What are the signs of microaggressions in your workplace?

Microaggressions have a very negative effect on the atmosphere at work. Through the exchange of our diverse global cultures, humans have evolved. If we have a tendency to discriminate based on culture, group, race, gender, or ethnicity, we prevent ourselves from learning. Accepting humanity above these biases fosters originality, and we grow within as great individual and team. Diversity in the workplace not only helps teams take responsibility of their work but also puts outstanding ideas into practice. Additionally, there will be discord in the team if there are individuals who have prejudiced mind processes. Microaggression occurs occasionally among those in positions of authority or rank.

Microagressions are the worst enemy for diverse and inclusive environment! Unfortunately, it is essential to feel frustrated when you face different, new situation or behavior - and many people face it with fear or anger. It is especially important when you communicate in a written form: it is hard to soften the message, and jokes do not always look like jokes. We all have to be mindful how our message may be unintentionally perceived.

Microaggressions are at times intended and at times not but the impact is of long term . And it labels a person more often. These comments, insults, assaults though being addressed as a sarcastic remark but have a deep involvement to create a hostile culture which stops proper talents to approach an organization . Racial remarks , comments on gender, remarks on aura , communal attacks , and presenting certain unaccepted words , body language and non verbal gestures can equally be very demotivating and demeaning . Properly written policies ,focused observations, immediate address to the person and asking to create an environment of apology is must in such cases .This change is always important otherwise an organizational culture is at stake

Micro-aggressions are like tiny, hurtful comments or actions that might not seem like a big deal on their own. However, when they happen a lot, they can make people feel sad, upset, or left out. It’s like having lots of tiny raindrops that can make a big puddle. These small actions can build up and make others feel not so good about themselves. Just like we don’t like getting wet from rain, we don’t want to make others feel bad with these little, hurtful things. Being kind and respectful helps everyone feel happy and included!

There is a firm link between stereotypes -generalisations about a characteristic of group of people and a perception (bias) that all individuals in the group share that characteristic - and microaggressions. Since all of us can be exposed to stereotypes based on an aspect of our own identity, it means that we can all experience microaggressions. There are some groups vastly more at risk than others, of course. As a woman who is White, I may have similar experiences with misogyny as Black women, but I will never experience racial microaggressions. By realising that we've probably all experienced some negative stereotype-based behaviour, perhaps it will make us think a bit more about how our own behaviour shows up to others.

Microaggression types are social, biological, environmental. Look for this microaggression verbiage: ? This affects your appraisal [threat] ? This idea is for bigger (or smaller) organizations [disregard] ? Do you know what you spoke? [competence] ? It will take 10 man-months [gender-bias] ? Why are you never on your desk? [perception] ? Client shared feedback but I will share later [insecurity] ? You talk but not deliver [dignity] ? Culture is bad these days [environment] ? I do not want him in my project [social] ? He gives same answer for every question [mock] ? Make a core team of John, Joe, and Jack [exclusion] Non-verbal ? Ignoring the presence (of some) ? Not talking (to select few) ? Sidelining (some) from visible projects

It may be anything intended to harm another person: from angry question “why don’t you read my message one more time?” or even nicely poisoned “you should be more professional for your age/education/experience”. A colleague may tell you any joke that may hurt (like, “I did not know that a woman can be a developer”) or point out to your mistake (”next time you’d better check your work twice so I not have to do it on your behalf”). Even some words like “stupid”, “waste of time”, “useless” and others - also the signs of microagressions.

One common example is comments around people choosing to prioritize their well-being or take vacations,where they receive comments like "lucky you", or "I wish I had time for holiday too" in return. While these remarks may appear friendly depending on the tone, they have the risk to carry subtle judgments to demean the contribution/value of other.

Especially mothers experience microaggressions at work, as well as in their private life. Questions like "Are you not missing your children while you're working so long? Why did you actually have children if you still want to pursue your career? I couldn't do that if I had kids. etc." can be very harmful and have a strong impact on women, as they might feel guilty and question their own self-esteem.

Como lideres del área que tenemos la oportunidad de estar al frente necesitamos generar la suficiente sabiduría para identificar este tipo de microacciones. Porque es necesario identificar? Porque enfocamos nuestra total atención en la productividad y rentabilidad del negocio lo cuál no es malo, por el contrario es el objetivo por el cual somos parte de dicho proyecto, pero menospreciamos el sentir de la gente, que esta limitando el crecimiento? que le está afectando para aumentar su productividad y conectar con los demás? Que puede ser un obstáculo y no sabe cómo enfrentarlo? Entre otras preguntas son importantes analizarlas para empoderar y capacitar a nuestra gente de tomar desición de disminuir este tipo de conducta.

Existen muchos factores que imposibilitan que las microagresiones sean identificadas a tiempo. Por la misma presión laboral del logro de los objetivos una persona recibe una microagresion y no le presta atención sin embargo está sembrando una semilla de ese malestar. Otro contraste de problemática es el nivel de seguridad de la persona que recibe la microagresion entenderá que cómo se siente menor o inferior a nivel moral merece recibir ese tipo de conducta y trato. Importante para identificar estar conciente todo el tiempo, saber el valor que tienes y establecer los límites que les permitirá a la otra persona

Las microagresiones se presentan como falta de interés a lo que dice tu compa?ero, indirectas en referencia a algún suceso que involucre a un compa?ero, el crear chismes, transmitirlos o levantar falso testimonio.

Be rational!!! Always try to consider the message in a rational way, and you will train your brain not to focus on emotional context or content. Somebody gave a toxic piece of feedback - ok, can I get any rational benefit from it? Your manager sent a message you see as micro aggressive - what did s/he try to say? Staying at the rational level helps not to waste your positive mental energy, and remain professional!

La principal manera de acabar con las microagresiones es comunicarse efectivamente de lo que a cada un incomoda o molesta. Normalmente las microagresiones se dan de ambos lados y algunos trabajadores puede que no se den cuenta de ello. Hay que entender que la convivencia es difícil en cualquier ambiente, cada persona piensa, siente y actúa de una manera diferente. Si la comunicación es muy complicada ,recomiendo un mediador imparcial que pueda dar una solución y brindar un consejo a los implicados.

Cada persona de forma particular es responsable de permitir el desarrollo de las microagresiones por parte de los demás. Empieza por un nivel de valoración personal, tomando en cuenta que están especial como es, importante como es, no tiene que ser aprobado por los demás, no tiene que ser aceptado por los demas, claro sin llegar al extremo del egocentrismo. Actuando de la manera adecuada posible.

Beyond what is already listed, leading by example (not only by leaders as in leadership positions,but everyone as self-leader) is key. A good way to combat microaggression is to simply not engage with it, setting the tone and course of behaviors in the team to indicate that it is not an acceptable behavior. Ensure it is clear to the team to not engage,reinforce,reward such behaviors

Prevenir este tipo de situaciones se pueden conseguir mediante el dialogo de los trabajadores, para lo cual cada integrante debe de estar dispuesto a expresarse y comprender las emociones y sensaciones ajenas. Un factor que puede ayudar a reducir estos roces, son las actividades corporativas recreacionales, las cuales están orientadas a afianzar el vinculo de los trabajadores entre si y con la propia empresa.

Siendo embajador de una cultura saludable en la cual se priorice el bienestar del bien común, podemos aportar de manera interesante reducir al máximo las microagresiones, siendo abierto a que todos podemos cometer errores, pero que podemos reconocer y tomar acción para corregir. Luego hacer un enfoque en tratar de corregir y mantener

Do not do others what you would not have them do to you. Do as you would be done by. This is a translation of a Chinese idiom which I find it useful.