In today’s workplace, it’s important to foster an inclusive and respectful environment as defined in Canada’s employment framework. Yet, many people may unknowingly engage in behaviors that undermine this goal. Small and subtle comments or gestures that convey dismissive or derogatory messages often slip under the radar. However, they can have a profound impact on employee morale, trust, and overall company culture. Psychologists often compare them to death by a thousand cuts!

If you’ve ever found yourself wondering whether a seemingly innocent remark might have unintentionally hurt someone, you’re not alone. Recognizing and addressing these issues can lead to a more supportive workplace for everyone!

This article aims to unpack the concept of microaggression at work, explore the different forms, and offer practical insights for employers and employees alike.

What is Microaggression?

Picture this: during a team meeting, someone says to a colleague, “You speak such good English.” It sounds like a compliment, right? But to your colleague, it could imply that because of their background, they’re not expected to speak well. This is an example of a microaggression.

Microaggressions are everyday comments or actions that, intentionally or not, target someone based on race, gender, or other identity traits, often based on common myths or misconceptions. While they may seem small, their impact is significant. Often, these behaviors stem from unconscious bias—preconceived notions we act on without realizing. Microaggression at work can chip away at the mental health and morale of employees, which can impact the workplace culture.

Different Types of Microaggressions

Microaggressions at work can take many forms.

Microinsult: subtle jabs, like saying, “You’re so articulate for someone your age.” This is a comment that appears harmless but carries an underlying stereotype.

Microassaults: which are more overt, such as mocking someone’s accent or name.

Microinvalidations: happen when someone’s experiences are dismissed, like saying, “This wasn’t intentional,” or “I don’t see color,” which ignores a person’s racial identity and experiences.

Each of these forms reinforces the feeling of being an outsider, eroding trust and morale over time.

How Can Microaggressions Manifest at Work?

You might wonder how these subtle actions show up in a professional environment. They are often incorporated into everyday interactions. Examples of how microgeneration at work can manifest include:

Bias in hiring: It could be a hiring decision where a candidate with a “foreign” name gets passed over, or it could be the exclusion of a team member from important meetings because they’re seen as “different.”
Questioning qualifications: Asking a candidate from a marginalized background, “How did you qualify for this role?” implies that their presence in a professional setting is unexpected or unearned, suggesting doubt about their qualifications.
Exclusion: Not inviting people of color to meetings.
Undermining authority: when a woman in a leadership role has her decisions constantly questioned or has men on the team explain concepts or terms that she already understands, undermining her expertise and conveying a lack of respect for her skills.

These small slights add up, creating an atmosphere where certain employees feel undervalued or marginalized. Over time, signs of microaggressions become evident through low employee morale, decreased productivity, and high turnover rates, especially among underrepresented groups.

What If You Have Committed a Microaggression

We’re all human, and we all make unintentional mistakes. If someone called you for unintentionally making a comment or did something that qualifies as a microaggression, what should you do now?

1- Pause: take a deep breath to recognize what happened!

2- Do not center yourself: it’s uncomfortable to be in this situation, but it’s about the person impacted, not you. Put yourself in this person’s shoes, having to hear these kinds of comments and endure those actions a lot. It can be damaging to their mental health.

3- Apologize: resist the urge to explain or defend your intentions—focus instead on acknowledging the hurt caused.

4- Listen: give the person affected the space to share how they felt and really hear their perspective.

5- Reflect: take some time to think and ask yourself, “Why did I say or do that?” Understanding your own unconscious biases is crucial for personal growth and preventing future incidents. What’s most important is to know that no one is immune to biases, but recognizing them can help you make better choices in the future.

6- Follow up: offer the opportunity to continue the conversation in the future and share your personal growth plan, such as reading more about this topic and discussing it with your co-worker.

The Risks of Microaggression at Work

If microaggressions go unchecked, they can have serious consequences. Although they may not always constitute harassment or discrimination as defined under the Ontario Human Rights Code, they can contribute to a hostile or unwelcoming work environment, particularly when they are part of a pattern of behavior.

