Microaggressions in the Workplace: Understanding & Navigating Unconscious Bias
Imagine a scenario where you are in a meeting, sharing your ideas and opinions, reflecting on your expertise, when suddenly a co-worker intervenes, saying, “You’re so articulate for someone coming from your background.” While this might initially seem like a compliment, it reveals an underlying preconceived notion the coworker has of your community or culture. At that moment, you might start to lose confidence and question your sense of belongingness. This is a clear instance of microaggression in the workplace.
Many of us have faced situations where our culture or identity overshadows our abilities and skills. The preconceived notions reflected through insensitive actions or behaviors are categorized as microaggressions.
This blog delves into microaggressions, their triggers, their impact, and how to respond to them.
A 2019 survey found that 26 percent of 4,274 adults said they had experienced microaggression at work, and another 22 percent were unsure if they had. Thirty-six percent had witnessed microaggression in the workplace.
What are Microaggressions?
Microaggressions are statements, actions, and behaviors directed toward marginalized communities that leave them uncomfortable or insulted.
The term “Microaggression” was first coined in the 1970s by Harvard University psychiatrist Dr. Chester M. Pierce to describe subtle put-downs and indignities experienced by African Americans regularly. Since then, psychologists have expanded the contextual use to incorporate behaviors toward marginalized groups.
Psychologist Derald W. Sue, who has two books named to him on marginalization, defines the term as "The everyday slights, indignities, put-downs and insults that people of color, women, LGBT populations or those who are marginalized experiences in their day-to-day interactions with people."
Subtly presented as jokes or compliments, microaggressions are steeped with hidden insults. People may not intend to harm the person or the targeted group. They do not even realize they have made a microaggressive comment or action. They are unintentional acts of discrimination that leave behind a trail of uncertainty on the sense of belonging.
Microaggression emanates from our deeply rooted biases against those who differ from us. Often a result of our upbringing and societal conditioning, many people are unaware of these biases ingrained in them until they interact or confront them in person. A workplace is a typical setting in which people are more subjected to experiencing microaggressions.
Subgroups of microaggressions:
Microinsults: These are rude and insensitive comments directed towards a person’s heritage or identity, such as gender, ethnicity, or language. They are verbally or non-verbally communicated.
Microassaults: These are explicit attacks aimed at deliberately hurting marginalized groups through avoidant behavior, name-calling, or other discriminatory actions. It perfectly displays their rooted prejudices against the people.
Microinvalidations: These are statements or conversations that invalidate or negate the identities of people in marginalized groups. These are common in workplaces and healthcare settings.
Examples of Microaggression in the Workplace
We have gained a decent understanding of microaggressions. To further enhance it, let's explore some examples. These examples will illustrate how microaggressions manifest in the workplace.
Microaggressions can appear in different forms- verbally, behaviorally, or environmentally. Let’s delve into each form to get more clarity.
According to a study,
* 57% of African Americans reported discrimination in pay and consideration for promotions.
* 31% of women say they have been discriminated against when applying for jobs due to their gender.
* 51% of African Americans say they have personally experienced people using racial slurs against them.
* 35% of Asian Americans report personally experiencing people making insensitive or offensive comments or negative assumptions about their race or ethnicity.
Verbal: In this microaggression, employees utter something disrespectful and offensive towards coworkers belonging to a marginalized group.
- Managers praising a black employee, “You are so articulate,” suggests that they are surprised by the employee’s eloquence because of the race they belong to.
- An employee telling a coworker with a foreign accent, "Your English is really good," implies a sense of surprise that they are proficient in English despite coming from a non-native English-speaking country.
- An employee mispronounces someone’s name because it's difficult to say, and they do not wish to put effort into it.
- A colleague says to a Latino coworker, "You don't look Hispanic," implying that there is a certain way people from that ethnicity should look.
Behavioral: In this form of microaggression, the actions displayed by employees reinforce stereotypes and showcase their insensitivity toward someone’s identity.
- Assuming that Black employees are in lower-ranking positions without evidence and asking them to perform tasks irrelevant to their job description.
