7 Ways to Address Microaggressions at Work

Written by Richard O'Connor
Last updated July 29, 2024

Don’t be fooled by the name. Microaggressions may seem minor, but 40% of people have experienced microaggressions at work related to their identity. This can create a toxic environment, affecting employee well-being and productivity. As an employer, you must actively address microaggressions at work to create an inclusive and supportive workplace. 

So, let’s do something about it. Here are 7 practical ways employers can address microaggressions at work so all of your employees feel valued, supported, and safe.

What Are Microaggressions?

Microaggressions are subtle, often unintentional, comments or actions that marginalise individuals based on their identity, such as race, gender, sexual orientation, or disability. 

While they may seem insignificant to some, they can have a cumulative negative effect on the targeted individuals.

Here are some examples of microaggressions in context:

  • Racial microaggression: A colleague says to an Asian British person, “You speak such good English!” implying that it’s surprising they are articulate.
  • Gender microaggression: During a meeting, a male employee repeatedly interrupts a female colleague, dismissing her contributions.
  • LGBTQ+ microaggression: An employee tells a gay colleague, “You don’t seem gay,” suggesting that they don’t fit certain stereotypes.
  • Disability microaggression: A manager assumes an employee with a visible disability needs help with tasks without asking if they require assistance.

Understanding microaggressions is the first step towards addressing them effectively in the workplace.

1. Employee education and training

Implementing regular training sessions on diversity, equity, and inclusion (DEI) can help raise awareness among employees.

Why It Matters: Many employees may not even realise their comments or actions are microaggressions. As such, education helps them understand the impact of their behaviour.

Action Steps:

  • Hire DEI trainers to conduct in-person or virtual workshops.
  • Use online courses and resources that employees can access at their own pace.
  • Incorporate real-life scenarios in training sessions to show the effect microaggressions can have.
  • Encourage open discussions during and after training sessions to reinforce learning.

2. Promote open communication

Employees need to feel safe to speak up about their experiences with microaggressions. So, it’s essential that you create and promote open communication in your workplace culture. 

Why It Matters: Open communication can help you identify and resolve issues before they escalate.

Action Steps:

  • Set up anonymous reporting systems for employees to voice their concerns without fear of retaliation.
  • Create safe spaces for dialogue, such as regular team meetings or dedicated forums.
  • Encourage managers to have regular one-on-one check-ins with their team members to discuss any issues they might be facing.

3. Lead by example

Leaders play a vital role in setting the tone for the entire organisation. They should be models of inclusive behaviour and address microaggressions as soon as they occur through the proper channels.

Why It Matters: When leaders demonstrate a commitment to inclusivity, employees are more likely to follow suit.

Action Steps:

  • Train leaders on recognising and addressing microaggressions effectively.
  • Hold leaders accountable for their actions and the culture within their teams.
  • Encourage leaders to share their experiences and learnings about handling microaggressions to inspire others.

4. Implement clear policies

Speaking of proper channels… 

You’ll need to develop and implement policies that specifically address microaggressions. This provides a framework for acceptable behaviour and the consequences all staff/leaders will face for violating these policies.

Why It Matters: Clear policies set expectations and provide a basis for addressing issues consistently.

Action Steps:

  • Write comprehensive policies that define microaggressions and outline the reporting and resolution process.
  • Communicate these policies to all employees during onboarding and through regular reminders.
  • Ensure consistent enforcement of these policies to maintain credibility and trust.

5. Provide support systems

Microaggressions aren’t going to disappear overnight. Therefore, you’ll need to offer resources and support for those affected by microaggressions so they feel valued and supported.

Why It Matters: Support systems can reduce the negative impact of microaggressions while promoting a more inclusive environment.

Action Steps:

  • Establish employee resource groups (ERGs) where individuals with similar experiences can support each other.
  • Offer counselling services, either through an in-house counsellor or an external provider.
  • Create mentorship programmes to provide guidance and support for affected employees.

6. Encourage bystander intervention

Did you know that only a third of UK employees have intervened when they’ve witnessed discrimination in the workplace? You can help increase this number by training employees how to intervene correctly when they witness microaggressions. 

Why It Matters: Bystander intervention can prevent microaggressions from escalating and demonstrate a collective commitment to inclusivity.

Action Steps:

  • Provide training on how to recognise and intervene in instances of microaggressions.
  • Encourage a culture where employees feel empowered to speak up on behalf of their colleagues.
  • Recognise and reward employees who actively intervene to support their peers.

7. Regularly review and assess workplace culture

Employers need to keep their finger on the pulse by performing regular assessments of the workplace culture. By doing so, they can help identify areas for improvement and track progress in addressing microaggressions.

Why It Matters: Continuous assessment tells you whether or not your initiatives are still effective and relevant.

Action Steps:

  • Conduct regular surveys and feedback sessions to gather input from employees.
  • Analyse the data to identify trends and areas needing attention.
  • Adjust policies and training programmes based on the feedback and findings.

Conclusion

Addressing microaggressions at work is not a one-time task but an ongoing commitment to creating a respectful and inclusive environment. By following these actionable steps, employers can make a real difference in tackling microaggressions.

Taking these steps not only improves the workplace atmosphere but also enhances employee satisfaction and productivity, making it a win-win for everyone involved.

Need help becoming a more inclusive, diversity-positive employer? Aspiring to Include can help. Get in touch to see how our team of experts can optimise your diversity and inclusion initiatives and drive success.

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Last Updated: Wednesday June 26 2024
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