Addressing microaggressions in the workplace
Understanding how to address a microaggression you have experienced directly or as an observer can be challenging.
Considering how to approach this interaction and knowing what to say may feel scary or stressful. The following steps are relevant to those on the receiving end, witnesses, and those who are in a position of influence who are informed of the incident.
Step 1: Identification and acknowledgement
Recognising a microaggression is the first step towards addressing and eliminating this discriminatory practice from reoccurring. Some microaggressions will be easy to recognise while others may be less obvious.
If there is any uncertainty, you could ask others present for an opinion, clarification, or validation. If this is not possible, speak to a trusted confidant or colleague as it may help to discuss the incident with another person and get their perspective.
Step 2: Evaluating the response
If the incident has been identified as a microaggression is identified, the next step is to consider the risks of responding compared to the consequences of not saying anything. This can be stressful – consider the below to help support your decision.
- Do I have the capacity and ability to manage defensive reactions from the other party?
- How can I approach this in a way that will result in constructive engagement?
- What kind of language can I use that will educate rather than alienate?
- What is the potential impact on professional relationships?
- Will I have personal feelings of regret for if I remain silent?
- Am I saying that I accept or tolerate the behavior by not addressing it?
- Are there other ways to address this situation, such as discussing with a manager or seeking support from an advocacy group?
Choosing not to respond: Responding to a microaggression can be emotionally draining, especially if it occurs frequently. You may not feel able to respond every single time, and that is okay.
Step 3: Creating a strategy for engagement
When choosing to address a microaggression, it is important to consider the method and timing. Immediate responses can highlight the issue while it is fresh, whereas responses at a later point allow for private and perhaps more reflective discussions.
Your strategy may include:
- asking for further clarification to prompt introspection
- distinguishing between intent and impact to foster understanding
- sharing personal growth stories to illustrate learning curves
- employing "I" statements to express personal feelings without attributing malice.
It’s also important to focus on the behaviour rather than labelling the individual to encourage a more productive conversation
Example: You could consider “Your comment was racist and offensive because it used harmful stereotypes” instead of “You are a racist for saying that”.
Step 4: Confrontation
Direct confrontation
If you’ve been the victim of a microaggression, one technique is asking, as neutrally as possible, for clarification. This might sound something like: "I may have misunderstood – can you explain what you mean?"
If the answer does clarify why it wasn’t a microaggression, explain why you think it was unequal and unfair.
If you’ve been the victim of microaggressions, it would be entirely rational to respond emotionally. However, it’s often more effective to remain calm, and matter-of-fact.
A difficult conversation may also result in the person you have raised an issue with, being upset/defensive themselves. If this happens you could say: “I suggest we take a break, reflect and re-arrange another time to catch up on this issue”. But you can always withdraw from the conversation or speak to another trusted colleague – you have no obligation to educate and inform.
Indirect confrontation
Addressing a microaggression directly can be daunting and direct confrontation may not always be the best approach or feel comfortable.
You might want to talk informally to trusted colleagues. If they know what has happened, they will often be more likely to back you up if there is a repeat incident.
Similarly, talking to trusted friends outside of work could help. While this individual or individuals won’t have any direct control over the situation, they may be able to offer you solidarity, validation, and advice.
If you wish to address the microaggression without involving the perpetrator directly, you could share your experience and feelings with an authoritative figure you trust. This might be a line manager or someone further up the management chain. Even if you ask for your hearing to be treated in confidence, bear in mind that this will still put your case on a more formal footing.
Make sure you discuss what you think your manager should do with your information. Some options include:
- your manager having a quiet word with the perpetrator on your behalf.
- your manager organising a meeting between the three of you to have a constructive conversation
- informing the individual in charge of human resources (HR) about the incident to inform future operational policies and procedures
Supporting structures
To prevent microaggressions, managers and leaders in practice must encourage an environment where concerns about microaggressions are taken seriously and addressed promptly. Providing tools for safe, confidential reporting and joining support networks can offer support and affirmation.
Educational initiatives that increase awareness and understanding of microaggressions can also reduce defensiveness and foster a community of empathy and respect. Allyship plays a crucial role in this process, offering support and solidarity to those affected by microaggressions. Through active understanding and engagement, allies can amplify underrepresented voices and contribute to a culture of inclusivity.
