How To Combat Microaggressions In The Workplace

There is nothing small about microaggressions in the workplace. “The biggest misconception about microaggressions is that it stands for ‘small aggressions’ and therefore people should just get over it. In reality, the term microaggression actually refers to behaviors between individuals (as opposed to systems or policies) and the impact is anything but small, says DEI consultant and career coach Jess Wass. 

Why microaggressions in the workplace are devastating 

DEI experts often refer to microaggressions as “death by a thousand cuts.” These cuts can include everyday racism, sexism, ableism, and heterosexism, says Bree Becker, Ph.D., DEI strategist at Tangible Development. And they lead to long-term damage – the effects of microaggressions are “persistent and cumulative in their impact,” says Wass. The result is devastating. 

“People are deeply affected by microaggressions, and it can impact whether they are able to do their work because there is a question of trust and whether their full selves are welcome in the workplace,” says Becker. The thing is, these attacks can be subtle and easy to miss. And the intention behind a gesture doesn’t matter – even if someone didn’t intend to cause harm, they could still be perpetrating a microaggression. 

If leaders are serious about creating inclusive organizations, they need to actively address and combat microaggressions. 

Examples of microaggressions in the workplace 

Since you can’t actually prevent something you are not aware of, it’s important to understand what microaggressions can look like in action at work. Sometimes, they are obvious. Other times, they are hard to identify. “Microaggressions can range from super blatant and aggressive attacks like racial slurs to subtle slights,” says Wass. 

According to Becker, if women on your team are constantly interrupted, usually by men, it’s a microaggression. When a team member makes comments about how often another team member steps away from meetings to pump milk for their infant, it’s a microaggression. When someone asks a transgender person or someone who knows them about their sex assigned at birth, it’s a microaggression. Asking a BIPOC person where they went to school after they give a presentation? Yep, microaggression. Comments like “Where are you really from?” also fall into that category, adds Becker. 

Microaggressions often happen during daily small talk. “There are many microaggressions that can put people in uncomfortable situations that force them to reveal parts of their identity that they otherwise might not have revealed at that time,” says Wass. For example, assuming someone has a heterosexual partner and asking “What does your wife do?” may seem innocuous, but it can be harmful. 

Tips to combat microaggressions at work 

Once you understand how common microaggressions are, you can start intervening. Becker recommends beginning with a “climate assessment” of your workplace: “Because microaggressions are so invisible to folks, assessments to determine the culture within a workplace and how the staff with marginalized identities experience it are essential. These assessments will show leadership through qualitative and quantitative data where inequities are and identify where growth is needed.” 

Education is the next most crucial step. “The best way to combat microaggressions in the workplace is to first educate your employees on what microaggressions are because most people do not understand the term. It’s also an opportunity to share examples of microaggressions people have experienced so others can be aware of transgressions they may be susceptible to making,” says Wass. 

Providing all staff – not just leaders – with DEI education and training is important. As Becker puts it, it gives everyone the responsibility to shift the culture away from one that ignores microaggressions. It also equips team members with skills and tools to combat microaggressive situations and prevent escalations. 

While DEI is everyone’s business, leadership must take responsibility for workplace culture. “Leadership is ultimately responsible for shifting the culture of the workplace and role-modeling the behavior they want to see, which will result in a better workplace for everyone,” adds Becker. According to her, it’s also critical to recognize that shifts in workplace culture can’t happen unless staff with marginalized identities are given the support they need to name issues and the resources to demonstrate where issues exist. 

Finally, remember that while microaggression training is great, consistent action and habits are key to lasting change. “The main goal of microaggression training is to create a conversation. It is a lofty, but unlikely, goal to eradicate microaggressions completely right away,” according to Wass. “However, you can get to a place where people can work through situations with respect and humility so that it reinforces a culture of inclusion and belonging.”