Recognizing Microaggressions in the Workplace
Employee #1: Alright, I feel as if I understand what microaggressions are now much better than I did before! But, how can I recognize when one is occurring in the workplace.
Employee #2: This is a good question and point! There are some key ways we can learn to recognize microaggressions in the workplace. Let’s take a look now!
Recognizing microaggressions in an organizational setting is the first step toward addressing them. Microaggressions directed at Indigenous peoples are diverse and include various forms. These include:
- Stereotyping, which assumes uniformity or adherence to cultural stereotypes within the Indigenous community
- Microinvalidations that dismiss or undermine Indigenous perspectives and experiences
- Microinsults represented by comments belittling Indigenous traditions or contributions
- Microignore when Indigenous ways of knowing and being are ignored or excluded in discussions.
These forms collectively contribute to an environment that disrespects, undermines, and diminishes the richness and diversity of Indigenous cultures and perspectives.
To help highlight how we might recognize microaggressions, let’s consider a case study now:
Case Study
A Study on Microaggressions with Employed Students
In discussions surrounding microaggressions, it’s essential to explore not only the reactions of the targets but also the responses of bystanders who witness these subtle acts. Understanding how both those directly affected and those observing microaggressions respond provides valuable insights into the broader dynamics at play. In a study conducted by Soleimani et al. (2022) analyzing the responses of employed students (n=201) to workplace microaggressions, several significant findings emerged regarding bystander reactions:
- Passive inaction, accounting for 22.4% of the responses. was the most prevalent bystander reaction to workplace microaggressions. This passive response often involves a bystander choosing not to intervene or address the microaggression, contributing to the perpetuation of such behaviours in the workplace. For instance, a bystander observing a colleague making a culturally insensitive comment during a meeting but choosing not to challenge it represents passive inaction.
- Positive action, which constituted 21.9% of the responses, reflects bystanders actively intervening or offering support to the target of the microaggression. This type of response seeks to address the microaggression and its potential harm. An example of positive action would be a coworker who, upon hearing a sexist remark, intervenes to emphasize the importance of respectful communication.
- Emotion-related reactions, making up 14% of the responses, encompass bystanders expressing emotional responses, such as empathy, shock, or discomfort. These reactions might manifest as a bystander expressing empathy to a colleague who has experienced a microaggression based on their ethnicity.
- Negative action was identified in 6% of the responses and often involves bystanders responding negatively to the microaggression, potentially escalating the situation. An example would be a bystander who, upon witnessing a microaggression, confronts the perpetrator aggressively, leading to a tense confrontation.
- Active inaction accounted for 4% of the responses and reflects bystanders who consciously choose not to react but have a clear motive or reason for doing so. This could include a bystander who recognizes the microaggression but for instance, looks away.
The study emphasizes the need for intervention strategies that motivate bystanders to actively challenge microaggressions. Furthermore, it underscores the importance of accounting for contextual factors, such as power dynamics and organizational culture, when developing these strategies, especially in the workplace setting.