Beyond damaging relationships, microaggressions lower morale and can lead to poor mental health in the workplace. Employees who experience frequent microaggressions are more likely to feel isolated and eventually leave the company. This isn’t just a loss of talent—it’s also a reputation and brand issue, which can lead to repelling potential talent from your company.

In a time where workplace culture is increasingly important to job seekers, organizations known for tolerating discriminatory behavior will struggle to attract top talent. Businesses that foster an inclusive environment, on the other hand, are far more likely to thrive.

Responding to Microaggressions

If you witness a microaggression at work or are on the receiving end, it’s essential to evaluate the relationship and the situation. Sometimes, it is safer not to speak up. If you decide to address it, you don’t have to be confrontational to address the issue.

A simple “I don’t think that came across how you meant it” can open a conversation.

For those who are impacted, expressing how the action made you feel can help raise awareness. Saying, “That comment felt dismissive of my experience,” puts the focus on how the behavior affected you rather than blaming the other person.

While conversations like these can be uncomfortable, they are necessary to break down the ingrained behaviors that fuel microaggressions.

What Can Employers Do About Microaggressions?

For employers and leaders, responding to microaggressions is about more than just resolving conflicts. It’s about creating an environment where employees feel safe and supported. The first step is to listen carefully to any reports of microaggressions. Dismissing complaints or minimizing them is a surefire way to lose trust.

Once an issue is raised, take it seriously. Offer support to the employee affected and address the behavior of the person responsible. Implement regular unconscious bias training for all employees, provide clear, actionable steps for addressing microaggression at work, and follow the federal requirements to prevent harassment in the workplace.

This is not a one-time fix. It’s an ongoing effort to build a respectful and inclusive workplace culture.

What Not to Say in Response to Microaggressions

It’s important to know what to avoid when handling microaggressions.

✗ Never dismiss the complaint by saying, “You’re overreacting,” or, “That wasn’t my intention.” Intent doesn’t erase the impact.

✗ Never blame the person affected or turn the issue into a “misunderstanding”; this will only exacerbate the damage.

Instead, focus on acknowledging the hurt and taking steps to prevent it from happening again.

Reverse Microaggression

While microaggression at work diminishes employees’ identities, micro-affirmations uplift and validate them; these are small, subtle gestures or comments that recognize and validate a person’s identity, contributions, or experiences. They are positive affirmations that foster inclusion and support.

For instance, during a meeting, acknowledging a colleague’s unique perspective by saying, “That’s a great point; I hadn’t considered that before,” can make them feel valued. Similarly, acknowledging someone’s achievements by saying, “Your hard work on this project made a significant impact.” and actively including diverse voices in discussions or decision-making processes.

Microaffirmations play a crucial role in building a positive workplace culture. They encourage employees to express themselves freely and promote inclusivity. By intentionally practicing microaffirmations, leaders can create an environment where everyone feels appreciated and empowered.

Addressing microaggressions requires continuous reflection and action. Employers must look closely at how they contribute to a biased culture and what they can do to change it. The question is, how will you make sure that microaggressions have no place in your workplace?

Frequently Asked Questions (FAQs)

Q: What is a microaggression?
– A microaggression is a subtle, often unintentional comment or action that conveys a derogatory or dismissive message toward a marginalized group.

Q: How does microaggression differ from overt discrimination?
– Unlike overt discrimination, which is direct and obvious, microaggressions are often subtle and may go unnoticed by the perpetrator, making them harder to identify and address.

Q: Can microaggressions be unintentional?
– Yes, many microaggressions are unintentional and stem from unconscious biases. However, the impact on the recipient can still be significant.

Q: How can I recognize if I am committing microaggressions?
– Self-reflection and feedback from colleagues are crucial. If someone indicates that a comment or action was hurtful, take it seriously and examine your intentions and biases.

Q: What should I do if I experience microaggression?
– You can address it by expressing how the comment made you feel, either directly to the person or by seeking support from HR or a trusted colleague.