Microaggressions in the Workplace: How to Recognize and Respond to Them

Everyone has had the experience of overhearing phrases or statements at work that made us uncomfortable. Microaggressions at work are a common problem. A 2019 survey found that more than 25% of Americans have experienced a workplace microaggression, and 60% said they had seen one or thought they had.

Microaggressions are probably present where you work, and it is your duty as an HR leader to foster a welcoming environment for all employees. Learn more about how to deal with microaggressions and how they appear at work by reading on.

What is a Microaggression?

A microaggression is any behaviour, action, or remark that unintentionally, subtly, or indirectly communicates bigotry against a minority or marginalised group.

Microaggressions have racial context at their core, despite the fact that they frequently base themselves on traits like sexual orientation, gender, religion, or handicap, and affect many diverse groups. For instance, telling a man who is Asian-American and speaks English as his first language that his accent is “perfect” or shouting at a woman who identifies as LGBTQ2+, “You don’t look like a lesbian!”

Microaggressions at work invalidate people’s experiences and exacerbate hostile work environments, which endanger employee engagement and cause unhappiness, which negatively affects corporate performance.

What are the Types of Microaggressions?

Now that we know what microaggressions are, let’s look into the different types that could creep into our professional lives. Hold on tight as we reveal the subtleties of these cunning offenders.

Verbal Microaggressions

These are the subtly offensive remarks or slights that people make on a daily basis that have unspoken meanings and feed prejudices. As an example, someone might say,”You’re so articulate for someone of your ethnicity,” or “You must be good with numbers because you’re Asian.”

These remarks perpetuate the stigma at work by disputing the legitimacy of mental health disorders.

Nonverbal Microaggressions

Sometimes, actions speak louder than words. Nonverbal microaggressions are covert manifestations of prejudice or exclusion made by gestures, expressions on the face, or body language. For eg. When a coworker speaks at work, one can roll their eyes or keep talking during a meeting.

Environmental Microaggressions

The workplace itself is permeated with these small-scale offences. They can be identified by the absence of inclusive policies, a lack of diverse leadership, or even subconscious exclusionary dynamics within a team or department.

Assumption-based microaggressions

A microaggression based on assumptions is when someone assumes anything unjustifiably about another person based on who they are, where they come from, or how they seem.

One of the most prevalent microaggressions is presuming a female coworker who is a mother or a woman is not interested in job progress.

This kind of microaggression perpetuates heteronormative presumptions while ignoring the complexity and diversity of sexual orientations.

Backhanded Compliments

Imagine compliments that appear to be favourable on the surface but actually have a subtext of insults or stereotypes. For instance, telling a black woman that “You’re not like other black women in your field” or “You’re surprisingly good at this for someone your age.”

Please keep in mind that there are many different shapes that microaggressions can take. They frequently result from deeply rooted biases and stereotypes in society, and they have the potential to foster a hostile or unwelcoming work atmosphere.

How to Recognize Microaggressions in the Workplace?

Microaggressions frequently occur in silence in the workplace, making them challenging to spot. However, you can identify them by using the following signs:

• Pay close attention to any unintentional remarks or behaviours that undermine, stereotype, or make you or others feel uneasy.
• Patterns of behaviour, such as frequently being interrupted or dismissed during meetings or arguments, should be observed.
• Be on the lookout for circumstances where individuals are chosen based on their backgrounds or characteristics.
• Be wary of questions or comments that contain presumptions or assumptions.

How Can You Address Microaggressions at Work?

The following are some methods you might employ to handle workplace microaggressions:

• Self-Reflection: Think about how the occurrence made you feel and how you reacted to it to determine whether or not it was a microaggression and how it affected you.
• Seek Assistance: Discuss the conversation or occurrence with dependable coworkers, friends, or mentors to get their viewpoints and suggestions.
• Face the Issue Head-on: Be direct and aggressive in expressing your opinions and worries to the offending party, highlighting how their words or actions have affected you.
• Keep a Record of Incidents: If you need to make an argument later, keep a log of the microaggressions you encounter, including dates, specifics, and any witnesses.
• Make Use of the Resources at Hand: To report and properly resolve the issue, consult HR, diversity and inclusion initiatives, or employee help programs.

Therefore, the aforementioned information can help you recognize and respond to microaggression in the workplace.

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