Microaggressions Can Become Part of an Organization’s Culture. Here's Why

We're talking a lot about making sure everyone feels included and respected in the workplace. But sometimes, it's not the big, obvious stuff that makes people feel excluded and disrespected - it's the little things.

We have likely all experienced situations where someone's words or actions felt unkind or disrespectful towards our identity. These subtle actions are referred to as "microaggression" .?

They can target various aspects of who we are, including race, gender, sexuality, parental status, socioeconomic background, mental health, or any other defining feature of our identity. While some microaggressions are intentional, many of these comments are unintentionally harmful.

A survey discovered that 26 percent of 4,274 adults claimed to have "definitely" encountered a microaggression at their workplace, while another 22 percent were unsure if they had. Additionally, 36 percent of respondents admitted to witnessing microaggressions in their workplace.

So, why do microaggressions persist and become part of organizational cultures?

1. Normalization - Occurs when microaggressions become frequent and seem like a regular part of? work life. If they keep happening without being addressed, they become accepted as normal behavior within the organization. This makes them deeply entrenched in everyday interactions.
2. Unconscious Bias - Sometimes, individuals may not even be aware that their words or actions are hurtful. Microaggressions often stem from unconscious biases and communication patterns, and toxic behaviors make them worse. Our coaching approach tackles these intertwined challenges by helping individuals develop self-awareness and emotional intelligence.
3. Power Differences - They often occur when someone with more authority or privilege unintentionally says or does something hurtful to someone with less power. This can make it tough for the person being hurt to speak up because they might fear the consequences. This fear can keep them quiet, allowing the hurtful behavior to keep happening.
4. Lack of Awareness - This is a common issue with microaggressions. Many people don't realize why these actions are harmful because they haven't been taught about them. Without proper training, these behaviors can persist. Training programs focusing on diversity, equity, inclusion, self-awareness, or intercultural communication can help people understand why it's important to consider how their words and actions impact others.
5. Resistance to Change - Addressing microaggressions requires changing how people interact and think about each other, which can be tough. Some resist because they're used to the status quo. But creating a more inclusive environment means committing to making these changes, even if it's hard.

It's clear that microaggressions can really shape how things work in an organization. They sneak in slowly and can make people feel pretty lousy.

Always strive to create a workplace where everyone feels respected and valued , for a better place for everyone to work together. Don't miss our free course on Bystander Training: From Bystander to Upstander - access valuable resources and empower yourself to make a positive change!

Don't let microaggressions hinder your organization's progress. Take action today! You may visit our FAQ page and contact us if you have more questions.

Sincerely,

The Civility Partners Team