Workplace Microaggressions: How to spot, address and educate (Part 1)

Feb 26, 2024·By Damesha Craig

The term racial microaggressions was first proposed by psychiatrist Chester M. Pierce, MD, in the 1970s, and has since significantly amplified the concept to apply to more than just race. In today's increasingly diverse and multicultural workplaces, microaggressions are a real and pressing issue. These are subtle or indirect expressions of prejudice, often unconsciously made by well-meaning individuals who may not realize the harm they are causing. Microaggressions can lead to feelings of discomfort, exclusion, stress and even trauma for individuals who are targeted.

Microaggressions are subtle, indirect expressions of bias that can have a significant impact on people's lives. These expressions are often unintentional, but can still cause harm and exclusion to marginalized groups. In the workplace, it is essential to identify and address microaggressions to ensure that everyone feels included and valued. In this two part blog post, I will discuss some examples of microaggressions in the workplace, how to identify them and ways to address them.

First let's LTL: Learn The Lingo

Microinterventions need to underline the message within the microaggression. For allies, microinterventions involve three strategies:

Make the invisible, visible. “Oftentimes the perpetrator is unaware that they have engaged in demeaning or offensive comments, so you have to make that visible to them,” Sue said.

Educate the perpetrator by “[shifting from] the focus of what the person intended to the impact.

“Often when you turn to a person who engages with a microaggression and you point it out to them, they say, ‘That wasn’t my intention at all. Why are you so sensitive?’” You lose the argument when you focus on intention because you can’t prove intent. Focusing on the impact of the microaggression is more meaningful and humanizes the experience of the tartget and allows for an opportunity to properly educate the perpetrator.

Different types of Microaggressions

Microinsults

Microinsults are subtle comments or behaviors that communicate a negative message or stereotype. For example, saying to an Asian coworker, "Your English is excellent," implies that they are not a native speaker and reinforces the stereotype that all Asians are foreigners. To identify microinsults, pay attention to the underlying message and assumptions in the comment or behavior.

Microinvalidations

Microinvalidations are subtle behaviors or comments that invalidate a person's identity or experiences. For example, asking a Black coworker, "Where were you born?" implies that they are not a true American and reinforces the stereotype that they are immigrants. To identify microinvalidations, look for comments or behaviors that dismiss a person's identity or experiences.

Microassaults

Microassaults are subtle behaviors or comments that are intended to hurt or offend someone. For example, telling a LGBTQ+ coworker, "That's so gay," implies that being LGBTQ+ is negative and reinforces the stereotype that all LGBTQ+ people are abnormal. To identify microassaults, look for comments or behaviors that are intentionally hurtful or offensive. Some other examples, "When I look at you, I don't see color.” “It must have been easy for you to get into the grad program because you're Black.” “As a woman, I know what it's like to be in a minority group.”

Microaggressions through actions

Microaggressions can also be conveyed through actions, such as avoiding or ignoring someone, refusing to work with them, or excluding them from conversations, events, lunches or gift giving. For example, if a group of coworkers always goes out for drinks after work but never invites the Muslim coworker because they assume they don't drink alcohol, this is a microaggression through exclusion. To identify microaggressions through actions, look for behaviors that exclude or marginalize someone.

Personally, I recall experiencing this multiple time. One example, I was the only black team member on a team and one of the female team members (who consistently used microaggressions freely) organized a Secret Santa with the team and completely excluded me. This was one of many blantant ways she attempted to exclude or tried to marginalize me. When others on the team go along with this type of behavior or remain silent it means they are complicit.

Microaggressions can take many forms, but they all communicate subtle messages of bias and exclusion. To identify microaggressions in the workplace, pay attention to the underlying message and assumptions in comments and behaviors, and look for patterns of exclusion or marginalization. By addressing microaggressions when they occur, we can create a more inclusive and equitable workplace for everyone.

Check out Part 2: Workplace Microaggressions towards Blacks: How to spot, address and educate (Part 2)

ADDITIONAL READING

The Microaggressions Towards Black Women You Might Be Complicit In At Work by Bianca Barratt

HOW TO STOP AND SPOT MICROAGGRESSIONS IN THE WORKPLACE by Julie Kratz

Ways to be a better ally for your black co-workers:

https://www.cnbc.com/2020/06/03/how-to-be-a-better-ally-for-your-black-coworkers.html

Harvard business review: Dear White Boss…

https://hbr.org/2002/11/dear-white-boss