Microaggressions in the Workplace: What We Can Do To Spark Change

Even when discrimination isn’t always obvious, it exists. Just ask my wife, Abirami.

Her name, a testament to her Indian roots, is often mispronounced. If that was the extent of the problem, she would be able to make her peace with it. But the truth is, most people don’t bother with learning the right way to pronounce It. Instead, they try to give her nicknames that are closer to familiar, Western names.

?If you’re reading this and don’t see what the problem is, you’re not the only one.

Often, people don’t even realise that the things they’re saying or doing are offensive. In Abirami’s case, her name makes her a target of a microaggression that is usually born out of ignorance rather than malice.

Sadly, she is one of the 64% of women who face microaggressions at work (1).

This shocking statistic shows us how prevalent they really are. They are also extremely hurtful, and we need to know what exactly they are, how they affect the people around us, and how to stop.

In their simplest form, microaggressions are indirect, subtle, and often unintentional forms of discrimination against members of a marginalized group.

Have you heard women being asked to ‘calm down and not get hysterical’? Or heard the phrase ‘man up and get the job done’? Or in Abirami’s case, given a nickname because their ‘name is too hard to pronounce’? These are all examples of microaggression and sadly, all too common.

?How do you spot microaggression?

A microaggression is different from an insult or slur. How do you know which is which?

Microaggressions are intentional or unintentional comments or actions that reveal underlying biases and stereotypical beliefs about a group the targeted person belongs to or identifies with. They are more painful and poignant than an insult because they lay bare deep-rooted discrimination, hurting people in ways you may not intend or even notice.

Due to the subtle nature of microaggressions, we most likely face or perpetrate them every single day. In the workplace, whether virtual or physical, this can hurt and undermine your colleagues, reduce productivity and hamper collaboration.

Since microaggressions are so prolific in everyday conversation, they show up even when we interact virtually. In fact, virtual settings can make it easier to pass an offhand remark as you perceive the receiver being at a distance from you. For a recipient of microaggression, it can feel disconcerting to have these comments directed at them even as they engage in conversation from the comfort of their home, which should be a safe space.

?If your work culture is pervasively inclusive and equitable, respectful interactions between employees will be the norm whether in-person or online.

An important difference to remember is that insults or derogatory remarks in a workplace usually have consequences, while microaggressions often don’t. Documented policies may go a long way towards curbing intentional discrimination, but preventing microaggressions also involves proactive education and empathy.

?Creating change as an employee

In a survey of 4,275 people, 60% of respondents said that they had experienced or potentially witnessed microaggression. But only 10% of them felt like they had committed one! (2)

Sometimes we’re oblivious to the hurt we cause. As an employee, you are the true agent of change in your workplace. Here are some ways you can make your work culture warm and welcoming to everyone:

1.????Challenge microaggressions

When you notice a microaggression – challenge it! Of course, maintain respect, ensure a safe space, and allow room for dialogue in the process, but draw attention to the small comments and actions that can be hurtful. You can only start working towards a solution when you notice and acknowledges the problem.

?2.????Acknowledge and apologise

If you have perpetrated a microaggression, apologise and correct it. Don’t invalidate an offended person by calling them sensitive or dismissing them. Microaggressions are typically caused by internal biases we may not even be aware of. Recognising these, calling ourselves out and changing our mindset is the crucial first step in creating behavioural change.

?3.????Take responsibility and educate yourself

Taking classes on diversity, learn about microaggressions, and work on your own biases. Talk to those who feel marginalised to understand their point of view. Then, inspire and motivate others to do the same.

Driving change as a leader

As a leader, you have the decision-making power that can lead to real, institutional change. Your role is to advocate for a positive work culture and empower all your employees to contribute to it. These are some good ways to start fighting microaggression and hostility among your teams:

1.????Educate and uncover unconscious bias

Create opportunities for your team to understand and overcome deep-rooted biases they may not have identified. Make sure your training provider is well-educated on this subject, timely and exploring issues that are relevant to your staff.

?2.????Develop policies to deal with microaggressions

This is critical. In the same study I talked about earlier, only 2 in 10 respondents had seen their leadership step in and deal with microaggression (2). It is not enough for workplaces to simply say they support diversity – they need to walk the talk with documented no-tolerance policies and practices which ensure that microaggressions and associated behaviour will have consequences.

3.????Be a role model for diversity and equity

Your team members look up to you for guidance! When you model diversity and integration, you motivate your team to do the same. It may sound simple, but being intentional and sensitive in the way you speak and conduct yourself will have a ripple effect on your team.

We all play a role in creating a welcoming and supportive work environment. Microaggressions can make a workplace hostile, and consequently, toxic. Investing in educating ourselves, shifting our mindsets and empowering the people around us to do the same is the most effective way we can create lasting change.

So, be the spark. Start the movement. Ignite the change. You may be surprised at how far your efforts will go.

References:

(1)??https://leanin.org/women-in-the-workplace-report-2018/everyday-discrimination-microaggressions

(2)??https://www.surveymonkey.com/curiosity/microaggressions-research/