Microaggressions in the Workplace

Did that really happen??

Microaggressions are subtle, often unintentional acts of discrimination that can have a significant impact on marginalised groups in the workplace. These seemingly innocuous comments or behaviors can create a hostile work environment and negatively affect employee well-being, job satisfaction, and overall performance[1][2].

In our episode two of ‘The Colour of Your Voice’ we talk openly and candidly about microaggressions and how it looks from both sides of the aisle! Episode Two is coming out this Friday. If you missed Episode one where we discussed what it is like being a women where Lovelda Vincenzi shares with a friend how she knew "She was probably? going to have to work harder because she if female and black"

Check it out here

Understanding Microaggressions

Microaggressions are statements, actions, or other behaviors that intentionally or unintentionally show prejudice toward people in marginalized communities[1]. They can be verbal, nonverbal, or environmental, and often stem from unconscious biases. While these acts may seem minor, their cumulative effect can be substantial and harmful.

Common Examples in the Workplace

1. Telling an employee of colour that they articulate themselves well, implying surprise at their communication skills[2].

2. Consistently speaking over or interrupting colleagues, particularly women or minorities[2].

3. Making insensitive comments about an employee's disability or cultural background[2].

4. Circulating jokes targeting specific groups through emails or in social settings[3].

Impact on Employees and Workplace Culture

The effects of microaggressions in the workplace are far-reaching and can significantly impact both individuals and the overall work environment.

Psychological and Emotional Effects

Employees who experience microaggressions may suffer from:

- Increased stress and anxiety

- Depression

- Low self-esteem

- Feelings of invalidation and marginalisation[2]

A study published in Urban Education reported that people who experience racial microaggressions have negative job satisfaction[3].

Professional Consequences

Microaggressions can lead to:

- Decreased job satisfaction and productivity

- Increased turnover rates

- Reduced likelihood of applying for promotions or negotiating salaries[2][3]

Organisational Impact

The presence of microaggressions can result in:

- A hostile work environment

- Undermined employee safety

- Increased absenteeism

- Higher costs for organizations due to turnover and decreased productivity[3]

Prevalence in the Workplace

Research indicates that microaggressions are widespread in various professional settings:

- In a study of female physicians, 84.6% reported experiencing microaggressions, which were associated with changes in work behavior and feelings of impostor syndrome[1].

- Another study found that over 38% of workers reported frequent microaggressions related to mental health or their role as peer support specialists[1].

Addressing Microaggressions

Combating microaggressions requires a multi-faceted approach involving both individuals and organisations.

Individual Strategies

• Recognise and validate: Acknowledge that a microaggression has occurred and validate your feelings[3].
• Decide whether to respond: Consider the potential consequences and your safety before deciding to address the issue[3].
• Seek support: Reach out to trusted colleagues, support groups, or human resources for guidance[1].

Organisational Approaches

• Implement comprehensive training: Educate employees about microaggressions and their impact[4].
• Create clear policies: Develop and enforce policies that protect the rights and dignity of all employees[1].
• Foster an inclusive culture: Celebrate diversity and strive for equity in the workplace through ongoing education and action[1].
• Encourage open dialogue: Create safe spaces for employees to discuss their experiences and concerns[4].

Conclusion

Microaggressions in the workplace are a significant issue that can have far-reaching consequences for both individuals and organisations. By recognising these subtle forms of discrimination and taking proactive steps to address them, we can create more inclusive, equitable, and productive work environments. As we observe Black History Month, it's crucial to reflect on these issues and commit to fostering workplaces where all employees feel valued, respected, and empowered to succeed.

The research backing up this article so there is now questions that we MUST not only look at The Colour of Our Voices but the colour of our organisations voice!

Citations:

[1] https://www.healthline.com/health/microaggressions-in-the-workplace

[2] https://www.cultureally.com/blog/understanding-microaggressions-and-impact-in-the-workplace

[3] https://www.medicalnewstoday.com/articles/microaggressions-in-the-workplace

[4] https://hbr.org/2022/05/recognizing-and-responding-to-microaggressions-at-work

[5] https://www.apa.org/monitor/2023/07/psychology-addressing-microaggressions

[6] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10266841/

[7] https://journals.sagepub.com/doi/full/10.1177/15344843221098756

[8] https://ascopubs.org/doi/10.1200/EDBK_350691