How can microaggressions be addressed in the workplace?

The term “microaggression” is deceiving. Sustain enough paper cuts and you’re left with a serious wound that can damage your mental health, confidence, perceived competence, and even physical health. Recognize that some of your colleagues experience these microaggressions every single day, and push through to get their job done. Your active allyship is critical to building a culture that encourages accountability and supports peers from historically marginalized groups.

As I say to my 4 year old son, stop and think before you engage... what may seem like a 'joke' or harmless comment to you could be the tip of the iceberg for the recipient. The one I most loathe was going back to work part time after returning from maternity leave and people telling me to enjoy my 'time off'. People choose to work part time for a myriad of reasons, one of these may just be that childcare is just too bloody expensive to justify against a days wage... try and understand a persons situation before you crack that next comment out.

In my opinion, responding to inappropriate workplace conduct is the most difficult part of breaking the cycle of microaggressions. We should strive to engrain the idea of immediate disagreement in our minds. The instant something inappropriate happens it needs to be called out. Failing to do so is tacit approval of the behavior.

One thing I found helpful is to use the “intent vs. impact” mindset when addressing a microagression. Asking the microagressor what their intent was and then giving them feedback on the impact can open the door for conversations. I have found more people (including myself) have unconscious bias’ which can only be addressed when you become aware they exist.

A problem shared will always be a problem halved and we should always be encouraging an environment where people feel able to share their experiences and concerns. One lifeline I have discovered in my latest workplace are employee networks, which are safe, open spaces with like minded groups of people in the organisation. Don't be afraid to ask if these exist in your current place of work and if they don't... look into setting one up. Guaranteed you will find at least one other person who wants to talk through similar things to you.

Employee resource groups are a fantastic way to aid in preventing microaggressions. When done correctly, these groups can foster an environment of belonging by bringing people with similar backgrounds, identities, or beliefs together. However to be successful, leadership must do a good job to not only support the formation of the groups, but participate and give a platform to those in the group to educate others in the company on their history, wins & hardships, and how to be an ally.

The role of leadership 1. Leadership needs to take a lions share of responsibility when it comes to shaping a culture that prevents micro aggression and related behavior. 2. Many times such behavior is practiced by the “brilliant jerk” . Leadership needs to make sure that appropriate feedback is given to such characters. 3. Promotions are a key tool. Who you promote and who you don’t promote gives a loud and clear messge to everyone in the company about cultures that are encouraged. Leaders need to be mindful here.

Individuals in their capacity should think before speaking This cannot be addressed merely by few individuals or training or help groups, this is the culture that needs to be in the DNA of the organization. Garbage in Garbage out.

It is most difficult to put a finger on and state this is micro-aggression because what may have been okay in one situation is not acceptable in another. Hence, education and sensitizing teams, managers and leaders is important to prevent micro-aggression. In case reported leaders must not trivialize it and brush it under the carpet, don't judge the person. Promoting and nurturing a culture of respect and dignity helps in reducing micro-aggressive behaviours.

Creating a culture of inclusion starts at the top. Leaders model behavior that: - is curious and globally competent, takes initiative to learn about their people, customers, and partners - takes accountability by acknowledging and apologizing for mistakes when called out or in - protects their people from abuse, harassment, and bias (especially when it comes from within).