The term microaggression might be new to some people, but there’s growing research on the harm they cause in the workplace.

It’s possible that just by bringing up discussions on ‘microaggressions,’ we begin to walk down a slippery slope of blame and discomfort. The reality is, however, that workplaces need authentic and honest conversations to reveal if staff feel as though they’ve faced them. 

Awareness is the first step to making sure everyone feels heard and safe while at work.

By combating microaggressions in their many forms, you can help to fix low morale and eventually create an environment where staff feel more welcome and healthier. Let’s get into it!

What are microaggressions?

Since they’re labelled ‘micro,’ by definition they’re small and can be difficult to notice. That’s why we’re here today, to practice recognizing them and look at solutions you can put forward to help ease the harm they cause.

We all recognise aggression when we see it. It hangs in the air after the act and can come from ill-intentioned actions and comments. By breaking them down into micro and macro we can better identify them.

Macro(aggressions) affect large groups of populations and come from systems and structures. They are usually more obvious and are felt by the overall group.

Micro(aggressions) are smaller, carried out from person to person, and this is where we’ll direct our focus today. Microaggressions often hide in plain sight and can come from well-meaning actions and phrases.

Examples of microaggressions and how to deal with them

Let’s look at some real-life situations, how microaggressions sneak into workplace conversations like a thief in the night, and some early signs to stop them. We’ll look at the potential causes too, rather than just the symptoms.

Racial microaggressions

Among the examples of the different forms of microaggressions at work, racial microaggressions are perhaps the easiest to identify. From those seemingly harmless remarks like "You're surprisingly articulate for someone of your background" to the more frequent "Where are you really from?" these comments can make staff feel like they don't quite belong or aren't seen as a part of the larger group.

Then there's pigeonholing, assuming someone's skills or limitations based on race, which can have equally damaging effects on opportunities for growth and advancement. Microaggressions might pop up when, without thinking, a group is sidelined in meetings or social gatherings. This all adds up to a workplace atmosphere that feels anything but inclusive.

Top tip: make sure everyone feels seen
Make an extra effort to practice active listening and empathy. If your staff feel comfortable, hold a listening session for anyone who feels they’d like to speak up. It could be particularly useful to bring in outside speakers to help during a celebrated time for a racial group, such as Black History Month.

Recruitment bias

Now let’s think of your company holistically, from top to bottom. Is it possible that right from the start of the recruitment process, we can find microaggressions? Have there ever been instances in your company where a hiring manager leaned towards a candidate who fit the traditional mold? This preference could unintentionally sideline a more qualified person from an underrepresented group. Your company could be losing out from the get-go, through something you might not even be aware of.

Top tip to eliminate recruitment bias:
Why not try out a simulated blind-hire? By eliminating all information and background details of a candidate, blind-hires can give your hiring managers a crash course in bias awareness. By acknowledging and actively working to combat recruitment bias, workplaces can take a big step towards creating a positive work environment where everyone feels valued and heard.

Unconscious bias in promotion practices

An often-overlooked area when searching for potential microaggressions at work, the after effects of this can be deeply felt. Despite your best intentions for inclusion, subtle prejudices can easily sneak into your decision-making processes, quietly shaping who gets ahead and who gets left behind.

You might not even realize you tend to lean towards people you find more ‘likeable’ or ‘relatable’ when dealing with promotions. It often slips under the radar. This aspect of relatability might sideline a member of staff who has performed fantastically, yet because you didn’t see something in them you relate to, they were forgotten.

‍Top tip to remove promotion bias:
Structure the decision-making process. Add extra-clear criteria and objective measurements to evaluate performances. This helps you get away from leaning towards a hunch and minimizes any biases that might creep in unnoticed. It also helps staff objectify the steps towards promotion and makes the process more transparent.

Assumptions in competence

Assuming and expecting the wrong thing from your staff can only lead to communication breakdowns. Making assumptions creates a toxic vibe at work and makes staff feel overlooked and boxed in.

A small comment of ‘I’m surprised you can do this’ (related to the person’s background) not only stings, but actually stunts professional growth, chipping away at confidence. Handing out menial and non-challenging tasks to staff based solely on gender, race or age can do major damage to your teams. The greatest workplaces know that they can empower staff by entrusting them with something new and challenging. This helps to grow confidence and shows staff you aren’t just interested in avoiding offense or upsets.

