Junior associates who only interrupt minority / women superiors
Hey guys, throwaway account here. Recently we hired some associates, everyone else is more senior to them in the deal team; one of them has a habit of interrupting others / bypass others on the deal team, but he only does it to the minority professionals on the team. We know because we (the rest of the team) have worked together for a while and checked with each other on what everyone's experience is. Curious on if anyone has any experience dealing this type of behavior. Thanks in advance
Hey there! It sounds like you're dealing with a tricky situation. It's important to address this issue in a professional and respectful manner. Here are a few steps you might consider:
Open Communication: Start by having a private conversation with the associate. It's possible they may not be aware of their behavior. Use specific examples and explain how it affects the team dynamics.
Feedback: Provide constructive feedback. Encourage them to listen more and interrupt less. Remind them that everyone's input is valuable and contributes to the success of the team.
Involve a Superior: If the behavior continues, it might be necessary to involve a superior. They can provide additional guidance and potentially mediate a conversation.
Training: Consider suggesting diversity and inclusion training for your team. This can help everyone understand the importance of respecting all team members, regardless of their background.
Remember, it's important to maintain a respectful and inclusive work environment. Everyone should feel heard and valued. Good luck navigating this situation!
Sources: Intern complaining about sexism in the office, How to deal with that associate??
its a weird generation. He may not know any better.
Put this in the main forum. Hot topic.
You hired a bigot (intentional or not) and you should correct the behavior before it causes further drama. You can covertly do this by deferring to your minority coworkers when he bypasses them. In meetings, you can also cut him off when he cuts off your minority coworkers, ignore whatever he is saying, and follow up on the point of your minority coworkers. This will signal to him that your coworkers are valued team members and his behavior is inappropriate without overtly saying that to him. Whatever you do, nip it in the bud for not only your team’s sake but also his own.
I think he assumes your coworkers are incapable diversity hires, and he is trying to angle himself into what he perceives to be the firm’s “in-group.” Maybe because this was the dynamic at his old firm.
I would listen to the 25 year old research associate and call him a bigot in the meeting next time.
I acknowledge that calling him a bigot is a rush to judgement given the info OP shared. However, My age is irrelevant. I suggested a neutral way of actually resolving the issue while all you did is cry about my wording despite your old age.
Rushing to call him a bigot is a pretty immature way of looking at it, so yeah your young age and immaturity is very relevant. (you are young and new to the industry, it will take time.) While the person in OP's post has certainly not done himself any favors, I try to avoid attributing to malice what can be attributed to stupidity.
This new hire sounds fairly young in his career. Is it possible that?
-he's trying to make a name for himself by interrupting EVERYONE, and people have only seen it happen with minorities?
-his talking over people stems from a place of insecurity and a lack of confidence in his abilities?
-he feels that he's trying to add value to the conversation and (like you) is new to the workplace and trying to figure out how everything works
-hell, maybe he's just racist.
The point is that your comment "you hired a bigot" is actually not helpful, and a very 2023 way of looking at it. And yes, at the old age of 31, I am positively sobbing about "your wording". If you think 31 is old in asset management, good luck, you are going to need it!
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