How To Deal With Microaggressions In The Workplace

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Creating an inclusive work culture involves prioritizing diversity, equity, and inclusion (DEI), providing DEI training and education for all employees, fostering open communication and feedback, diversifying the workplace, and leading by example.

Key Takeaways:

• Microaggressions are harmful behaviors or comments that can make individuals from marginalized groups feel undervalued, unwelcome, or excluded in the workplace.

• Microaggressions can be racial, gendered, cultural, or based on any other marginalized identity.

• Speak up if you witness microaggressions and support the victim.

• Prioritizing DEI can help to create a work culture where microaggressions and discrimination are minimal.

What Are Microaggressions at Work?

Microaggressions are harmful behaviors or comments that can make individuals from marginalized groups feel undervalued, unwelcome, or excluded in the workplace. These acts are often subtle and can be unconscious, unintentional, or unrecognized by the person perpetrating them. However, their impact on the recipient can be significant and long-lasting.

Microaggressions can take many forms, including verbal and nonverbal communication, exclusionary behaviors, and assumptions based on stereotypes or biases. They can range from seemingly benign comments or actions to more overt expressions of prejudice or discrimination.

Microaggressions are often based on race, culture, gender or gender identity, sexuality, ability, or socioeconomic status but can affect any marginalized identity. How microaggressions towards these groups show up in work settings is varied and nuanced.

For example, someone may ask a coworker of color if they can “touch their hair.” Alternatively, a manager may consistently overlook a female employee’s contributions during meetings. Behaviors like these lead to workers feeling undervalued, unappreciated, and misunderstood.

The cumulative effect of experiencing microaggressions can be profound, leading to stress, anxiety, and depression. Individuals who experience microaggressions may also feel isolated and unsupported in their workplace, leading to reduced job satisfaction and a decreased sense of belonging.

Microaggressions in the Workplace Examples

Here are a few types of workplace microaggressions with examples:

1. Racial microaggressions. These are comments, behaviors, or attitudes that devalue an individual based on their race or ethnicity.

   Racial microaggression examples:

   • Assuming that a person of color is a lower-ranking employee, despite their position or credentials.

   • Using racially charged language or making jokes based on racial stereotypes.

   • Asking a person of color to speak for their entire race or community.

   • Assuming that a person of color is not fluent in English or speaking slowly and loudly to them.

   • Confusing employees of the same race for each other.

2. Gender microaggressions. These are behaviors, attitudes, or comments that belittle individuals based on their gender.

   Gender microaggression examples:

   • Interrupting or talking over women in meetings.

   • Assuming that women are not interested in leadership positions.

   • Addressing women in the workplace with pet names, such as “honey” or “sweetie.”

   • Making sexist jokes or comments about a woman’s appearance or personal life.

3. Microaggressions based on gender identity or sexuality. These are behaviors, attitudes, or comments that devalue people based on their sexual orientation, gender identity, or gender expression.

   Gender identity and sexuality microaggression examples:

   • Misgendering or deadnaming transgender or nonbinary employees.

   • Making homophobic or transphobic jokes or comments.

   • Asking invasive questions about an employee’s sexuality or gender identity.

   • Refusing to use an employee’s preferred pronouns.

4. Cultural microaggressions. These are comments, behaviors, or attitudes that devalue others based on their culture or ethnicity.

   Cultural microaggression examples:

   • Making assumptions about an individual’s cultural practices or beliefs.

   • Stereotyping individuals based on their ethnic background.

   • Mocking or belittling accents or language differences.

   • Asking invasive questions about an individual’s religious or cultural practices.

   • Asking individuals where they are “really” from, despite being born and raised in the same country.

5. Microaggressions based on disability. These are comments, behaviors, or attitudes that devalue individuals based on their disability.

   Disability microaggression examples:

   • Assuming that individuals with disabilities are less capable or intelligent.

   • Using ableist language, such as “psycho” or “crippled.”

   • Failing to provide reasonable accommodations for individuals with disabilities.

   • Assuming that all individuals with disabilities have the same needs or limitations.

   • Not considering the accessibility of spaces and equipment for all employees.

