Mitigate Microaggressions

Learning Objectives

After completing this unit, you’ll be able to:

Define microaggressions.
Identify types and examples of microaggressions.
Explain key strategies for responding to microaggressions in the workplace.
List ways to report microaggressions and other noninclusive behavior.
Recognize the power of micro-affirmations.

What Are Microaggressions?

Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which negatively impact or target a person. While everyone has either witnessed or experienced microaggressions at some point in their lives, research suggests that people with marginalized identities experience them far more frequently than others.

In this video, Dr. Derald Wing Sue, professor of Psychology and Education at Columbia University, provides a definition of microaggressions.

What makes microaggressions so dangerous is that they are often played off as innocent comments, jokes, or, in some cases, genuine compliments. However, words and behaviors with even the best intentions can sometimes cause direct harm. When dealing with microaggressions, we must remember that the intention of the comment or behavior does not matter, but rather it’s the impact that needs to be considered..

It should be noted that microaggressions are not a single-moment-in-time occurrence. Many people with marginalized identities will hear or experience the same microaggressions over and over, day in and day out, for years. Additionally, research suggests that microaggressions have a cumulative effect. This means the more they occur, the greater the impact they have on the individual, often resulting in greater psychological harm than singular instances of overt discrimination. This is why microaggressions are often referred to as “death by a thousand cuts.”

Types and Examples of Microaggressions

There are three types of microaggressions:

Microassaults: A form of microaggression involving purposeful discriminatory action, such as a verbal attack or avoidant behavior
Microinsults: A form of microaggression that discredits a person’s racial heritage or identity
Microinvalidations: A form of microaggression that excludes or negates a person’s thoughts, feelings, or identity

Microaggressions can take many forms, and, in truth, can be hard to spot. To help us identify microaggressions, let’s look at a few examples of how they manifest in the workplace.

You overhear another manager describe a high-performing, outspoken woman as being “ aggressive” and needing to “tone down” while describing her male counterpart, with similar personality traits, as having “leadership qualities” and being “assertive.”
During a meeting, a team member, who happens to be a person of color, introduces themselves. Someone asks, “Where are you from?” The team member responds that they have lived all of their lives in the same regional area as most of the other team members (most of whom are not people of color). The same person chimes in again and asks, “Yes, but where are you really from?”
A new employee has joined the team, and she is one of only a few women. On her first day, she introduces herself and talks about her hobbies and interests. As she completes her introduction, someone chimes in to say, “Also, she is still single, and we’re all trying to find her a husband!” Everyone on the team chuckles.

Responding to Microaggressions

There are many strategies we can use to respond to microaggressions. However, the strategy also depends on the role we play when a microaggression occurs: the active ally, the microaggressor, or the target of the microaggression.

An active ally is a person who speaks or acts in support of an individual or cause, particularly someone who intervenes on behalf of a person experiencing the microaggression. Here’s how an active ally provides support.

Check-in with the target of the microaggression. We always suggest starting by checking to see what supports the target’s needs. We always want to ensure that, as allies, we offer the most appropriate support possible.
Ask the person who commits the microaggression (also referred to as the microaggressor) questions for clarity. Sometimes, asking questions like, “What do you mean by that?” or, “Are you aware of how that might be interpreted?” is enough to cause the microaggressor to think about the impact of their words or behavior.
Seek outside support. When microaggressions occur repeatedly and other strategies are ineffective, you may need to assist the target in getting outside support.

On the flip side, no one ever wants to have the title of the microaggressor. But, the truth is, no one is immune from experiencing, witnessing, or even committing a microaggression. So, if we ever find that we are the microaggressor, it’s good to have the tools and resources needed to move forward in the best way possible. Here are some examples.

Consider active listening. Rather than jumping to conclusions, or immediately becoming defensive, make sure you are practicing active listening and seeking to understand the feelings of the other person. You might simply say, “Thank you for bringing this to my attention.”
Remember impact versus intent, and validate the other person’s pain and frustration. Don’t make excuses for what you did or said. It’s not about the intent, it’s about the impact. Make it clear that you care about their pain. You want to relieve the distress you triggered and reestablish trust. For example, you might say, “I am sorry that my words caused you pain. You deserve better.”
Don’t over apologize. This is not about you feeling better and absolving yourself of blame or bad feelings; it’s about what is best for the person that was hurt. Consider providing an acknowledgment, a short apology, and a commitment to change the behavior. Too much apologizing and checking in creates a situation where the other person feels obligated to become your emotional caretaker and must now soothe and heal you. Ask yourself, “Have I apologized to the person and validated their feelings?” “Have I apologized to anyone else impacted?” If the answer to these questions is yes, then move on to reestablishing trust.
Acknowledge your biases. Many people subconsciously accept stereotypes and don’t realize that these are false beliefs, which leads to microaggressions. You likely have biases that you haven’t completely identified. It’s important to be self-aware so you can proactively address microaggressions.

If you are the target of a microaggression, which strategy you choose to use to respond is entirely up to you. While it’s never anyone’s job to tell someone how to respond to a microaggression, there are several things to consider that may assist in making the choice.

Prioritize self-care. Microaggressions can be shocking and may make you think or feel like you don’t belong. You should prioritize self-care in these situations. This might include talking things over with a trusted peer or mentor or taking some time to yourself.
Determine how, if, and when to respond. If you decide not to respond, it’s important to consider the emotional impact that staying silent may have. Responding immediately is an important component of correcting bad behavior, but this approach can feel very risky. You may be concerned about how you might potentially be labeled, or, you may genuinely be fearful of how the microaggressor may react. Always prioritize your safety and self-care when choosing to respond to a microaggression in the moment. And what if you decide to respond later? Here, the risk lies in the time lag. In a follow-up conversation, there is the task of helping the microaggressor first recall the situation and then acknowledge its impact.
Seek additional support. There may be times when the impact of a microaggression dictates the way you’re able to show up or feel valued as a member of a team or community. In this case, be sure to identify any resources available to help you navigate how best to address the situation.

The Power of Micro-Affirmations

Finally, regardless of the role you play, one of the best ways to reduce microaggressions in any given environment is to intentionally engage in micro-affirmations. Micro-affirmations (also known as micro-validations) are tiny acts of opening doors to opportunity, gestures of inclusion and caring, and graceful acts of listening. In other words, they are the opposite of microaggressions.

A group of employees interacting with one another.

Micro-affirmations are rooted in the practices of generosity, in consistently giving credit to others, and in providing comfort and support when others are in distress. Micro-affirmations are a way of helping people feel welcome and safe and to provide the space for people to be their true, authentic selves.

Congratulations on completing this module! You have learned a lot about the role identity plays in our interactions with the world around us, and you have learned how to recognize and address bias and microaggressions. Intentionally reflecting on this information can help improve your relationships and everyday interactions with others.