How to Identify & Address Microaggressions in the Workplace

Creating a Culture of Respect 

Microaggressions in the workplace can fly under the radar, but their impact can be profound and lasting.

These subtle insensitive statements, questions, or assumptions can create a hostile and isolating environment. They can instill a sense of discomfort or exclusion, even when they’re not meant to hurt. 

We all have a role to play in creating a more inclusive, welcoming, and respectful work environment.

Let’s break it down and explore how we can all make a positive impact.

What are Microaggressions, Anyway?

Microaggressions might seem like small, isolated incidents, but they can build up over time and leave a lasting impact. To put it simply, a microaggression is a comment or behaviour that subtly belittles someone based on their identity – whether it’s their race, gender, parental status, sexual orientation, or any other aspect of who they are.

Traditionally marginalized groups are most frequently the targets of microaggressions. However, these hurtful actions can happen to individuals from any background.

At their core, microaggressions stem from harmful assumptions that link an individual’s social identity (e.g., race, gender, sexual orientation) to specific traits, behaviours, or preferences.

Examples of Microaggressions

• Assumptions about someone’s background or culture: “You speak so well for someone from [place]!”. This statement carries the underlying assumption that people from certain places or backgrounds are not typically well-spoken. It reinforces harmful stereotypes and can be deeply insulting.
• Excluding people based on things like their gender or race: “I didn’t think you’d be interested in this meeting. This exclusionary statement suggests that certain individuals are not capable or deserving of participation in specific opportunities. This perpetuates systemic barriers and reinforces a sense of exclusion.
• “I don’t see colour.” This statement disregards the lived experiences of people who are part of ethnic and racial minorities and minimizes the impact of racism. It suggests that race is not a significant factor in social interactions, which ignores the realities of systemic racism and the ongoing struggles for racial equality.
• “Compliments” that feel more like backhanded slights: “You’re so fluent for [group]!”. This “compliment” sets a low bar for expectations based on someone’s background. It implies that certain groups are not typically expected to possess certain skills or abilities.
• Using ableist language (e.g., “crazy,” “handicapped”). Ableist language perpetuates harmful stereotypes and dehumanizes people with disabilities. It can be offensive, insensitive, and contribute to a culture of exclusion and discrimination.
• “You’re such a strong woman.” This statement implies that women are typically weak or fragile. It reinforces gender stereotypes and can be patronizing and condescending.
• Making assumptions about someone’s sexual orientation based on their appearance. This reflects harmful stereotypes and can be deeply invasive and disrespectful. It assumes that individuals conform to specific gender roles and expressions based on their sexual orientation.

At the end of the day, it’s not about intent. It’s about how those comments or actions land. Even if they’re said without spite, they can make others feel unseen or unappreciated.

How to Spot a Microaggression

Wondering if something you heard or saw was a microaggression? Here are a few things to watch out for:

Underlying Assumptions

• Stereotypes: Pay close attention to statements or actions that rely on stereotypes about race, gender, sexual orientation, religion, disability, age, or other social identities.
  • Example: “You’re so articulate for a person from [place].”
• Generalizations: Be mindful of statements that generalize entire groups of people.
  • Example: “All women are emotional.”

• Exclusion and Invalidation
  • Exclusion: Look for situations where individuals from marginalized groups are excluded from conversations, opportunities, or social events.
    • Example: Not including LGBTQ+ employees in social events.
  • Invalidation: Be aware of statements or actions that dismiss or invalidate the experiences of marginalized individuals.
    • Example: “You’re being too sensitive.”
• Dismissing Others’ Contributions
  • Interrupting: For example, frequently interrupting a female colleague while giving her less attention when a male colleague speaks.
  • Ignoring suggestions: For example, dismissing the ideas of a younger employee or someone from a different cultural background, assuming their perspectives lack experience or relevance.
  • Taking credit: For example, appropriating the ideas or work of a marginalized colleague, presenting them as one’s own.
• Pay Attention to the Impact
  • How does it make the other person feel? Even if something is not overtly malicious, consider how it might make the recipient feel. Does it make them feel uncomfortable, disrespected, or excluded?

It’s important to become attuned to the subtle ways we might unintentionally dismiss or devalue others. When you observe such instances – in yourself or others – it’s essential to pause and reflect. Consider how your response can contribute to a more inclusive and respectful environment.

Responding to a Microaggression & Showing Up for Your Colleagues

If you witness or experience a microaggression, it can be tough to know what to say. But responding is the key to creating a workplace where respect is the norm. Here’s how you can navigate addressing them:

1. Take a breath
   Before you react, pause for a moment. It’s okay to take a second to process what was said and how it made you feel.
   
2. Use “I” statements
   Frame your response in a way that focuses on how you feel. For example: “I felt uncomfortable when you said [X], because it seemed like an assumption about [Y].” This keeps the conversation focused on the impact, not blame.
   
3. Ask for clarification
   Sometimes, the person might not even realize they said something problematic. Simply asking, “Can you clarify what you meant by that?” opens the door for a conversation without confrontation.
   
4. Educate, don’t accuse
   Use the moment to gently explain why the comment was harmful. A statement like, “I know you probably didn’t mean it that way, but that comment can be hurtful because it reinforces stereotypes about [group],” can help raise awareness in a non-judgmental way.
   
5. Support others
   If you see a colleague on the receiving end of a microaggression, speak up. Offering a simple, “That didn’t sit right with me,” can help the person feel supported and show others that you care about fostering an inclusive environment.

Building a Respectful, Inclusive Work Culture – It’s Up to All of Us!

Creating an inclusive workplace is a team effort, and it starts with each of us. Here are some ways everyone, leaders and team members alike can make a difference:

1. Encourage open dialogue
   Promote conversations where employees feel comfortable addressing difficult topics like race, identity, and bias. When we talk about these things openly, we can build understanding and respect.
   
2. Provide training
   Offer training on topics like unconscious bias and microaggressions. The more we know, the better equipped we are to make everyone feel valued.
   
3. Create spaces for feedback
   Encourage employees to share their experiences and concerns without fear of retaliation. Feedback is essential for growth and understanding.
   
4. Lead by example
   Leaders, it’s crucial to model the behavior you want to see in your team. When you make respect and inclusivity a priority, others will follow.

At the end of the day, empathy is key. When we take the time to understand each other’s perspectives and adjust our actions and language, we create a workplace where everyone feels like they belong. 

So, let’s keep the conversation going, step up when we see something, and work together to create a workplace where everyone feels respected and empowered.

Additional Learning Resouces

1. Pride At Work Canada: The Micropedia of Microaggressions
2. The Canadian Encyclopedia: Anti-Black Racism in Canada
3. The Canadian Encyclopedia: Ableism in Canada
4. The University of British Columbia: Microaggressions

Want to create a more inclusive workplace, but not sure where to start? We can help!

At Envol, we weave DEI into all our solutions, helping you create an authentically inclusive environment through a combination of strategic consulting, training and development, and actionable insights.

Get in touch to learn more!