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?

In the previous unit, you learned that bias, if left unchecked, can lead to discrimination in the workplace. While there are many forms of discrimination, there is one that might be harder to recognize than others due to its subtle nature: microaggressions.

“Microaggression” is a term used to describe the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which negatively impact or target a person because of who they are. In this video, Dr. Derald Wing Sue, professor of Psychology and Education at Columbia University, further explains this definition of microaggressions.

Microaggressions often present as innocent comments, jokes, or, in some cases, genuine compliments. However, words and behaviors with even the best intentions can embarrass or belittle. When dealing with microaggressions, you 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 hear or experience the same microaggressions over and over, day in and day out, from different people, for years. Research suggests that microaggressions may 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.

Microaggressions can take many forms, and, in truth, can be hard to spot. To help you identify microaggressions, 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.” (reference research)
During a meeting, a team member, whose accent differs from the rest of the group, 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. The same person chimes in again and asks, “Yes, but where are you really from?” (reference research)
During a brainstorming session, a team member with a disability offers a suggestion. A colleague in the room quickly ignores the suggestion. Later, they readily accept a similar idea from a different coworker. (reference research)

Responding to Microaggressions

There are many strategies you can use to respond to microaggressions. However, the strategy also depends on the role you play when a microaggression occurs: the active ally, the microaggressor, or the target of the microaggression. It’s crucial to understand that just as anyone can have bias, anyone can inadvertently commit a microaggression. What really matters is recognizing when you commit a microaggression, taking accountability for any harm you may have caused, and learning and taking steps to ensure you don’t do it again.

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 you can act as an active ally and provides support.

Check-in with the recipient of the microaggression. Starting by checking to see what supports the target needs. You always want to ensure that, as an ally, you offer the most appropriate support possible.
Ask the person who commits the microaggression 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 you ever find that you’re 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’re 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. Try not to make excuses for what was said or done. It’s not about the intent, it’s about the impact. Make it clear that you care about the person’s experience. You want to relieve distress and reestablish trust. For example, you might say, “I am sorry that my words caused you pain. You deserve better.”
Don’t over apologize. If you committed a microaggression, the focus should be on addressing the impact, not relieving your own discomfort or guilt. Avoid excessive apologies or constant check-ins that shift the emotional burden onto the other person. Instead, prioritize acknowledging the impact of your actions and demonstrating a genuine commitment to change. Ask yourself, “Have I genuinely validated the other person’s experience and apologized for the harm caused?” “Have I considered the impact on anyone else?” If so, shift your focus to rebuilding trust through consistent, respectful behavior.
Acknowledge your biases. Like many people, you may subconsciously have biases and don’t realize that these are false beliefs, which leads to microaggressions. It’s important to be self-aware so you can proactively address microaggressions.

If you’re the target of a microaggression, which strategy you 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. Decide carefully if, when, and how to respond to a microaggression, acknowledging that silence can have emotional consequences. Immediate responses can be effective but carry risks, so prioritize your safety. If you choose a delayed response, be prepared to help the person recall the incident and understand its impact. Ultimately, your safety and well-being should guide your decision.
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 organization. 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. For example, publicly acknowledging a colleague’s contribution in a meeting, or sending a quick message of support after a challenging presentation. This could also look like saying, “I truly appreciate your perspective” to a newer team member who offers feedback on how to strengthen culture on the team. 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! Now you know a lot about the role identity plays in your interactions with the world around you, and how to recognize and address bias and microaggressions. Intentionally reflecting on this information can help improve your relationships and everyday interactions with others.

予想時間

トピック

ヘルプをお探しですか?

Mitigate Microaggressions

Learning Objectives

What Are Microaggressions?

Responding to Microaggressions

The Power of Micro-Affirmations

Resources