Canadian organizations, both public and private, are confronted with toxic cultures and must combat them. Our research focuses on incivility, behaviors that may seem insignificant or clumsy at first glance but demonstrate a lack of respect for others (e.g., excluding someone from professional camaraderie or unjustly questioning their professional judgment).

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Research shows that diverse and marginalized employees (e.g., women, people of color, 2SLGBTQI+ individuals, people with disabilities, etc.) experience more incivility than members of majority groups. This “selective incivility” is linked to multiple consequences on the well-being, mental and physical health, and performance of the targeted individuals. In addition to eroding inclusion, selective incivility, as a form of modern discrimination, can partly explain the underrepresentation of diverse employees, especially in strategic positions within organizations.

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Through this project, we contribute to the scientific literature by expanding the theory of selective incivility to include its effects on social networks and career trajectories. Our findings will be relevant to managers, policymakers, and the general public, offering recommendations to reduce these hostile behaviors and promote equity, diversity, and inclusion (EDI) in the workplace.