Microaggressions at Work: The Silent Strain on Employees and How to Address It

A few years ago, I had a conversation with a young woman from my team. She shared how, during a meeting, her ideas were overlooked until a male colleague rephrased them, at which point they were celebrated. This wasn’t an isolated incident. Over time, she began doubting her own abilities and started withdrawing in discussions. She wasn’t dealing with overt discrimination but something far more insidious: microaggressions.

Unfortunately, her story isn’t unique. A 2019 study by Harvard Business Review found that 64% of employees reported experiencing microaggressions at work. These subtle, often unintentional slights or behaviors can seem minor in the moment, but their cumulative impact can be devastating.

Understanding Microaggressions

Microaggressions are often dismissed as “not a big deal,” but research proves otherwise. A study by the American Psychological Association found that these behaviors can lead to chronic stress, decreased job satisfaction, and even physical health issues such as high blood pressure.

Here are some common examples:

“You don’t look like a [job title].” This undermines someone’s capability based on biases about appearance or background.

Interrupting or dismissing ideas in meetings—a behavior disproportionately experienced by women and minorities.

Mispronouncing names repeatedly despite corrections. It may seem harmless, but it signals a lack of respect.

The cumulative effect of these moments is often described as “death by a thousand cuts.” Over time, they erode confidence, hinder performance, and create toxic workplaces.

The Impact of Microaggressions on Employees

The numbers are sobering. A 2020 Catalyst report revealed that 45% of women of color had experienced repeated microaggressions at work. These employees are more likely to feel disengaged, less innovative, and ultimately, more likely to leave their organizations.

Microaggressions also affect mental health. According to a study by Columbia University, the stress caused by microaggressions can lead to anxiety, depression, and burnout. This isn’t just an employee issue—it’s a business one. Disengaged and undervalued employees directly impact team morale, productivity, and retention.

How to Handle Microaggressions as an Employee

While organizations bear the primary responsibility for fostering inclusive workplaces, employees can take steps to address microaggressions when they occur.

Name It, Frame It, Tame It

Name It: Recognize the behavior and its impact on you. For instance, if someone repeatedly interrupts you, acknowledge the pattern.

Frame It: Use “I” statements to frame your response. Example: “I noticed that I’ve been interrupted several times in this discussion, and it’s making it difficult for me to contribute.”

Tame It: Approach the situation calmly and professionally. Often, microaggressions stem from ignorance rather than malice.

Document Patterns

Keep track of incidents if microaggressions persist. Having specific examples can help you when discussing the issue with HR or leadership.

Find Allies

Share your experiences with trusted colleagues or mentors who can offer perspective and support. Allies in leadership positions can amplify your voice and advocate for systemic change.

Protect Your Mental Health

Recognize when the emotional toll is becoming too heavy. Therapy, journaling, or mindfulness practices can help process and manage the stress.

How Leaders Can Address Microaggressions

Leaders have the power to prevent and address microaggressions at their root. Here’s how:

Understand the Stakes

Studies by Gallup show that workplaces with high inclusion scores experience 19% higher retention and 12% greater productivity. The stakes aren’t just ethical—they’re financial.

Educate and Train

Organizations need to invest in unconscious bias training that goes beyond surface-level awareness. For instance, Deloitte’s “Inclusion Labs” have been successful in helping leaders identify and mitigate microaggressive behaviors.

Encourage Feedback

Create safe spaces where employees can share their experiences. Consider anonymous pulse surveys or focus groups. A 2023 McKinsey report found that companies that regularly gather and act on employee feedback see a 25% increase in overall employee satisfaction.

Address Behaviors Publicly

Microaggressions often occur in group settings, like meetings. Leaders can step in and address interruptions or dismissive comments in the moment, modeling inclusive behavior. Example: “Let’s hear [employee’s name] finish their thought before moving on.”

Hold People Accountable

Establish clear policies around workplace behavior. Employees and leaders alike must understand that microaggressions, even unintentional ones, are unacceptable.

A Shared Responsibility

As workplaces strive for equity, microaggressions remain a barrier to true inclusion. They are often the cracks that lead to the collapse of trust and morale. Addressing them requires action from everyone: the individual experiencing them, the bystander witnessing them, and the leader responsible for fostering an inclusive environment.

To my fellow HR professionals and leaders, let’s commit to more than just surface-level diversity initiatives. Let’s listen, learn, and lead by example. Together, we can create workplaces where every employee feels valued—not despite their identity but because of the unique perspective they bring.

Have you experienced or witnessed microaggressions at work? Let’s start a conversation. Share your thoughts, insights, or strategies in the comments. Together, we can build better workplaces.