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Microaggressions are subtle, often unintentional comments or actions that can make someone feel uncomfortable, excluded, or marginalized. They can take many forms, such as assuming someone's race or ethnicity, making inappropriate jokes, or using language that reinforces harmful stereotypes. While they may seem small or insignificant, they can cause emotional and psychological distress, decrease productivity and engagement, and lead to higher turnover rates.
Creating a more equitable workplace requires individual and systemic approaches. Individual approaches increase awareness and promote personal responsibility, while systemic approaches address broader structural inequalities and injustices.
Below, we share how you as an individual can address microaggressions in the workplace, as well as how employers can operationalize shared values through systems-level approaches.
Individual Approaches
Educate yourself.
Take the time to learn about microaggressions and the impact they can have on individuals and communities. Read articles, attend training sessions, and engage in conversations with those who have experienced microaggressions. This will help you to recognize and respond to microaggressions when you encounter them.
Ready to get started? Here are some resources that may be helpful:
Listen and validate.
Listening to and validating the feelings of someone who has experienced microaggressions is an essential step in creating a supportive and inclusive work environment. Find a private space where you and your colleague can talk without interruption or distraction. Commit to maintaining confidentiality and assure them that you will not share their story without their consent. Avoid interrupting or judging their experience. Acknowledge the impact of the microaggressions on their well-being. You can say things like "I'm sorry that you had to go through that" or "It's understandable that you feel that way." Avoid minimizing or dismissing their experience. Phrases like "at least it wasn't worse" or "you're being too sensitive" can invalidate your colleague's experience. Ask your colleague how you can support them and offer resources or suggestions that can help—for example, connecting them with an employee resource group or offering to help them speak with a senior leader or HR representative.
Interrupt microaggressions.
Interrupting a microaggression can be difficult and emotional, but it's important to remain calm. Take a deep breath and approach the situation with a clear mind. Assertively, but respectfully, interrupt the microaggression by addressing the behavior directly. For example, you could say something like, "I don't think that's an appropriate comment" or "Let's focus on the issue at hand." This helps to send a message that microaggressions are not acceptable in your workplace. Use "I" statements to express how the microaggression made you feel or how it may impact others. For example, you could say, "I feel uncomfortable when comments like that are made" or "I worry that comments like that could create a hostile work environment."
Hold others accountable.
Hold others accountable for their actions and words. If someone engages in microaggressive behavior, speak to them privately and let them know that their behavior is unacceptable. Focus on what the person did, rather than making assumptions about who the person is. Let them know why their behavior was harmful. For example, you could explain how certain words or actions can be perceived as discriminatory or exclusionary. You might also provide resources or examples to help the person understand the impact of their words or actions. If the behavior continues or becomes more severe—and you feel safe doing so—report the issue to a senior leader or HR representative. As an ally, you can use your privilege and influence to advocate for change in your workplace. You can bring up issues related to microaggressions during meetings or speak to HR about the need for additional training and resources. Use your voice to help create a workplace culture that is inclusive and respectful.
Systemic Approaches
Provide education and training.
Conduct regular training sessions to help employees recognize microaggressions, understand their impact, and learn how to address them constructively. Ongoing learning opportunities should be provided to all employees, including managers and supervisors.
Develop clear policies.
Begin by defining what constitutes a microaggression. Provide clear examples of what behaviors or comments are considered microaggressions. This will help employees understand what is and is not acceptable in the workplace. Clearly outline the consequences of engaging in microaggressions. This could include disciplinary action, training, or other measures. Be sure to communicate the consequences of microaggressions in a way that is clear and easy to understand.
Encourage reporting.
Create a reporting system that allows employees to share instances of microaggressions in a confidential and safe manner—for example, an online form or hotline where employees can report incidents they have experienced or witnessed. The reporting system should be easily accessible and prominently displayed on your intranet and/or other communication channels. Once a report is submitted, have a clear process in place for reviewing the report, investigating the incident, and providing the appropriate follow up. Ensure non-retaliation for those who come forward.
Enforce consistently.
Enforce your policies consistently and fairly. Address all reported incidents promptly and take appropriate disciplinary action against perpetrators, regardless of their position or seniority within the organization. Consistent enforcement can help build trust and confidence among employees, demonstrating that your organization takes these issues seriously and is committed to creating a diverse, equitable, and inclusive workplace.
Remember that responding to microaggressions is an ongoing process, and it can take time and practice to feel comfortable and confident in your responses. However, recognizing these harmful behaviors and taking steps to address them through individual and systemic approaches can help you create a safe and welcoming environment for all employees, regardless of their race, gender, or other personal characteristics.
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