6. Microaggressions based on age. These are comments or behaviors that disrespect workers based on their age.

   Age microaggression examples:

   • Assuming that older employees are less productive or technologically savvy.

   • Making derogatory comments about younger employees being “entitled” or “lazy.”

   • Disregarding the opinions or ideas of younger employees due to their age.

   • Referring to older employees as “grandma” or “grandpa” in a derogatory manner.

These examples are just a few of the many microaggressions that can occur in the workplace. It is important for employers and employees alike to recognize the impact of these behaviors and take steps to create a more inclusive and respectful workplace culture.

How to Address Microaggressions in the Workplace

Witnessing microaggressions at work can be both a frustrating and anxiety-provoking event. If you find a coworker committing microaggressions against another, you may find it difficult to know how best to respond to the situation.

Here are some things to keep in mind to help effectively address microaggressions you witness at work:

1. Speak up. One of the most effective ways to combat microaggressions is to speak up when you witness them. You can calmly and respectfully call out the behavior and explain why it is harmful. For example, you could say, “I don’t think that joke is appropriate because it reinforces harmful stereotypes about [group].”

2. Support the victim. If you see someone experiencing a microaggression, offer your support and validate their feelings. You can say something like, “I’m sorry that happened to you. That’s not okay.”

3. Educate yourself. It’s important to educate yourself on the impact of microaggressions and how to combat them. This can include reading books or articles, attending training sessions, or talking to individuals from marginalized groups about their experiences.

4. Report the behavior. If you witness a coworker repeatedly engaging in microaggressions, consider reporting the behavior to a manager or HR representative. Make sure to document specific instances of the behavior and explain why it is harmful.

5. Don’t make assumptions. It’s important not to assume that you know what’s best for the individual who experienced the microaggression. Ask them how they would like to be supported and follow their lead.

6. Avoid defensive responses. If someone calls out your own microaggression, it’s important to avoid a defensive response. Instead, listen to their feedback and apologize for any harm caused. Commit to doing better in the future.

7. Don’t engage in microaggressions yourself. Be aware of your own behavior and language. Avoid making assumptions based on stereotypes or biases, and be mindful of the impact your words and actions may have on others.

8. Advocate for change. If you notice a pattern of microaggressions in your workplace, consider advocating for change. This can include proposing new policies or initiatives to promote diversity and inclusion or working with management to address the issue.

9. Seek out resources. There are many resources available to help combat microaggressions in the workplace, such as employee resource groups, diversity and inclusion training programs, and counseling services. Make use of these resources as needed.

10. Don’t give up. Addressing microaggressions in the workplace can be challenging, but it’s important to persevere. Change takes time, and by speaking up and taking action, you can make a difference in creating a more inclusive and respectful workplace culture.

Tips for Dealing with Microaggressions at Work

Experiencing microaggressions in the workplace can be difficult and emotionally taxing.

Here are some ways to cope and take care of yourself if you find yourself on the receiving end of microaggressions:

• Recognize the behavior. Identify the microaggression for what it is, and recognize that it is not your fault.

• Reach out to support networks: Talk to trusted colleagues, friends, or family members about what you experienced, and seek their support.

• Take a break: Take time off if necessary to take care of yourself and process your emotions.

• Address the behavior: Consider speaking to the person who committed the microaggression or escalating the issue to a supervisor or HR representative.

• Document the behavior: Keep a record of specific instances of microaggressions, along with any witnesses or evidence.

• Practice self-care: Engage in activities that promote your emotional and physical well-being, such as exercise, meditation, or therapy.

• Educate others: Share your experiences with others to help raise awareness and promote change in the workplace.

• Set boundaries: It is important to set boundaries and communicate them clearly to others. This may include requesting that someone stop engaging in a certain behavior or establishing consequences if the behavior continues.

• Seek legal assistance: If the microaggressions escalate to discrimination or harassment, consider seeking legal assistance.

• Take action: Advocate for change in the workplace by participating in diversity and inclusion initiatives, joining employee resource groups, or working with management to address the issue.

