Why Microaggressions Aren’t So Micro
Before we get into how microaggressions impact the workplace culture, let’s understand what it means.
Microaggression refers to:
A subtle but derogatory comment or action directed at a minority or other non-dominant group that is often unintentional or unconsciously reinforces a stereotype.
The ‘Black Lives Matter’ movement not only brought consciousness about this impending issue at large but also pushed leaders and teams around the world and in the Corporate US to engage in real conversations about race, justice, diversity, equality, and inclusion.
While that’s a good thing and will pave the way for meaningful anti-racist action from both individuals and organizations, the discussions will in all likelihood be very uncomfortable — not just for non-BIPOC employees and leaders but also for people of color and other marginalized groups, who know that candid talks with colleagues will mean they will either face or need to call out “microaggressions.”
There is no doubt that everyone at some point must have felt the brunt of a casual insult or rude comment, but research shows that it is people of color and other underrepresented or marginalized groups who are often targeted by recurring, sometimes persistent micro-attacks and micro-invalidations that chip away at self-confidence and feelings of belonging.
Sometimes those who are delivering microaggressions are not aware of the impact of their words but most times people who deliver microaggressions are not well-intentioned as they may seem to be.
Let’s take a look at some examples of what a microaggression looks like:
“You are so articulate” (signaling that BIPOC are not usually capable of competent intellectual conversations).
“We are all one race - the human race” (signaling that a BIPOC’s experience is no different from the experience of people of other races, gender, and ethnicities).
“Anyone can succeed in society if they work hard enough” (signaling that disparate outcomes for BIPOC result from slackness).
Not So Micro
As the name suggests, microaggressions seem small; but compounded over time, they can have a detrimental impact on an employee’s experience, physical health, and psychological well-being.
The best solution is, of course, increasing awareness of microaggressions, insisting that non-BIPOC employees stop committing them, and calling out those who do. But in the absence of those changes and understanding that complete prevention is probably impossible — how can BIPOC employees and managers respond to the microaggressions they face in the workplace?
Microaggression often takes the form of a combination of body language and verbal remarks and often, a nuance changes the meaning; an eye roll, facial expression, or tone of voice may completely negate an otherwise positive statement. Such communication nuances may make it challenging to identify and address microaggressions when they are not blatantly harmful.
To counter such actions, the first step would be to create a workplace atmosphere that is authentically tolerant and inclusive and holds individuals accountable for their words, actions, and behaviors that occur daily.
But is this enough?
No, it is not! At CNGLMRT, we believe that organizations need to rethink company culture taking into account what employees bring to the table. We need to encourage employees to bring their authentic selves to work and ensure their voices are being heard. Understanding and combatting microaggressions is an important part of a successful DEI (diversity, equity, inclusion) strategy, and leaders at the top need to first understand and step in to dismantle such acts.
Here are some steps we suggest in countering microaggression:
Speak Up: While on one hand, we agree that harmful words or actions cannot be ignored; we also believe that they must be surfaced to be addressed productively. For example, when a non-participant observes a microaggression against a colleague, they must speak up or visibly react to the hurtful incident. This will alert all employees who are present to what just happened as unacceptable, and that you condemn such behavior.
Educate the wrongdoer: This is an important step to inform and build relationships, not punish, or “scrub” others who may have unintentionally hurt others with their behaviors.
For example, using positive reinforcement words such as “In our workplace, we value all employees and care about the relationships between all employees”, or “It is important to be aware of how our choice of words and actions impact others and make different choices when they cause harm or are disrespectful”, can provide a transparent culture where employees are open to feedback and discussions on such issues.
Bring in experts: Employees who have faced microaggressions need a safe space to get their voices heard and often need support from higher levels of authority in the workplace. For example, if a victim speaks out to their supervisor about hurtful words and behaviors in the workplace and they are ignored or retaliated against; they should first seek HR support.
However, if conditions do not improve or worsen, the leaders in the organization should call for expert help or a DEI tech company that will evaluate the current situation and offer expertise and strategies on how these microaggressions can be tackled more efficiently.
At CNGLMRT, we believe in micro-interventions. It is what connects individuals with the impact of their words and actions on others, builds personal answerability, and offers an opportunity for personal growth. This, in turn, boosts self-awareness in a meaningful way and goes beyond simply complying with policies and expectations.
If companies want to have an inclusive workplace, then it’s these micro-interventions that can have a greater impact over time and meaningfully align everyone with a vision of workplace equality and equity for all, providing actionable guidance to improve workplace interactions.
