“But where are you In fact of?” “You have to be a man!” “You guys are so aggressive.”
We have all heard phrases and sayings in the office that made us feel uncomfortable. Microaggressions in the workplace are a common problem. A 2019 study reports that more than one quarter of Americans have experienced a microaggression at work, and 60% say they have seen or could have seen a microaggression in the workplace.
Microaggressions are most likely occurring in your workplace, and as HR leaders, it is your responsibility to create an inclusive workplace for all. Read on to learn more about managing microaggressions and what they look like in a work environment.
What is a microaggression?
A microaggression is a behavior, action, or statement that indirectly, subtly, or unintentionally discriminates or communicates bias against a minority or marginalized group.
Microaggressions are rooted in racial context But they apply to many groups and are often based on attributes such as sexual orientation, gender, religion, or disability. For example, telling an Asian-American man who speaks English as a first language that his accent is “perfect” or exclaiming to an LGBTQ2+ woman that “You don’t look like a lesbian!”
Microaggressions in the workplace invalidate people’s experiences and make work environments more hostile, leading to dissatisfaction and lower levels of employee engagement, two threatening behaviors that impact business performance.
What is microaggression like at work?
TO research work by Columbia University who looked at alliance in the workplace divided microaggressions into three categories.
microassaults
Microaggressions are often deliberate and intentional insults intended to cause harm. Examples of microaggressions include name calling, intimidation and belittling, slurs related to religion or sexual orientation, mocking cultural norms, and put-downs.
micro insults
Micro-insults are verbal and non-verbal communications that subtly, indirectly, or unintentionally degrade or belittle someone based on their identity. Often, a micro-insult will be shared as a compliment or something useful to say on the part of the perpetrator, while in the eyes of the victim, it is an insult. An example of micro-insults is calling a woman “aggressive” when she is assertive or implying that a BIPOC co-worker got the job from her based on the diversity quota.
micro-invalidations
Microinvalidations are communications that reject, dismiss, exclude, or nullify another person’s experience, thoughts, feelings, or behavior as valid, acceptable, or understandable. An example of microinvalidation is a woman sharing an idea during a meeting and a coworker takes credit for the contribution, invalidating the woman’s opinion.
How to respond to microaggressions
If you hear or personally experience a microaggression at work, how do you respond? Should I just let the comment slide, or do you need to address the issue head on?
Sarah Watson, a mental health professional and director of operations at BPTLAB, recommends addressing the issue. She notes that “addressing microaggressions in the workplace is essential to establishing an inclusive and respectful environment that allows all employees to thrive.”
But does each microaggression warrant a response? Consider these points before continuing:
- What is my relationship with this person? If I do respond, how might this affect things?
- Am I compromising my physical safety if I respond?
- Will a response evoke a defensive reaction and lead to an argument?
- If I don’t respond, does that mean I acknowledge or approve of the comment or action?
- Will I regret it if I don’t say something?
How you respond will depend on the relationship, context, and situation, but keep in mind that people are likely to feel attacked and respond defensively if they feel called upon. Instead, opt for diplomacy, assume a positive intent, and ask or explain the following:
- “Can you explain what you mean by that?”
- “I do not continue. So you’re saying ____?”
- “When you say ____, I feel ____. Instead, can you ____?”
If you’re not sure how to respond to microaggressions in the workplace, the best thing to do is to write down the details of the interaction and talk to someone on the HR/People Operations team.
What to do if you have committed a microaggression
If a coworker explains or tells you that you said something out of line that they consider a microaggression, you may become defensive, which is a natural reaction to being “called out.” However, the best thing you can do is tap into emotional intelligence and follow these steps:
- Pause. Take a moment to reflect and realize that we all make mistakes. Microaggressions do not make you a bad person.
- Clarify. It’s okay to ask for more information if you’re not sure. A simple “Can you explain what you mean?” it goes a long way.
- Hear. Try to understand your coworker’s perspective, even if you disagree. To make sure you’re both on the same page, repeat what her coworker told you.
- Recognize. Once you understand the microaggression, acknowledge that the event occurred.
- Apologize. Say you’re sorry, show you understand the situation, don’t make excuses, and explain the steps you’re taking to make sure it doesn’t happen again.
Microaggressions at Work: Mitigation Strategies and Tips
Implement diversity and inclusion training.
Diversity training is not just for leadership. Anyone can benefit from leveling up their DEI knowledge. So if microaggressions are occurring in your workplace, make sure all team members have completed relevant diversity training to explore strategies that foster empathy and cultural competency.
Explore their diversity, equity and inclusion statement
Organizations should have policies, practices, and frameworks in place to address and prevent microaggressions in the workplace and provide guidance to create an inclusive work environment for all.
Your company’s DEI statement should be a proclamation for building and maintaining a workplace where all employees feel included and respected. If you are having trouble with microaggressions, please refer back to this document to ensure you stay true to your commitment, devise strategies to improve inclusion, and implement clear policies against discrimination in any form.
Keep conversations open and prioritize feedback
To build a workplace free of microaggressions, it is essential to create an environment where dialogue is shared openly and freely without repercussions. Leaders need to hold regular meetings with direct reports to provide a safe space for employees to voice their concerns, and this is accomplished by building deep manager-employee relationships.
To help incorporate performance management software that ensures leaders can schedule one-on-one meetings that facilitate open communication and conversation while prioritizing a culture of giving and receiving feedback. Encourage employees to speak up, ask questions, and raise concerns about comments and actions they may experience or witness.
Microaggressions affect everyone from the C-Suite to housekeeping staff, so organizations need to focus on creating culturally competent workplaces that prioritize open conversations and a zero-tolerance approach to slights, insults, and real put-downs. or perceived that affect the well-being of employees.
Building and maintaining an inclusive workplace takes time and is a process of continuous learning and feedback, so don’t panic if results don’t come overnight. Instead, commit to making small changes and be intentional with your commitment to managing microaggressions in the workplace.
