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

Sep 20, 2023

Before diving into this blog post, be sure to check out and read Part One

As a Black CPO, I have witnessed, addressed, and even experienced microaggressions too many times to count. Microaggressions towards Blacks are unfortunately all too common in our society, and they can have a significant impact on the wellbeing and professional development of Black individuals in the workplace. Here are some examples of microaggressions that Black people may experience in the workplace:

1. Assuming that a Black person is in a lower-level job or assuming that they are not qualified for higher-level positions.

2. Commenting on a Black person's hair or appearance in a way that is inappropriate or uncomfortable. When Black individuals are asked about their hair or told that it is "unprofessional," it can be a form of microaggression. This can also occur in the workplace, where Black employees may be subjected to policies that ban natural hairstyles, which can be a form of discrimination.

3. Using language that is racially charged or insensitive, such as using the N-word or other racial slurs. Or making jokes or comments that trivialize or dismiss racial issues or concerns.

4. Making assumptions about a Black person's experiences or cultural background.

5. Assigning tasks or roles to a Black person based on stereotypes, such as assuming that they are good at sports or that they are not good with technology.

6. Interrupting or talking over a Black person in meetings or conversations.

7. Echoing common societal stereotypes or having even Melanophobia (an unhealthy fear of the color black or dark colors). Describing Black employees as "scary" "angry" or "unapproachable" without attempting to approach, understand, get to know, or address this properly with support. It may show up more subtly when non-Black employees describes a Black employee to others as "difficult to work with" or "difficult to provide feedback to" even though they may have never attempted to provide feedback they only made an assumption.

8. Failing to give credit or recognition to a Black employees' contributions or ideas. Or worst, recognizing that it's a good idea, then taking credit for their work or giving another (non-Black) team member credit for the Black employees work or ideas.

9. Asking a Black person to speak on behalf of their entire race or to be the spokesperson for diversity issues in the workplace. When Black individuals are asked to speak for their entire race, it can be a form of microaggression. This can happen in the workplace, where Black employees may be asked to represent the "Black perspective" on an issue, regardless of their individual experiences or opinions.

10. Telling a Black person that they are "articulate" or "well-spoken," implying that this is surprising or unexpected. When Black individuals are told they are "articulate" or "well-spoken," it can be a form of microaggression. This implies that there is a lower expectation of Black people's intelligence or communication skills and reinforces stereotypes about the supposed inferiority of Black individuals.

11. Being followed, monitored or held to a different standard than other non-Black employees. When Black individuals are followed or monitored in stores or public spaces because of the color of their skin, it can be a form of microaggressions. This can also occur in the workplace, where Black employees may be subjected to being held to a different standard than other employees, extra scrutiny or surveillance, which can create a hostile work environment.

It's important to note that microaggressions can be subtle and may be completely unintentional, however they can still have a negative impact on Black employees and contribute to a hostile or unwelcoming workplace environment.

Microaggressions towards Blacks can take many forms, but they all communicate subtle messages of bias and exclusion. It's important for individuals and workplaces to recognize and address these microaggressions to create a more equitable and inclusive environment for Black individuals.

How to Identify & Address Microaggressions

In order to create a truly inclusive workplace, it is important to learn how to identify and address microaggressions when they occur. Here are some tips to get started:

1. Educate yourself: The first step in addressing microaggressions is to educate yourself on what they are and how they impact individuals in the workplace. Learn about different types of microaggressions and their impact on different groups of people. This will help you recognize when a microaggression is occurring and allow you to address it appropriately.

2. Listen and validate: If someone comes to you with a concern about a microaggression, it is important to listen to them and validate their feelings. Let them know that you take their concerns seriously and that you are committed to addressing the issue.

3. Speak up: If you witness a microaggression occurring, speak up in the moment. Address the behavior directly and let the person know that what they said or did is not acceptable. Be clear and concise in your feedback, but also remain respectful.

4. Use "I" statements: When addressing a microaggression, use "I" statements instead of "you" statements. For example, instead of saying "You are being racist," say "I feel uncomfortable with what you just said." This will help keep the conversation focused on the impact of the behavior rather than attacking the person's character.

5. Avoid being defensive: It is natural to feel defensive when someone points out a microaggression you may have committed. However, it is important to resist the urge to be defensive and instead try to understand the impact of your words or actions. Take responsibility for your behavior and commit to doing better in the future.

6. Create a culture of inclusion: Finally, the best way to address microaggressions in the workplace is to create a culture of inclusion. This means actively working to promote diversity, equity, and inclusion in all aspects of the workplace, from hiring and promotion practices to day-to-day interactions between colleagues.

Microaggressions are a serious issue in the workplace, and as a CPO I have witnessed them and experienced them personally, by educating ourselves, speaking up, using "I" statements, avoiding defensiveness, and promoting a culture of inclusion, companies can create a workplace that is truly welcoming and inclusive for everyone.