goes against our Staff Dignity and Respect Policy, and we need to be respectful of everyone here."
Why this works: It stops the harm immediately, protects the targeted group, and publicly reaffirms community standards.
Summary: Choosing the Right Approach
Feature
Calling-In
Calling-Out
Primary Goal
Education, growth, and relationship preservation.
Accountability, harm reduction, and boundary setting.
Tone
Empathetic, curious, and private.
Direct, firm, and often public.
Intent of Offender
Likely unintentional, clumsy, or unaware.
Likely malicious, repeated, or reflective of systemic bias.
Outcome
The person learns and adjusts behaviour willingly.
The behaviour is stopped, and values are reinforced.
