How to Deal with Microaggressions at Work (And Foster an Inclusive Workplace)

In today’s ever-diverse workplaces, diversity and inclusion have become not just buzzwords but integral components of a thriving organization.

While many organizations have attempted to addre workplace discrimination, microaggre ions often creep into the workplace, creating uncomfortable and sometimes hostile environments for marginalized communities and individuals.

These subtle offhand remarks, intentional or unintentional, can significantly impact an individual's well-being and productivity.

DEI expert Risha Grant joined me to unpack what microaggre ions are and how to deal with microaggre ions at work so that you can foster a better and more inclusive workplace.

Understanding Microaggre ions

Microaggre ions are everyday verbal or non-verbal slights, snubs, or insults often deeply rooted in stereotypes or biases. Risha explained how everyone has developed biases and stereotypes over their lifetime. We’ve been influenced by our family and friends, school and social environments, the media, and even the government. Together, they form our “bias sphere,” which subconsciously colors how we view others.

Microaggre ive remarks or behaviors communicate hostile or derogatory me ages to marginalized communities or individuals, often unintentionally. In fact, many times, the actor believes they are paying a compliment when, in reality, the impact is hurtful.

For example, Risha shared her experience of being told, "You are such a credit to your race." Subtle or unintentional comments like this convey rudene and insensitivity.

Another example is undermining or dismi ing marginalized individuals' thoughts, experiences, and feelings, like saying to an Asian-American colleague, "Your English is really good," while a uming they come from a non-English speaking country or telling a Black person, "All lives matter" in response to the Black Lives Matter movement.

Even small things like mispronouncing someone’s name because it’s too difficult or unusual or a uming an older worker isn’t capable of using a specific technology are microaggre ions.

The Impact of Microaggre ions at Work

Microaggre ions may seem harmle to people who don't experience marginalization, so raising awarene of how they impact targeted people's lives is e ential.

While they seem small on the surface, their cumulative effect on someone could be measured on a “macro” level. As Risha put it, over time, it can feel like your skin is raw and tender from a thousand small cuts. This leads to marginalized individuals coming to work with a wall around them as they attempt to avoid further microaggre ions.

In the workplace, microaggre ions can profoundly impact workplace dynamics, employee morale, collaborative teamwork, and overall productivity.

When people in the organization fail to notice and addre these microaggre ions at work, sadly, it reinforces those biases and creates a workplace for them to thrive. And this could be damaging to the organization as a whole.

For an organization to thrive, you want your employees to feel great at work, and you want it to be a place that they want to come to every day.

What Can You Do as a Manager

Managers play a pivotal role in addre ing and eliminating microaggre ions at work. But eradicating microaggre ions doesn't happen overnight, and it certainly isn't only one person’s job.

Here are a couple of ways Risha shared on the podcast on how managers should deal with microaggre ions and create a more inclusive workplace.

Listen

The first step managers can take is to listen to their employees–listen to understand, not just respond. When someone from your team reports a microaggre ion incident, don’t say, "Are you sure the person meant it that way?". Instead, thank them for bringing it to your attention.

If you want to stop microaggre ive behaviors, you need to validate their experience, even if you don’t agree with or understand it.

Act

When a microaggre ion is reported or observed, it's crucial for managers to addre it promptly. Risha suggests bringing people together for a listening circle. Provide a space for folks to say, "You know, when you said that, it really hit me the wrong way." Allow each person to share more about themselves overall because when you understand and get to know a person, you begin to break away some of those barriers that are naturally there.

Interrupt

The last step in addre ing microaggre ions is to ensure everyone understands what they are and their harmful effects. Managers can organize training se ions, workshops, and discu ions to educate their teams about microaggre ions, emphasizing that even unintentional behavior can be hurtful.

You can give examples of microaggre ive behaviors in your employee handbook and implement a zero-tolerance policy for microaggre ions and discrimination in the workplace.

Over time, microaggre ive behaviors should di ipate, and people will feel more comfortable speaking up in the moment. Risha’s favorite phrase is, “What did you mean by that?”. It instantly helps someone recognize that their comments were based on biases and discrimination.

Dealing with microaggre ions requires a proactive and committed approach to communication, education, and accountability. By taking these steps above, managers can foster a more inclusive workplace where employees can thrive and do their best at work.

Connect with Risha:

- Follow Risha on Instagram here

- Follow her on Twitter here

- Check her out on LinkedIn here

- Visit her official website for more information here

Guest Bonus: 5 Copies of Be Better Than Your BS Book

Risha is happy to offer 5 copies of “Be Better Than Your BS: How Radical Acceptance Empowers Authenticity and Creates a Workplace Culture of Inclusion”to members of The Modern Manager community.

Using stories from her personal and profe ional journey as well as those of her clients, Grant encourages you to first examine the roots of your own BS through a proce of radically accepting yourself and then to build a BS-free culture, which can only happen when you learn to radically accept others. She also shares the exercises, tools, and strategies she has taught thousands of people at all levels to make their workplaces more accepting, inclusive, and productive.

Get a chance to win a copy of this book and many other member benefits when you join The Modern Manager Community.

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The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive, and great work gets done.

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