Microaggressions, as the term suggests, are small slights or insults that have a negative impact because they target individuals based on their differences to others. Chester M. Pierce coined the term back in the 1970s based on his observations of the slights experienced by Black people.
As Derald Wing Sue, a second-generation Asian American, explains in an article for Scientific American: “Microaggressions are the everyday slights, insults, put-down, invalidations and offensive behaviors that people of marginalized groups experience in daily interactions with generally well-intentioned people who may be unaware of their impact.”
While subtle, microaggressions have a significant potential to cause a workplace environment that can impact productivity, well-being, and employees’ sense of belonging and fit. Organizations that want to create an inclusive and equitable environment need to understand the impact of microaggressions and educate and coach employees about how their words and actions—however inadvertently—might impact others and cause them to feel undervalued and minimized.
Here we’ll cover the different types of microaggressions and how to prevent them.
Main Takeaways:
- Microaggressions are subtle, often unintentional slights.
- Common signs of microaggressions include stereotyping, invalidation, exoticization, assumptions of inferiority, and microinsults.
- Increasing awareness can help both spot and minimize microaggressions.
- The impact of microaggressions can likely be felt by a majority of your workforce.
- Being proactive in preventing microaggressions, and taking steps to address incidents of microaggression promptly can send a strong message to your workforce.
How to Identify Microaggressions (Common Signs to Increase Awareness)
Microaggressions can be hard to spot and may go unnoticed precisely because of their subtlety. They come across as seemingly innocuous comments or actions that, nevertheless, convey bias or prejudice toward marginalized groups. Microaggressions can take various forms, including:
- Stereotyping. Making statements that convey a presumption of a person’s characteristics based on their identity: “You’re so sophisticated!” (expressed in a tone of surprise).
- Invalidation. Being dismissive of someone’s opinions or input. “You’re too sensitive.”
- Exoticization. Treating someone as special or unusual based on their cultural background: “Where are you from!” (conveying that “you’re not like the rest of us!).
- Assumption of inferiority. Comments that suggest that someone is less qualified or capable due to their background: “You must be an affirmative action hire.”
- Microinsults. Comments that convey rudeness or disrespect. A male manager who ignores female direct reports, but listens intently to male staff members. Continually mispronouncing somebody’s name because “it’s just so different…”
Microaggressions can take a variety of forms and can be targeted at people based on a wide range of personal traits and characteristics.
6 Types of Microaggressions at Work
Gender-based microaggressions
Gender-based microaggressions are based on often long-standing assumptions and beliefs about the appropriate roles for men and women in the workplace.
Examples Of
- Asking a woman in a meeting to make or get coffee, or take notes.
- Expressing surprise that a male colleague is taking paternity leave.
- Complimenting a female staff member on her appearance, rather than her contributions.
- Interrupting women in meetings more often than their male colleagues.
Sheryl Sandberg famously addressed these types of gender-based microaggressions in her best-selling book Lean In. Even today, she says, she finds herself being interrupted more than men are in meetings.
How to Respond
Managers and leaders—and employees, who can serve as strong allies—need to be alert to these types of microaggressions and respond appropriately. For instance:
- Calmly pointing out the microaggression: “I noticed that you think I’m here to take meeting minutes. I’m not—I’m the project lead.”
- Asking for clarification: “What did you mean by that?”
- Educating the person on what was inappropriate about their statement: “You may not realize it, but…,” or “I’m sure you didn’t mean to be disrespectful, but…”
Prevention Tips
Preventing microaggression requires ongoing education, communication and training. Unconscious bias training, for instance, can help employees understand how their comments and behaviors may be creating tension or contributing to a hostile work environment.
Racial microaggressions
Racial microaggressions are also long-standing and still pervasive in many workplaces. As we’ve seen, that’s how the term “microaggression” originally emerged! These subtle forms of racism can contribute to feelings of alienation and negatively impact the mental health of employees from various racial backgrounds.
Examples Of
- Asking a person of color, “Where are you really from?” or “Where are you originally from?”
- Assuming Asian colleagues are especially smart and capable.
- Mistaking a person of color for a service worker.
- Assuming a Latino/a person is an immigrant.
- Expressing surprise at a person of color’s eloquence or intelligence.
- Making assumptions about others’ interests based on their race.
According to Gallup, Black adults disproportionately experience microaggressions.
How to Respond
To the extent they feel comfortable doing so, encourage employees to be direct and specific if they’re the subject of a microaggression. “That assumption about my background is wrong and, honestly, insulting.” This offers an opportunity to both correct and educate.
On a broader scale, if you’re seeing these types of examples occur frequently, address the issues as a group, educating and explaining about the impacts of statements that may seem innocuous but are anything but.
Prevention Tips
Providing comprehensive diversity and inclusion training can help establish a foundation for respectful communication while also educating employees about the role they can play as allies and advocates.
LGBTQIA+ microaggressions
While microaggressions based on individuals’ sexual preferences may seem more prevalent today because of the level of awareness that has been raised about various misperceptions and mistreatment, like other forms of microaggressions they’ve actually existed for a long time. Ongoing vigilance is important to help educate and inform to minimize these occurrences in support of an inclusive workplace.
