Beyond the Surface: Confronting Microaggressions in the Workplace

A microaggression is a subtle or sometimes unintentional verbal, behavioral, or environmental slight that expresses a prejudiced attitude towards a member of a marginalized group. These actions can be directed at racial minorities, LGBTQ+ individuals, or other historically marginalized groups discriminated against for age, gender, language or culture. Rather than overt declarations of racism or sexism, they often take the form of offhand comments, inadvertently painful jokes, or pointed insults. Perpetrators are often oblivious to their own bias and therefore act or speak without forethought.

A 2019 survey by Glassdoor found that 61% of men and women had witnessed or experienced workplace discrimination based on age, race, gender, or LGBTQI+ identity.

Impact on LGBTQ+

In a McKinsey survey (October 2022) nearly one-third of surveyed LGBTQ+ employees reported experiencing a microaggression at the workplace – being interrupted or talked over, for example. “This figure varies according to different subsets within the LGBTQ+ community,” says partner, Monne Williams and co-authors. “For instance, LGBTQ+ women and transgender employees were more likely than gay men to report experiencing microagressions at work.”

Language and other insults

Unconscious insults are ingrained in our language, most likely uttered without filtering.

Some examples are:

• “Blacklist” refers to a list of things that are seen negatively; “whitelist – a list of things that are seen positively.
• “Man up” aligns gender with strength or competence.
• “Peanut gallery” originated in the 1800s and referred to the sections of segregated theaters usually occupied by Black people.

Other examples are:

• Gender stereotypes: Making assumptions based on gender roles, such as expecting women to be nurturing or men to be assertive.
• Interrupting or mansplaining: Dismissing or talking over women during discussions, assuming they need explanations even when they don’t.
• Gendered language: Using terms like “bossy” for assertive women or “emotional” for men expressing feelings.
• Assuming heterosexuality: Asking questions like “Do you have a boyfriend/girlfriend?”, without considering diverse sexual orientations.
• Misgendering: Using incorrect pronouns or assuming someone’s gender identity based on appearance.
• Invisibility: Ignoring LGBTQ+ identities by not acknowledging their existence or experiences.
• Overcompensating: Treating people with disabilities with excessive sympathy or avoiding them altogether.
• Assuming socioeconomic status: Making assumptions about someone’s financial situation based on appearance, accent, or occupation.
• Discounting financial struggles: Saying things like “Money isn’t everything” or “Just work harder”, minimizes the impact of economic disparities.

Society on the whole may want to dismiss harmful innuendoes as being oversensitive, but “Research is clear about the impact seemingly innocuous statements can have on one’s physical and mental health, especially over the course of an entire career: increased rates of depression, prolonged stress and trauma, physical concerns like headaches, high blood pressure, and difficulties with sleep,” Harvard Business Review writes. This may result in a lack of focus and decreased productivity.

Microaggressions can negatively impact careers causing increased burnout and less job satisfaction. These require both intellectual and emotional resources to recover from them.

While it is without thought that these slights or offending comments are committed, their impact is profoundly hurtful and far-reaching.

“There is something deeply concerning about being intentionally aggressive towards others in our workplaces”, says Kamil Stefanczak, Consultant at Signium Poland. “Such situations (micro or not) need to be confronted with core values, hopefully well-understood and consistently communicated over time, within the organization.”

Career stunting

Unaddressed, these negative statements can create tension and conflict within teams where the affected individuals might feel excluded or isolated, causing a breakdown of effective teamwork and collaboration. Feeling undervalued and unsupported can discourage employees from pursuing promotions and leadership positions.

Employees who consistently experience offensive remarks may leave the organization for a more inclusive and respectful work environment. This process can result in a high turnover rate, which is costly for companies in terms of recruitment and training.

Language slurs and unintended discriminatory behavior can contribute to a toxic culture where marginalization and disrespect are normalized. This negativity damages employee morale and affects the company’s overall culture and values.

Organizations that fail to address this issue risk creating an unwelcoming atmosphere for diverse talent. This can hurt efforts to attract and retain employees from different backgrounds, limiting diversity and innovation.

Daily practice and zero-tolerance

Leading by Example: Leaders must act on these subtle abuses confidently and decisively to demonstrate what is accepted in the workplace. This demonstrates to employees that the workplace is psychologically safe by calling out offenders and effectively managing microaggressions when they happen.

If you catch yourself in a slight or have this behavior pointed out to you, apologize. Choose an appropriate time and a safe environment for the apology. If necessary, seek clarity on the offense to better understand the employee on the receiving end and strengthen the relationship going forward.

Workplace safety: Leaders must model respectful behavior and demonstrate zero tolerance for microaggressions. Because of the under-the-radar tendency of these remarks, C-suite and HR professionals have the responsibility to correct individuals when they become aware that these offenses have happened. Treating everyone with dignity and respect creates a positive environment for the entire organization.

Stefanczak adds, “Unintentional (micro) aggressions arise mostly from lack of consciousness or empathy. The best way to prevent this behavior, I believe, would be to acknowledge its existence and provide practical ways to avoid it. In the end, it’s about working together for the greater good of the company.”

Facilitate honest discussions: Encourage open conversations about insensitive language and behavior. The C-suite can create safe spaces for employees to share their experiences and concerns. These discussions help raise awareness and promote understanding.

Build a supportive culture: An inclusive workplace involves promoting diversity, equity, and inclusion initiatives, implementing anti-bias training, and ensuring that policies and practices are fair and transparent.

Commit to lasting change: This includes revising policies, addressing systemic issues, and holding individuals accountable for their behavior. Consistent commitment to change is essential.

Finally, it’s about increasing your sensitivity and consciousness. Check your own biases and have your antennae projecting into your teams to ensure there is no covert or overt discrimination. Always intervene with a response that resets the balance and demonstrates your commitment to a diverse and inclusive environment.