Microaggressions and their Impact on Work
A large part of how your employees experience their day-to-day lives in the workplace is impacted by their interactions with their colleagues.
For historically marginalized groups, microaggressions are extremely commonplace and often brushed under the rug as simple “misunderstandings” and can leave employees feeling uncomfortable.
💡Looking for ideas on how to mitigate microaggressions in the workplace?
Check out our virtual training session for your organization!
In this article, we discuss:
What are Microaggressions?
Microaggressions are subtle and often unintentional behaviors or comments that can significantly impact the recipient, particularly individuals from marginalized groups. These actions can lead to feelings of exclusion, invalidation, and marginalization, contributing to systemic inequalities.
Examples of microaggressions that often occur in the workplace include:
Telling an employee of color that they articulate themselves well.
This comment is deeply rooted in the racist assumption that people of color are less educated because they navigate the English language differently than White people.
Speaking over a colleague.
This behavior is often a product of sexism, as men can feel the need to interrupt and talk over women colleagues. For decades women in the workplace have been perceived as incompetent by their men counterparts.
Telling an employee with an auditory disability that it is difficult to communicate with them.
This comment is rooted in ableism and stigmatizes the deaf and hard of hearing communities. Simply because they have a different means of communication does not mean that they are difficult to communicate with.
Allowing work spaces that cannot be easily navigated by overweight employees.
Examples include chairs, desks, and doorways that are difficult to traverse. Some may hesitate to consider this a microaggression because it is not a form of speech or behavior, but microaggressions are not two-dimensional.
Assuming that a woman is a nurse (not a doctor), an assistant (not a manager) and so on.
This is a sexist assumption that implies a woman is not intelligent enough to hold a position of higher power.
Types of Microaggressions
Microassaults
Microassaults are intentional acts of discrimination or violence directed at individuals based on their identity. These can include physical or verbal attacks, slurs, or hate speech. These microassaults can come in the form of Verbal or Nonverbal attacks.
Verbal attacks are more overt, such as when someone uses a racial slur or makes a derogatory comment about someone's sexual orientation.
Nonnverbal attacks are more subtle and can be unintentional. These can include comments or behaviours that reinforce harmful stereotypes or assumptions about individuals based on their identity. For example, assuming a woman is less competent in a particular field because of her gender.
Examples of Microassaults:
Assuming someone speaks English because of their appearance.
Assuming someone doesn’t speak English because of their appearance.
Making comments about someone's hair texture or style.
Assuming someone's sexual orientation or gender identity based on their appearance.
Questioning someone's credentials or qualifications based on their identity.
Microinsults
Microinsults are insensitive or dismissive comments that devalue someone's identity or experiences. These comments can be subtle and may be disguised as compliments or jokes. These comments can be harmful and contribute to feelings of exclusion and marginalization.
Examples of Microinsults:
Making jokes about someone's race or ethnicity.
Assuming that someone is a "model minority" based on their background.
Commenting on someone's "exotic" appearance.
Telling a person with a disability that the way they’ve overcome their disability is “inspiring”.
Telling a transgender person that you “couldn’t even tell” or that they “don’t look it”.
Microinvalidations
Microinvalidations involve disregarding or negating someone's experiences or feelings based on their identity. These comments can include denying someone's experiences of discrimination or racism or suggesting that someone is "overreacting" to a situation. Microinvalidations can lead to feelings of invalidation and marginalization and can impact mental health and well-being.
Examples of Microinvalidations:
Assuming that a person of color is from a foreign country when they were born in the United States.
Suggesting that someone's sexual orientation is just a phase.
Asking someone where they are "really" from when they identify as American.
Telling a person of color that their name is difficult to pronounce.
Asking a person of color why they wear certain articles of clothing.
Assuming an older person is not tech savvy.
Assuming that someone achieved something solely because of their identity.
Statistics on Microaggressions in the Workplace
Understanding microaggressions is crucial in creating a more inclusive society. They can perpetuate systemic inequalities and marginalize individuals from marginalized groups.
These actions can lead to psychological distress, stress, anxiety, and feelings of exclusion, which can have long-term effects on mental health and well-being.
Furthermore, microaggressions can impact workplaces, leading to decreased job satisfaction, productivity, and increased turnover rates. In society, they can lead to strained relationships and social exclusion and reinforce harmful stereotypes and biases.
🖩Data on Employees Experiencing Microaggressions
Curiosity at Work and Fortune surveyed 4,275 Americans about their experiences with microaggressions. Here are some of the responses.
