Understanding and addressing microaggressions in the workplace

Discrimination is not limited to overt forms of exclusion; it can also include subtle comments or actions that make people feel uncomfortable or unwelcome, or microaggressions. Microaggressions may seem minor at first glance, but can have serious consequences at work. Let us explore what microaggressions are and how we can address them.

What are microaggressions?

Microaggressions are everyday verbal, nonverbal or environmental slights or insults that communicate negative, derogatory or hostile attitudes towards a person or group of people based on their race, gender, sexual orientation, disability or other characteristics. Some examples include:

• Race: Asking someone, “Where are you really from?” implies they don’t belong.
• Gender: Telling a woman she is “too emotional” can undermine her professionalism.
• Sexual orientation: Assuming someone’s partner is of the opposite sex can highlight someone’s minoritized identity.
• Disability: Saying, “You don’t look disabled,” can invalidate someone’s experience.
• Age: Saying to an older colleague, “You must not be very tech-savvy,” implies that their age affects their ability to use technology.

Even if perpetrators of microaggressions do not intend to cause harm or realise they are engaging in a form of discrimination, these experiences can still accumulate over time to cause larger issues.

The impact of microaggressions

Microaggressions in a workplace can lead to serious problems, such as:

• Emotional distress: Employees who experience microaggressions often feel hurt, frustrated or isolated.
• Decreased productivity: Microaggressions can create stress and discomfort and prevent employees from doing their best work. They can also create tension and conflicts among employees, disrupting teamwork. These effects all result in lower productivity.
• Reputational damage: An employer may develop an undesirable culture of or reputation for tolerating disrespectful and discriminatory conduct.
• Increased turnover: Employees who experience microaggressions might leave the company, leading to higher turnover rates.
• Legal consequences: Employers may be held liable for breaches of the law and damages to employees.

Addressing these issues is crucial for maintaining a healthy and productive workplace. When microaggressions go unchecked, they can not only contribute to a hostile work environment, but also leave the employer vulnerable to legal liabilities.

Employees who experience microaggressions at work may file complaints of discrimination or of workplace bullying and harassment. If an employee is forced to resign due to the toxic work environment, they may also file a constructive dismissal claim. These proceedings may cost the employer dearly, from avoidable expenditures (for settlements, awards for damages, and/or legal fees) to reputational damage.

How to address microaggressions

Employees and employers both play a role in addressing microaggressions. Here are some steps to take:

• Learn about microaggressions and their impacts.
• Reference microaggressions in existing policies to promote diversity and inclusion, and to prevent workplace bullying and harassment.
• Integrate training on how to recognize and prevent microaggressions into your regular training on respectful workplaces .
• Ensure that existing lines of communication and procedures for employee to raise concerns or report complaints also address microaggressions.
• If you witness a microaggression, speak up calmly and respectfully to address it if you feel safe to do so, or report the incident through appropriate channels.
• Take complaints seriously and investigate them thoroughly.
• Refer employees seeking assistance to appropriate support.

Employees have a right to a safe and respectful workplace. Therefore, it is essential to create and maintain respectful workplaces. By addressing all forms of discrimination – even seemingly minor instances of microaggression – employers and employees can not only avoid potential negative consequences, but also develop a more equitable and supportive environment for everyone.