Top tip to tackle assumptions:
Follow the key mantra in effective training: “Never assume competence.” Next time you catch yourself measuring someone’s skills based on just the surface, pause and reassess. Take a step back and really see the person in front of you. Couldn’t this be the perfect time to open up an honest conversation? See how much more your staff feel trusted and heard when you drop assumptions.

Inappropriate nicknames

In the workplace, using inappropriate nicknames might seem harmless, but it can actually be a form of microaggression that does real damage. Without meaning to, an unwanted nickname can subtly undermine someone’s sense of respect and belonging.

At a simple level, reducing someone to a stereotype or mentioning something about their appearance, though it may seem like a joke, can risk making the workplace feel unwelcoming for the person on the receiving end.

University research has shown that while nicknames can show a sense of acceptance and inclusion among staff at the workplace, they can also have a negative impact, be derogatory or even used as a tool of control or belittlement. Best to be very cautious here!

A tip for workplace nicknames

Just be sure to ask yourself if it’s appropriate. We certainly don’t want to see workplaces devoid of fun and affection, just err on the side of caution with nicknames. Why not stick to super-hero names like Data-Master or HR Lord? Try employing these neutral nicknames in teambuilding activities and games in the office. Steer clear of anything that involves someone’s appearance, culture or belief to create an environment of peace and harmony.

Age stereotypes

Age stereotypes in the workplace can be like quiet undercurrents, often unnoticed, but left unchecked can be profoundly impactful. We may hold assumptions that younger generations are more tech-savvy than their older colleagues (but we know the problem with assumptions). While it is true that young people born in the digital age use a larger variety of technology, the truth is actually a lot more complex. The simplification of technology could hinder rather than help, and factors like a person’s social and economic background play a big part.

So it is not extremely rare for an older employee to encounter assumptions about their tech-prowess simply because of their age. This is an assumption you should not be afraid to challenge. On the other side of the argument, we might see younger staff with bright ideas shrugged off, simply because they’re seen as inexperienced and green behind the ears. Assumptions like these throw unwanted water on the kindled flame of successful business.

To tackle these stereotypes head-on, workplaces need to become areas where everyone's ideas are welcomed, regardless of age. That means having real conversations about biases and getting rid of those outdated ideas. For good.

Environmental microaggressions

When was the last time you reflected on how your office is decorated? You might have your walls decorated with pictures or quotes from famous figures. Still, it’s important to be careful here, to make sure that you aren’t promoting someone who has made inflammatory statements about minority groups in the past.

This might even tie into a scenario such as creating a hostile environment or workplace conflict from something as innocent as the office dress-up Halloween party. If someone were to dress in a culturally insensitive costume (for example, a Mexican sombrero or blackface), some employees are going to feel distressed. If these were new employees, or the offending person was in a higher position, they would likely feel too scared to speak up about it.

Making sure that your company stands for sensitivities in cultural differences, and understands the actions, quotes and messages of historical figures is one way to make sure these kinds of microaggressions don’t occur in your workplace. A little sensitivity goes a long way in fostering a peaceful working environment.

Gendered language

Even in today's more enlightened times, our speech habits can unwittingly reinforce outdated gender stereotypes, especially in professional settings. From casual greetings like “Hey guys!” to offhand remakes like “You throw like a girl,” gendered language can slip into many workplace conversations almost effortlessly. Examples such as “employees and their wives are invited,” rather than “employees and their partners are invited” demonstrate how gendered language can make a big difference. 

Gendered language is understood to actually shape the way we think. As of 2024, women represent 49.6% of the world’s population, and if your company is localising products and services for different markets, using gender-sensitive language is a way to make sure no one feels left out.

‍Top tip: using gender-neutral nouns:
To truly embrace inclusivity at work, you can make sure your staff don’t get caught in linguistic traps. Swapping out "guys" for "folks" or "everyone" might seem small, but it signals a big shift toward recognizing and respecting everyone's contributions. By being mindful of our language, you can build a workplace culture where every individual feels valued and heard, regardless of gender.

