As a manager of a diverse team, I would prevent microaggressions and biases from impacting my team's ability to communicate by having open communication even in uncomfortable times. I would also hold quarterly mandatory meetings to facilitate training on microaggressions and biases. One of the techniques I would use is a visualization of scenarios that put people in a situation where they have to examine their behavior. At the company where I work, we recently had training for the viability employees we hire. Viability employees are employees hired with disabilities such as autism, mental illness, etc. In this training, we were given a scenario where the viability employee, Bob, was given a vague list of instructions. We completed it at his understanding, which rethought was his best. Until we read what his upper management stated, he was not completing all tasks accurately, and they were unsure if he would continue to be a good fit. In the training, we had to state the issue, and we noticed the list needed to be updated. Everyone should communicate with each other, and Bob should have everyone on the same page. The purpose of the training was to understand the employees from this