Microaggressions in the Workplace: A Persistent Challenge

Introduction

Microaggressions, subtle or unintentional acts of discrimination, are a consistent issue in many workplaces, particularly in male-dominated industries. Despite progress in gender equality, these discriminatory behaviours persist, often going unnoticed or dismissed as normal.

Personal Experiences and Observations

As a senior leader in a male-dominated field, I've experienced firsthand the ongoing challenges that women can face. While overt sexism has declined, more subtle microaggressions and unconscious biases continue. And it can be surprising how often male colleagues are unaware of these disparities, most likely because they haven't been subjected to similar behaviours.

Common Microaggressions

Microaggressions can take many forms. Some common examples include:

• Interruptions and Mansplaining: Frequently being interrupted or talked over during meetings, and men may explain things in a "condescending" manner.
• Emotional Assumptions: Women are often labeled as "emotional" or "too sensitive," whilst similar behaviour from men can be seen as assertiveness.
• Questioning Competence: Women may face doubts about their abilities, especially in male-dominated fields, with people questioning their decisions or asking for additional proof.
• Appearance-Based Comments: Women are more likely to receive unsolicited comments about their looks, dress, or style, while men rarely face similar scrutiny.
• Mistaken for Lower-Level Roles: Women, especially in senior positions, may be mistaken for administrative staff or assistants.
• Balancing Assertiveness and Likability: Women are often caught in a double bind, where being assertive can be labeled as "bossy" or "aggressive," while being too agreeable can limit their impact.
• Assumptions about Work-Life Balance: Women may face assumptions about their family responsibilities, which can impact their perceived dedication to their careers, or subject to unsolicited comments about their personal choices and family dynamics.
• Lack of Credit or Recognition: Women may find their ideas dismissed or overlooked, only to see a male colleague receive credit for the same idea.

Personal Anecdotes

I've personally experienced many of these microaggressions, from being interrupted in meetings to being mistaken for a lower-level employee. I've also faced aggressive behaviour from colleagues, clients, and contractors. While some of these incidents may be due to individual personalities or circumstances, it's clear that women are more likely to be targeted for such treatment, and it is not acceptable.

The Challenge of Internal Discrimination

Perhaps the most disheartening aspect of this issue is the discrimination that women face from other women. Studies have shown that successful women are more likely to be described with negative language in performance reviews and are often judged more harshly than their male counterparts. This internalized sexism can create additional barriers for women's advancement.

Conclusion

It's essential to recognize and address microaggressions in the workplace. It is only challenging these harmful behaviours, that we can truly foster a more inclusive environment, and create a more equitable and supportive workplace for everyone.