Microaggressions are subtle or indirect forms of discrimination or bias that can affect the well-being, performance, and belonging of your mentee. They can occur in any workplace, but they are especially harmful in teams that value diversity and inclusion. As a mentor, you can help your mentee address microaggressions on their team by following these steps.
Recognizing microaggressions is the first step to addressing them. Microaggressions can take the form of comments, jokes, gestures, assumptions, or questions that imply or reinforce stereotypes, prejudices, or power dynamics. Examples of these include asking someone where they are really from or what their real name is, interrupting, ignoring, or dismissing someone's contributions or opinions, making fun of someone's accent, appearance, or cultural practices, assuming someone's role, abilities, or interests based on their identity, and excluding someone from social events, meetings, or projects. It is important to be aware of microaggressions and how they can impact people.
We often see reports of microagression explained by the perpetrator as intended teasing, bad manners, or misplaced humour. They are even sometimes called micro-incivilities.
The second step is to listen and empathize with your mentee when they share their experiences of microaggressions. Microaggressions can have a negative impact on your mentee's mental health, self-esteem, motivation, and engagement. They can also make your mentee feel isolated, unwelcome, or unsafe on their team. As a mentor, you can provide a supportive and confidential space for your mentee to express their feelings, concerns, and needs. You can also validate their emotions, acknowledge their reality, and show them that you care and respect them.
If your mentee is already a manager, you can discuss together best ways to intervene in a situation where a microagression has occurred. The human brain self-regulates to correct behaviour much more difficult than detect a micro-aggressive behaviour at other people’s behaviour. For any manager, it is important to build team psychological safety by addressing effectively microagressions.
The third step is to empower and strategize with your mentee on how to respond to microaggressions on their team. Microaggressions can be difficult to address, especially if they come from people in positions of authority, influence, or friendship. However, overlooking or tolerating microaggressions can also be damaging and reinforce the status quo. As a mentor, you can assist your mentee in exploring their options and deciding on the best course of action for their situation. You can also help them prepare and rehearse their responses, such as asking for clarification or explanation, expressing their feelings or perspectives, educating or correcting the offender, seeking allies or support, and reporting or escalating the issue.
The fourth step is to follow up and check in with your mentee after they have addressed microaggressions on their team. Microaggressions can be damaging to your mentee's well-being, relationships, and career, so it's important to provide ongoing feedback, encouragement, and resources. As a mentor, you can help your mentee monitor and evaluate the outcomes of their actions, such as whether the offender has apologized or changed, if the team culture has improved or deteriorated, if the mentee has gained or lost respect or trust, and if they have experienced any retaliation or backlash.
Consider revisiting the episode of microagression on several occasions after the episode. Often it takes some time for the mental consequences of microagression to appear.
The fifth step is to advocate and influence for a more inclusive and respectful team environment. Microaggressions are not isolated incidents, but symptoms of a broader systemic problem. As a mentor, you can use your voice, position, and network to raise awareness, challenge norms, and promote change. You can also support your mentee's growth and development by creating or facilitating opportunities for them to showcase their talents, strengths, and contributions.
The sixth step is to learn and grow from your mentoring experience. Microaggressions are complex and nuanced phenomena that require continuous learning and reflection. As a mentor, you can enhance your own understanding, skills, and awareness by seeking feedback, asking questions, and listening to diverse perspectives. You can also share your insights, challenges, and successes with other mentors and mentees who are facing similar issues.
Consider having study case workshops with a team with a culture of microagressions. Consider inviting external speakers from minority groups. Very often people do not even realize they are being offensive. Having a human face to face contact, and exchanging with a person from different prospective diminished significantly the bias.