- A coworker moves away when a person of a different race or ethnicity sits next to them in a meeting, indicating discomfort based on racial bias.
- An employee organizing a team lunch does not invite a colleague who uses a wheelchair, implicitly suggesting they are not part of the group.
- A manager consistently overlooks a female employee during meetings, not making eye contact or acknowledging her contributions, thereby reinforcing gender bias.
Environmental: These microaggressions are widespread in society through the absence of representation, inclusion, or diversity.
- Company promotional materials, websites, or office artwork that only feature images of white employees, ignoring the diversity within the organization.
- Scheduling important meetings or team events on major religious holidays of other cultures without considering the observance of these events by employees.
- Not assigning executive positions to people belonging to diverse cultures and backgrounds.
- Naming the important infrastructures after white men.
How can Microaggression Impact your Workplace
It is understandable that someone might utter something offensive or painful without intending it. Often, people are unaware of the impact their words or actions can have on others, given how people undergo different sets of experiences that shape them.
However, regardless of the intentions, people get affected by these actions that take a negative turn. Once the harm is done, there is no undoing it.
To illustrate, let’s explore the adverse impact microaggressions can have on your organizational health.
1. Erodes Trust and Team Cohesion
Microaggression creates an atmosphere of mistrust and discomfort among employees. When individuals feel targeted or marginalized, they lose their trust in colleagues and management. This erosion of trust fragments teams, impacting collaboration and social cohesion.
2. Reduces Employee Engagement and Productivity
Employees experiencing microaggressions in the workplace often feel undervalued and disrespected, dwindling their motivation levels and engagement. Lower engagement levels reduce productivity as employees become less enthusiastic about their work. As a result, this goes on to create a toxic culture.
3. Increases Stress and Mental Health Issues
Frequent exposure to microaggressions can cause emotional baggage on employees, leading to increased stress, anxiety, and other mental health issues. This, in turn, impacts the organization through increased absenteeism, lower job satisfaction, and high turnover rates.
According to a study on the impact of race and ethnicity on the work experiences of minority resident physicians, it was found that minority residents reported experiencing microaggressions from other residents, leadership, and even patients. Many of these experiences led to increased stress, burnout, and other negative mental health effects.
4. Hinders Diversity and Inclusion Efforts
Microaggressions directly counteract and hinder diversity and inclusion initiatives, making marginalized groups feel unwelcome and secluded.
This lack of inclusion can cause turnover among diverse employees to surge, further causing difficulty in attracting top talent from various backgrounds.
A survey found that respondents of all backgrounds encounter barriers to feeling included—and that women, respondents who are ethnic and racial minorities, and those who identify as LGBTQ+ encounter additional challenges.
Recommended Resource: Diversity, Equity, Inclusion, and Belonging (DEIB)
5. Damages Company Reputation
If a workplace continues to tolerate microaggressions without taking any suitable actions to curb them, the company can develop a negative internal and external reputation.
A poor reputation repels potential employees and clients, losing its charm to attract and retain talents. It also leads to increased scrutiny and possible legal issues.
6. Increases Legal Risks
Microaggressions, when unchecked, can lead to harassment and discrimination claims. Legal disputes can be expensive and damaging to the organization’s reputation. Ensuring a workplace free of microaggressions helps mitigate these risks and promotes a safer, more respectful environment.
After understanding how unaddressed microaggressions in the workplace can take a negative turn, you would want to know how to respond to and address them. Further sections will assist you in this endeavor.
Responding to Microaggressions
Microaggressions, whether verbal, behavioral, or environmental, can drastically impact an individual's well-being and overall workplace environment. Therefore, it is essential to develop strategies to respond when you witness microaggression around you.
These strategies can help mitigate the adverse effects of microaggressions and promote a culture of understanding and empathy. Here are some constructive approaches to responding to microaggressions:
1. Decide the Right Time to Respond
When faced with microaggressions, choosing an appropriate moment to respond to them is essential. While some cases demand immediate reactions, others require emotions to settle.
Responding at the right time ensures that the conversation is constructive, focusing more on the resolution than aggravating tensions. Responding to microaggressions in the heat of the moment may hinder productive dialogue.