Insensitive humour

“But it was just a joke!” “You’re too sensitive!” “I was only teasing you!” Ever heard this in the workplace? Chances are, you have. It’s the outcome of someone reacting to an inappropriate joke. Whether it’s an offhand comment or a mocking phrase, it all comes off as negative.

It’s also probable that there was no mean spirit behind it, just a poor choice of words. The problem of insensitive humour becomes severe, enough to be considered actionable harassment once:

1. Enduring the harassment becomes a condition of continued employment.
2. It creates an environment that a reasonable person would consider intimidating, hostile or abusive.

Serious stuff.

A seemingly innocuous joke evolves into something worse if the person on the receiving end is not listened to. That’s why when humour goes too far at work, as a manager, you must take steps to make sure staff understand the clear lines between humour and harassment in the workplace.

Top tip to keep things appropriate:
To be direct, it may be best as a manager to keep things no-nonsense and have a top-down approach, making it clear that verbally abusive speech won’t be tolerated at any level. You could also make it a company value and bring it into formal company culture. It’s important to not overreact though, as one offhand joke can be expected. Many people try to make light of difficult situations at work. It’s when it becomes a pattern of jokes that are targeted at one person you have to watch out for. Keep an eye out for workshops focussed on emotional intelligence and empathy awareness.

Microinvalidations

Another area that may slip under the radar as you try to address and remove microaggressions is ignoring genuine claims of discrimination from staff. These are often called “microinvalidations,” and they are comments or actions that negate or dismiss the experience, feelings or identities of a marginalized person. 

Microinvalidations and microaggressions are seen as a “death by a thousand cuts”. 

As a manager, it’s crucial to recognize when someone feels hurt by the actions or comments of others at work and make sure these seemingly small wounds don’t go untreated. But wouldn’t it be better to recognize and address the cut before it happens?

Offering staff training on unconscious bias and microaggressions can help everyone understand these behaviours better and how to address them. When you prioritize empathy and respect you create a workplace where microinvalidations are recognized and dealt with swiftly, making it a more fair and supportive environment for everyone.

Over-surveillance of groups

In workplaces, over-surveillance of certain groups can creep in as a subtle but harmful type of microaggression. This often affects marginalized communities like people of color, women, LGBTQ+ individuals, and those with disabilities. Over-surveillance means keeping a closer eye on the actions, behaviours, and performance of these groups compared to others. For example, employees from minority backgrounds might feel like they're under a microscope when it comes to things like work habits, being on time, or following company rules, even if they're doing their jobs well. Making sure as a manager you aren’t applying any irrational attention to marginalized groups helps remove microaggressions before they evolve.

This kind of scrutiny can breed mistrust and discomfort, making people feel unfairly targeted because of who they are, rather than their skills. It can also reinforce stereotypes and deepen existing biases within the workplace. Plus, the stress of always feeling watched can take a toll on mental health and job satisfaction. To build a truly inclusive and fair workplace, it's crucial to recognize and address this over-surveillance so that everyone can feel valued and respected, no matter their background.

The “Othering” of cultures

So now your workforce is more diverse and multicultural than ever, it’s important to make sure your staff are upholding dignity and respect towards everyone in the group. Subtle microaggressions may form when one person asks “Can I call you Q for short?”, after mispronouncing someone’s name, or asking them if they mind being called something else. When this is the result of the microaggressor being unwilling to learn to pronounce a new name, we have to ask ourselves if we could do more to help the marginalized person’s culture feel more respected.

By making sure everyone is taking care to make others feel included, there’s no room for microaggressions to form. Another everyday example is “Wow, your hair is so interesting. Can I touch it?” said to a member from a different ethnic background. Though it may have a positive intention, it’s important to remember that simply put, it’s odd to ask to touch someone’s hair, full stop. This type of question might create a feeling of ‘otherness’ in the receiver, and act as a reminder of their difference. It’s better to focus on things people share in common rather than points of difference.

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Microaggressions don’t come from teams that are performing well together, and team-building retreats are a fabulous way to cement positive teamwork. So why not consider a team retreat with us? Imagine the usual confines of your office settings melting away on a sandy beach or taking the time to appreciate nature on a countryside retreat. A quick change of environment can be as revitalising as a complete office overhaul. Your team will have one another’s backs and be full of harmony, ready to tackle workplace microaggressions together.

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