Dealing with microaggressions in the workplace can be challenging, but it is important to remember that you are not alone and that there are resources available to support you. It is also important to remember that addressing microaggressions takes time and effort and that change may not happen overnight.

By taking care of yourself, educating others, and advocating for change, you can help create a more inclusive and respectful workplace culture.

Creating a More Inclusive Culture

Creating a more open, accepting, and diverse work culture where microaggressions are less likely to occur involves a proactive and ongoing effort from all members of the organization. Here are some steps that can be taken:

1. Prioritize diversity, equity, and inclusion (DEI) at all levels of the organization. This means making it a core part of the organization’s values, mission, and goals.

2. Provide DEI training and education for all employees, including leadership. This should include topics such as unconscious bias, microaggressions, and cultural competency.

3. Foster a culture of open communication and feedback. Employees should feel comfortable sharing their experiences and concerns, and leadership should be receptive to feedback and take action to address issues.

4. Take action to diversify the workplace. This can include actively recruiting and hiring underrepresented groups, creating opportunities for career development and advancement, and ensuring equitable compensation and benefits.

5. Establish clear policies and procedures for addressing instances of microaggressions or discrimination. This includes providing support and resources for impacted employees, conducting thorough investigations, and taking appropriate disciplinary action.

6. Lead by example. Leadership should model inclusive behaviors and hold themselves accountable for upholding DEI values.

By taking these steps, organizations can create a more welcoming and inclusive workplace culture where all employees feel valued and respected.

Microaggressions at Work FAQ

1. What is the difference between microaggressions and discrimination?

   The differences between microaggressions and discrimination are:

   Microaggressions:

   • Subtle, often unintentional or unconscious behaviors or comments that convey negative messages to marginalized groups

   • Can be verbal or nonverbal

   • May be a result of implicit biases or stereotypes

   • Can accumulate over time and have a cumulative impact on individuals or groups

   • Examples include assuming someone’s intelligence or competence based on their race, making insensitive jokes, or complimenting someone for not fitting a stereotype

   Discrimination:

   • Refers to intentional and overt acts of prejudice or unequal treatment based on a person’s membership in a particular group

   • Can include actions such as denying someone a job or promotion because of their race or gender or refusing to provide services based on a person’s sexual orientation

   • Often involves systemic power dynamics, such as those present in institutionalized racism or sexism

   • Can have severe and lasting effects on individuals or groups

   • Protected under anti-discrimination laws and can lead to legal consequences.

2. What do you do if you’ve committed a microaggression?

   If you’ve committed a microaggression:

   1. Recognize and acknowledge the harm caused by your words or actions. This involves listening to the person who was impacted and acknowledging their experience.

   2. Apologize sincerely for your behavior. It’s important to take responsibility for your actions and express genuine remorse.

   3. Reflect on your behavior and educate yourself. Take the time to understand why what you said or did was hurtful, and learn about the experiences of marginalized groups.

   4. Make a commitment to change your behavior. This may involve seeking out additional resources and support to help you unlearn harmful behaviors and attitudes.

   5. Be proactive in your efforts to avoid committing microaggressions in the future. This can involve challenging your own biases and assumptions, seeking out diverse perspectives, and taking steps to create a more inclusive environment.

   6. Remember that accountability is ongoing. Check in with the person you harmed to ensure that they feel heard and supported, and continue to prioritize self-reflection and growth.

3. How do you prevent microaggressions from occurring?

   To prevent microaggressions from occurring, it’s important to proactively address biases and assumptions that may underlie harmful behavior. Some steps you can take include:

   1. Educate yourself about the experiences of marginalized groups.

   2. Practice active listening and seek out diverse perspectives.

   3. Challenge your own biases and assumptions.

   4. Avoid making assumptions about people based on their identities.

   5. Speak up when you witness microaggressions or harmful behavior.

   6. Create a culture of inclusivity in your personal and professional life.

   7. Hold yourself and others accountable for upholding inclusive values and behaviors. By taking these steps, you can help create a more equitable and respectful society.

References

1. Wharton – Navigating Microaggressions at Work

2. Harvard Business Review – When and How to Respond to Microaggressions

Author

Lilly Chesser