Microaggression and Workplace Dynamics

Microaggression as a term was coined in 1970s by Harvard University psychiatrist Chester M. Pierce to denote racial slurs or abuses towards minority communities. The term has since evolved in its definition to include verbal, non-verbal gestures either consciously or unconsciously made to make a person feel less valued or denigrate someone.

While we are not new to the term, our realization of the impact it has on our workplace especially on our people is still limited. Add the gender aspect to this and you will start uncovering why a lot of our young women in business start withdrawing early on or stop trying to raise hands.

It took me quite a while to reflect on my own journey to spot signs of microaggression and the impact it had on my decisions. For as long as I can remember, I have been called teacher/madam whenever I have tried to assert myself or pushed back for what I believed in or being called ‘one amongst us men’ when acted competitive or result oriented. The result would typically have me get conscious about how I show up, withdraw from conversations, or not want to work with the person closely.

My growing realization is that micro aggression hurts both ends of the gender spectrum. Women stop asserting themselves or claiming their space when they get odd comments on ‘showing off’ or ‘seeking attention’ or even get cut off middle of the sentence while they are trying to communicate something; or make a point. Men on the other hand can also get forced to behave a certain ‘manly way’ by getting called out for ‘being emotional’, ‘man-up’ or even getting questioned on taking leaves to take care of their families.?

Considering microaggressions can range anything from name calling, mocking comments, jokes, or gestures and body language how do we fix a problem, we cannot yet identify with? Especially when a lot of times it is more unconscious than conscious. Some of my initial thoughts here are:

1. Create safe space to call out micro aggressive behaviors – some of these are so deep rooted that the person using these terms or gestures might not be aware of the impact it has on someone else. Safe spaces allow colleagues, peers, team members to educate each other on such behavior and make a conscious effort of not repeating the same.

2. Open conversations around the same – we need to discuss micro aggressive behaviors more in our workplaces just the way we do with so many other conversations. The more we educate ourselves through dialogues, articles etc. we will be able to catch ourselves consciously on the same.

4. Most importantly, treating others the way we would like to be treated ??- I feel this must be the cornerstone of everything we do. If we don’t like being type casted, name-called, ignored, or cut-off in the middle of a conversation then we should expect to not to do the same with others.

Remember, we could be equally guilty of such behaviors and therefore can be at either ends of the receiving spectrum depending on the time and situation. Addressing microaggressions at workplace will help us pave way for more social and inclusive work environments, where people can truly bring their authentic selves to work.?