Examples Of
- Using incorrect pronouns after being informed of someone’s preference.
- Assuming that all colleagues have an opposite-sex partner.
- Asking invasive questions about someone’s preferences or personal lives.
At the University of Houston-Downtown, a former dean was investigated for saying “on multiple occasions that it would make him look good that he hired a Black, gay man.” The man sued. Taking proactive steps to educate and inform can help avoid these types of situations.
How to Respond
Address any misgendering or pronoun mistakes immediately and make it clear that it is an expectation that all employees be addressed in the manner they prefer. Ensure that HR policies protect LGBTQIA+ employees from discrimination; provide training to employees to ensure they are aware of expectations.
Prevention Tips
Consider creating LGBTQIA+ employee resource groups (ERGs), if you haven’t already. Make sure to use gender-neutral language in all company communications and that senior leaders are setting an example by sharing their pronouns in introductions and email signatures.
Age-based microaggressions
Age-based microaggressions are subtle discriminatory comments that are directed at individuals because of their age—whether young or old. Whoever is the target of such microaggressions is left with the impression that they are undervalued and underappreciated.
Examples Of
- Assuming that older people can’t learn new technologies or that younger people are all digital natives.
- Disregarding the input of younger employees because they are perceived as being inexperienced.
- Failing to include older workers in learning and development opportunities, or to consider them for promotions because they’re “likely to retire soon.”
- Falling back on “generational differences” when there’s a conflict or disagreement among coworkers.
Goading a coworker is also a form of microaggression, HR Dive reports, noting that the EEOC resolved 12,082 ADEA-related cases in 2022.
How to Respond
Organizations should consider providing training on the value of intergenerational collaboration and taking steps to address any myths or misperceptions that may exist in the workplace. Ensuring age diversity in project teams and leadership roles can help ensure inclusion and understanding.
Prevention Tips
Recognize and value the unique contributions that all age groups provide. Consider the introduction of reverse mentoring programs to bridge generational gaps. Provide training and coaching for employees of all ages to ensure that they’re aware of the potential for bias based on age, however unintentional it may be.
Religious microaggressions
Religious microaggressions can be based on religious beliefs—or the lack of religious beliefs. As with other types of microaggressions, religious microaggressions are seemingly subtle slights calling out how others are “different” in some way. These slights can lead to feelings of exclusion and marginalization.
Examples Of
- Scheduling “mandatory” meetings on days of others’ religious observances.
- Pressuring employees to participate in religious or non-religious activities.
- Making assumptions about others’ beliefs based on how they look, their clothing or hairstyles.
- Making fun of others’ religious beliefs, or lack thereof.
It’s important to recognize that religious microaggressions include slights to those who are not religious. A study from the University of Nebraska-Lincoln, for instance, indicates that many American atheists experience a variety of social challenges and are uncomfortable disclosing their non-belief.
How to Respond
As with other microaggressions, it’s important to make it clear that these comments or actions are inappropriate and will not be tolerated. Managers and HR representations, in particular, should be prepared to intervene if they observe these microaggressions and should coach employees in also being active bystanders.
Prevention Tips
Implementing flexible scheduling can help ensure that employees are able to take time off for important religious observances; avoid scheduling major events on significant religious holidays. Creating quiet spaces or prayer or reflection on site can help employees practice their beliefs in a welcoming environment. At company events, make sure to provide diverse food options. Provide training to help employees understand each other’s religious practices and preferences.
Disability-related microaggressions
There are a wide range of disabilities that may impact employees—some visible, and some not. It’s important to help all employees to avoid making assumptions about others’ abilities or disabilities and to ensure necessary accommodations.
Examples Of
- Stepping in to provide assistance without being asked.
- Speaking to an employee’s companion or escort rather than to the employee directly.
- Making insensitive comments or laughing about people with disabilities, or asking inappropriate or sensitive questions.
- Questioning the validity of accommodations for disabilities.
In Bellamy v. E. Carolina Univ., an employee with Type 2 diabetes claimed she was the subject of ridicule when she requested ADA accommodations during the pandemic. The court ruled she had a valid claim and the case was remanded for further proceedings against the employer.
How to Respond
Be prompt in addressing instances of disability-related insensitivity and microaggressions. When possible and appropriate, use these instances as “teachable moments.” Provide immediate support to employees who feel they have been faced with bias or insensitivity.
Prevention Tips
Take steps to understand employees’ preferences when it comes to their disabilities. Some may be very open and willing to discuss them; others may not. Implement clear processes for employees to request and receive accommodations. As with all forms of potential bias and microaggressions, provide comprehensive awareness training for staff and enlist them as part of your efforts to ensure an inclusive and respectful work environment.
How EVERFI Can Help Your Company Create a Harassment-Free Work Environment
Clearly, addressing microaggressions in the workplace can be challenging and require widespread awareness of and sensitivity to a broad range of personal traits, characteristics, and beliefs that not all employees understand. However well-intentioned most of your employees may be, they need education, communication, and support to ensure a harassment free workplace. EVERFI can help.