Opting for a calm, private setting can evoke more meaningful and respectful conversation, leading to positive outcomes.
2. Open Communication to Understand if the Incident Was a Microaggression or Not
Open communication with the involved parties plays a significant role in clarifying the intent and impact of the remark or action. Ask questions and share perspectives to determine whether the incident was a microaggression or not.
Open communication helps distinguish between misunderstandings and genuine microaggressions. It further prevents misinterpretations and cultivates an environment of mutual respect and learning.
The open discussion allows people to explain its intent, preventing the eruption of similar issues in the future.
3. Consider Contacting HR
If microaggressions persist and continue to cause significant harm, it becomes necessary to involve HR. They can guide on addressing the situation formally and ensure it is documented appropriately.
Involving HRs ensures that the issues are handled as per company policies and legal requirements. Exhibiting a neutral perspective, HR can mediate the situation and help resolve problems effectively.
This step highlights the sincerity with which organizations are committed to maintaining a respectful and inclusive workplace.
How to Address a Microaggression You Committed
If you realize that you have committed a microaggression, it is crucial to address it with care. The following steps can help you address microaggressions thoughtfully, considering all critical aspects:
1. Acknowledge and Avoid Getting Defensive
The very first step to address microaggression is to acknowledge your involvement in it. Instead of becoming defensive, accepting responsibility takes you a step toward resolution. Taking responsibility demonstrates your respect for the impacted individual and your commitment to improvement and growth.
2. Listen Actively and Validate Their Experience
Make sure to listen to the person who has experienced microaggression actively. You can validate their feelings by empathizing with their perspective. Both listening and validating are significant for demonstrating genuine concern for the affected individual’s experience.
This practice helps to rebuild trust and shows that you value their feelings. You can create a safe space for them to express their concerns by listening to them without interruption.
This approach not only aids in resolving the immediate issue but also contributes to a more inclusive and supportive workplace culture.
3. Offer a Sincere Apology
You must sincerely apologize for the microaggression, acknowledge the harm caused, and express regret for your actions. It shows your sincerity and remorse for the hurt caused. It shows your sincerity and remorse for the hurt caused. It mends relationships and demonstrates your commitment to change, contributing to a culture of accountability and respect.
4. Thank Them for Bringing it to Your Attention
Thank the coworker for the courage shown in addressing microaggression with you. Your expression of gratitude for the feedback highlights your willingness to engage in challenging conversations.
This openness in discussing microaggression through your response can encourage others to open up about their experiences, promoting a culture of transparency and continuous improvement.
5. Commit to Learning and Change
Showcase a commitment to learning from the incident and change your ways to avoid microaggressions in the future. Engage in educating yourself about different cultures, biases, and inclusive behaviors.
Committing to learning and change is pivotal for personal and organizational growth. This will show that you are taking proactive steps to prevent future microaggressions and trying to create an inclusive environment.
It can inspire others to reflect on their behaviors and contribute to a broader culture of respect and inclusivity.
Conclusion
After this insightful read, you now have a comprehensive understanding of microaggressions and their detrimental effects on both your organization and employees.
As leaders, it's crucial to intervene and implement policies to address microaggressions. Introducing a zero-tolerance policy for microaggressions can foster an inclusive and respectful workplace.
This policy ensures that discrimination, in any form, is not tolerated, making everyone feel valued and heard. Leaders can promote a culture of understanding and empathy by taking this stand.
FAQs
Can microaggressions occur between people of the same race or gender?
Yes, microaggressions can occur between individuals of the same race or gender, often based on other factors like age, socioeconomic status, or perceived differences.
How can individuals educate themselves about microaggressions?
Individuals can educate themselves by reading books, attending workshops, and engaging in conversations about diversity, equity, and inclusion, as well as reflecting on their own biases and behaviors.
This article is written by Riha Jaishi, a Content Writer at Vantage Circle. Apart from being an active and keen writer, she is generally found reading books and articles, feasting her eyes on food videos, and binging on her favorite shows and discussing them. For any related queries, contact editor@vantagecircle.com