60% said they have witnessed or potentially witnessed a microaggression in the workplace
47% believe that managers should discuss potential microaggressions with their employees
40% think that HR should intervene
29% have been told that they are “well spoken”
28% experienced being spoken over
10% believe that they have committed a microaggression
Glassdoor surveyed employees in Germany, France, the United Kingdom and the United States regarding specific forms of discrimination. The following percentages encompass the responses from all four countries.
34% experienced or witnessed ageism
33% experienced or witnessed gender-based discrimination
30% experienced or witnessed racism
24% experienced or witnessed sexuality-based discrimination
How Microaggressions Affect Employees
Microaggressions can have a significant impact on individuals, workplaces, and society as a whole. The following are some of the ways in which microaggressions can impact individuals.
Psychological impact
Microaggressions can lead to psychological distress and impact mental health and well-being. These actions can contribute to feelings of anxiety, depression, and low self-esteem. Furthermore, repeated exposure to microaggressions can lead to a sense of hopelessness and helplessness.
Stress and anxiety
Microaggressions can contribute to increased stress and anxiety levels. These actions can create a hostile work or social environment and make individuals feel unsafe or uncomfortable.
Feelings of invalidation and marginalization
Microaggressions can lead to feelings of invalidation and marginalization. These actions can create a sense of exclusion and make individuals feel like they do not belong. Furthermore, microaggressions can reinforce harmful stereotypes and contribute to systemic inequalities.
Decreased job satisfaction and productivity
Microaggressions can lead to decreased job satisfaction and productivity. These actions can create a hostile work environment and make employees feel uncomfortable or unwelcome. Furthermore, repeated exposure to microaggressions can lead to burnout and a decrease in job performance.
Increased turnover rates
Microaggressions can contribute to increased turnover rates. These actions can make employees feel like they do not belong or are not valued, leading them to seek employment elsewhere and high turnover rates can be costly for organizations.
Strained relationships and social exclusion
Microaggressions can lead to strained relationships and social exclusion. These actions can make individuals feel like they do not belong or are not valued, leading to social isolation.
Reinforcement of harmful stereotypes and biases
Microaggressions can reinforce harmful stereotypes and biases. These actions can contribute to systemic inequalities and create a hostile social environment for individuals from marginalized groups.
How to Address Microaggressions
✅ Apologize and take responsibility
Apologizing and taking responsibility for any microaggressions that you may have exhibited is crucial in creating a more inclusive society. This can involve acknowledging the harm that has been caused and expressing a commitment to learning more about the experiences of individuals from marginalized groups.
✅ Pay attention to your own behavior
It is essential to pay attention to your own behavior and identify any microaggressions that you may be exhibiting. This can involve reflecting on your own biases and assumptions and examining your interactions with individuals from marginalized groups.
✅ Listen to others' experiences and perspectives
It is crucial to listen to other's experiences and perspectives and understand the impact that microaggressions can have on individuals. This can involve seeking out feedback from colleagues or seeking out educational resources to learn more about the impact of microaggressions.
✅ Commit to change and ongoing education
It is important to commit to change and ongoing education when addressing microaggressions. This can involve seeking out educational resources, attending workshops and trainings, and engaging in ongoing self-reflection and learning.
Creating a Culture of Inclusion
Creating a culture of inclusion is essential in addressing microaggressions and promoting a more equitable society. The following are some strategies for creating a culture of inclusion.
Emphasize the organization’s commitment: It is important to emphasize the importance of inclusion and communicate that creating a more inclusive society is a priority for your organization. This can involve developing a mission statement or values that emphasize inclusion and promoting these values throughout the organization.
Educate employees on microaggressions and their impact: It is important to educate employees on microaggressions and their impact. This can involve providing educational resources, hosting workshops and trainings, and creating opportunities for dialogue and discussion.
Encourage open communication and feedback: Encouraging open communication and feedback is essential in creating a culture of inclusion. This can involve creating spaces for individuals to share their experiences and perspectives and providing opportunities for feedback and dialogue.
Take action to address any instances of microaggressions: Taking action to address any instances of microaggressions is crucial in creating a culture of inclusion. This can involve establishing clear policies and procedures for addressing microaggressions, providing support for individuals who have experienced microaggressions, and holding individuals accountable for their behaviour."
Microaggressions are often dismissed with variations of “they didn’t mean it that way” or “that wasn’t really racist”.
However, as an organization it’s important to understand what is really being said to and heard by marginalized groups. As an organization, you should work to identify the different types of microaggressions and their impact to develop strategies for addressing microaggressions.
By educating ourselves and taking action to address microaggressions, we can work towards creating a more inclusive and safe workplace.