Understanding Microaggressions in the Workplace
Although we can now define microaggressions, it can still sometimes be difficult to understand how they occur in the workplace, or what they look like.
Picture two co-workers having a conversation now:
Employee #1: I know what a microaggression is, but I don’t think I’ve ever seen one in my office. No one is mean or aggressive to me!
Employee #2: This may be true, but often we can have trouble seeing microaggressions happening in our own place of work because we do not understand the different forms they take, or how to recognize them. Developing these skills can be the first step to preventing microaggressions in the workplace!
Experiencing microaggressions in the workplace is not limited to specific positions or industries. According to Agarwal (2021) the Medical Workforce Race Equality Standards report, for instance, underscored several areas where physicians from marginalized racial backgrounds face unequal outcomes compared to their White counterparts. This includes fewer clinicians from these groups at higher clinical or medical director levels, a reduced presence in consultant roles, a higher likelihood of being subjected to complaints, referrals, and investigations, increased chances of adverse annual reviews for competence progression, lower pass rates in postgraduate examinations, and a greater prevalence of reported abuse, bullying, or harassment within their work environments.
To fully grasp the concept of microaggressions, it’s crucial to not only understand what they are, but why they are significant. Given that microaggressions are subtle, often unintentional slights, insults, or behaviours that communicate derogatory or hostile messages towards individuals based on their characteristics, these actions, can have profound effects on individuals and the overall workplace climate. To highlight the impact of microaggressions,
Let’s take some time to explore a few real-life categories of microaggression examples and how they relate specifically to Indigenous employees.
Understanding microaggressions can be difficult as they are defined by how the target of a behaviour responds to comments and behaviours. While individual responses may vary depending on personality, individual experiences, and context, an understanding of microaggressions may aid in our ability to identify them.
In the panels below, we will explore specific examples of comments and behaviours that may be experienced as microaggressions and explore why they may be categorized as such. As you go through these examples, take some time to think about the subtle yet impactful ways in which microaggressions manifest in various aspects of our daily lives. Understanding the underlying biases and stereotypes that fuel these behaviours is an essential step in addressing and combatting microaggressions within our personal and professional interactions.
Did any of these come as a surprise to you? Have you heard any of these statements made in your workplace before? Some of these statements may seem inoffensive at first glance, but they contribute towards the alienation of Indigenous and other equity seeking groups in the workplace. It is therefore important to think about not just how to understand microaggressions, but also how to respond to them.
Extend Your Learning – Responding to Microaggressions by the Target
It is clear that reactions to microaggressions vary among individuals. Reactions such as anger are understandable when acknowledging microaggressions as problematic. However, a lack of recognition can make any response seem unwarranted or aggressive. This places the target in a challenging position. Understanding these varied reactions is critical for organizations. It’s important to note that recognizing and addressing these responses is a key step towards fostering a supportive and understanding environment in the workplace.
