Research shows that fostering an inclusive workplace where employees feel like they belong can increase job performance by 56%. Imagine how your company could benefit. Inclusivity is a great goal to work towards, but microaggressions are a prime enemy of inclusivity in the workplace.
The problem is that microaggressions can be so common in the office that they go unnoticed every single day. Not only do microaggressions make individuals feel their emotional security has been threatened, but they also inhibit the ability to foster inclusivity in the workplace and ultimately impact the target's performance.
So, how do you manage microaggressions in the workplace? Anyone trying to cultivate an inclusive company where employees feel safe and heard and can thrive needs to
have a good understanding of how microaggressions can arise. In this article, we’ll discuss how to manage microaggressions in the workplace.
What are microaggressions in the workplace?
Microaggressions are subtle, indirect, or unintentional discrimination, incidents, statements, and actions that occur in the workplace and target members of a marginalised group. These marginalised groups generally include a racial or ethnic minority, women or members of the LGBTQ+ community.
What is the impact of dismissing microaggressions at work?
Because microaggressions happen so flippantly, it’s easy for them to be dismissed as a small thing that isn’t worth addressing. Unfortunately, these “small” incidents lead to some very harmful effects on those who are being targeted in the workplace. Some of the general impacts of microaggressions in the workplace include:
Alienation and isolation - when employees feel misunderstood or undervalued, this may lead them to isolate themselves from coworkers, or they may even feel alienated from the group
Decreased job satisfaction - when you’re consistently working in an environment where you feel isolated and demotivated by the people around you, this can negatively affect your job satisfaction
Hindered career progression - a lack of job satisfaction due to microaggressions may demotivate people to the point where their performance is diminished, and this could hinder their career progression
Psychological stress - overall, being in an environment where one feels consistently targeted has the potential to cause chronic anxiety and stress and can hinder psychological safety
What are some examples of microaggressions at work?
No one is immune to microaggressions, and they can occur so quickly and frequently that you might not even be aware that you are engaging in such an activity. Microaggressions are typically categorised into three main categories: behavioural, environmental, and verbal. Here are some examples of microaggressions that commonly occur in the workplace:
Behavioural microaggressions
Repeatedly mispronouncing an individual’s name and showing a lack of willingness to learn it properly
Consistently interrupting or talking over people in the workplace, specifically people of colour, black women and members of other marginalised groups
Including people in certain projects only to meet the requirements of a diversity quota system like affirmative action instead of basing it on their skills and contributions
Environmental microaggressions
Scheduling deadlines on important religious or cultural holidays or failing to accommodate dietary restrictions for non-majority groups at work-related events
Lack of cultural or racial representation in images, symbols and materials in the workspace and instead displaying white supremacist symbols
Verbal microaggressions
Joking about having obsessive-compulsive disorder (OCD) or any other mental health condition can make the person suffering from it feel invalidated
Misgendering individuals or not asking for their pronouns
Assuming that older people are not tech-savvy based purely on their age
Racial microaggressions may involve questioning a coworker's place of origin and complimenting them on how well they speak English. This implies that they are not truly Australian and are assuming the person's racial heritage
Telling a woman that she is “bossy” as this demeans a woman’s authority, leadership and managerial skills
Assuming that people with a visible disability are less capable or competent at doing their job than non-disabled peers
Making stereotypical commentary that enforces harmful stereotypes such as “You don’t look aboriginal”
How to address microaggressions in the workplace
Now that we know the implications of microaggressions and how to identify them in the workplace, the next challenge is how to address them. This is easier said than done because dealing with microaggressions can sometimes be a catch-22 situation: you could ignore them and feel regret, or you could confront the person, and they may get defensive and deny it.
It is obvious that tactful action is needed to nip microaggressions in the bud and result in a positive work environment where colleagues work together to eradicate them from the workplace.
The bottom line is that it’s wise to consider the personal and situational circumstances around the microaggressions before you confront them. Here are some tips to help you in a work setting when dealing with microaggressions:
Addressing microaggressions directed at you
When people are the target of microaggressions, there are a few ways that someone would typically respond, but the main three include:
Passive-aggressively: being sarcastic or rolling your eyes at the person
Proactively: reacting emotionally or yelling at the person
Assertively: approaching the conversation in a calm manner with the goal of educating the party involved
Which one do you think would usually have the best outcome? Using an assertive approach, of course. It can be quite difficult at the moment to confront microaggression from an assertive approach, but it’s a skill that can be strengthened. So, when using the assertive approach, here’s what you should consider doing:
Collect your thoughts and remove yourself from the situation if necessary - use this time to contemplate whether it would be more helpful to address them in person or over an email
Address the person in a calm manner - talk to them directly and use “I” statements when offering an explanation so the other person involved can understand how what they did or said made you feel hurt
Avoid using accusative language - saying “You’re racist” or “You’re homophobic” has the potential to make the person defensive. Instead, lead in with something along the lines of “What you said was offensive because…”
Follow-up with self-care - microaggressions can have a negative impact on your mental health even if you are able to successfully confront the person, so it’s best to consider talking to a trusted coworker or mental health professional to ensure you fully process the experience and psychological thoughts
Addressing microaggressions directed at someone else
We live in a world where, thankfully, many people are more socially aware and are committed to making the workplace more inclusive. However, a very important aspect of being an ally is standing up for marginalised groups when you bear witness to oppression.
How you address the microaggression when you’re not the target is very similar to the way you would do it if you were, but there are a few variations that we would recommend. Here’s what you should consider doing when speaking up for someone else:
Consider talking to another trusted coworker who also witnessed the event - once again, you’re going to collect your thoughts because if you’re not a member of the marginalised group that was targeted, it can be difficult to identify the microaggression, so it’s good to seek counsel
Consider if you’re the right person to confront the microaggression – when you’re not directly affected, the marginalised group might not view you as the right person to confront the issue
Address the person in a calm manner - seeing as though you weren’t the hurt party; your approach should be to educate the accused and not take offence on behalf of the intended victim
Before you decide on whether to confront a microaggression, here are some questions to ask yourself beforehand:
Will I regret staying silent on the topic?
Will not responding convey a message that I accept or support the behaviour or statement?
Would the confronted person become defensive?
Could my physical safety be in danger if I do confront the person?
Will confronting this person lead to an argument?
How will confronting this person affect my relationship with them?
What to do if you are accused of committing a microaggression?
Humans are fallible; even those with high emotional intelligence are bound to commit a microaggression by mistake. Because of the diversity in the world around us, there’s a possibility of committing a microaggression unintentionally, but it’s all about being willing to learn and commit to being an educated and more inclusive person. The key to stopping yourself from committing microaggressions is to always have a growth mindset.
If you have been accused of or are aware that you have said or done something to offend a marginalised group, here are a few things to do going forward:
Take responsibility - the worst thing you can do for both parties is dismiss the incident or get defensive. So, own up to your mistakes, whether they are unintentional or purposeful discriminatory actions
Apologise sincerely - whether privately or in front of the people who witnessed the incident, you need to genuinely apologise for your words and actions. Depending on the individual or the circumstances, it may be best to apologise privately so as not to make things more uncomfortable for the person affected
Open yourself to feedback - when you’re unaware of what you did wrong, ask people the person affected or someone you trust to help you reflect on your comment or actions to allow you to grow
Final Thoughts
The road to creating inclusive working environments is not always easy. Microaggressions can sometimes be difficult to identify or confront, but their effects are far-reaching and can be detrimental not only to the work environment but to the marginalised groups and individuals affected. We hope this article has helped you understand how to manage microaggressions more effectively to help build a brighter future and healthier, more inclusive workplaces.
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