Workplace Microaggressions: How to Prevent, Mitigate, and Overcome Them

Black man angry at both colleagues sitting at a table not listening to him.

Picture this: You’re in the middle of a workday, everything seems fine, when a colleague says, “Wow, you speak English so well!” Or maybe it’s something subtler, like a sideways glance when you walk into a meeting or being passed over for a project for "unspoken reasons." Though these instances may seem small, they build up over time, leading to frustration and alienation.

These are examples of microaggressions—subtle, often unintentional slights or insults, usually directed at individuals from marginalized communities. Though they may appear insignificant on the surface, microaggressions can profoundly impact mental health, self-esteem, and professional life.

What Are Microaggressions?

Microaggressions are verbal or non-verbal slights that marginalize individuals based on race, gender, sexual orientation, religion, disability, or other identities. They go beyond simple insults or insensitive comments—their insidious nature lies in their frequency and the fact that they often happen casually, without intent to harm.

They may be framed as compliments or neutral statements, such as, “I don’t see colour,” or “You’re so strong/assertive/aggressive for a woman.” While the intent may not be to offend, the impact is undeniable, leaving the recipient feeling invalidated or misunderstood.

Types of Workplace Microaggressions

Understanding different forms of microaggressions can help us recognize and address them effectively.

Microassaults: More overt, deliberate acts of discrimination or hostility, such as using derogatory terms or intentionally excluding colleagues from opportunities based on stereotypes.
Microinsults: Subtler comments disguised as compliments, like, “You’re so articulate,” which implies surprise at someone’s eloquence based on their background.
Microinvalidations: Dismissing or minimizing someone’s lived experience. For example, responding to a coworker’s experience of discrimination with, “I don’t think that’s what happened.”
Micro-monitoring (Spotlighting): Excessive scrutiny of an employee from a marginalized group, such as a manager disproportionately tracking their time or questioning their work more than others.
Micro-sabotaging: Subtle actions that undermine performance or success, like withholding crucial project information or excluding someone from key meetings.
Non-verbal Microaggressions: Actions such as avoiding eye contact, clutching belongings when someone enters a room, or rolling eyes when someone shares their experience.

The Impact of Microaggressions

Microaggressions have been described as "death by a thousand cuts." Each incident may seem small, but their cumulative effect can cause significant harm, leading to:

Increased Stress and Anxiety: Individuals may feel constantly on guard, anticipating the next slight, leading to chronic stress and anxiety.
Decreased Work Productivity: Feeling marginalized can make employees disengaged, affecting their confidence and contributions at work.
Burnout: The mental and emotional toll of repeatedly addressing microaggressions can be exhausting, leading to burnout.
Physical and Mental Health Issues: Long-term exposure to microaggressions has been linked to high blood pressure, sleep disorders, and even substance use as coping mechanisms.

Strategies for Addressing Workplace Microaggressions

1. Encourage Assertive Communication

Use "I" statements when addressing microaggressions. For example:
- "When you said ____, I felt uncomfortable because it seemed like my experience was being minimized. I’d appreciate it if we could approach it differently in the future."
This fosters dialogue without escalating tensions.

2. Raise Awareness and Educate

Many people are unaware they are committing microaggressions. Constructive conversations can help educate colleagues about their biases.
Advocate for workplace training on diversity, equity, and inclusion to address biases and discriminatory behaviours like micro-monitoring and micro-sabotaging.

3. Set Boundaries

Establish personal boundaries to protect your mental and emotional health. If a microaggression occurs, assertively state that the comment or behaviour was inappropriate and why it was harmful.

4. Practice Micro-Affirmations

Counteract microaggressions with micro-affirmations—small, intentional acts of validation that uplift and acknowledge others’ contributions.
By fostering an affirming work culture, employees can mitigate the harmful impact of microaggressions.

5. Walk Away When Necessary

If microaggressions, micro-monitoring, or micro-sabotaging are systemic and persistent, it may be necessary to leave a toxic workplace. Prioritize your well-being and seek a work environment where your contributions are valued and respected.

6. Prioritize Self-Care and Seek Support

Microaggressions can take a toll on mental health. Engage in self-care practices like therapy, journaling, meditation, or connecting with supportive peers.
Cultivate self-compassion—acknowledge that you are not responsible for educating everyone or shouldering their biases.

Creating an Inclusive Workplace Culture

While microaggressions are often unintended, their impact is real. Organizations must actively foster inclusive workplaces by:

Encouraging open dialogue about discrimination and bias.
Implementing policies that address workplace microaggressions, discrimination, and harassment.
Providing ongoing education and diversity training to promote awareness and empathy.
Holding leaders accountable for fostering respectful and equitable work environments.

Microaggressions are more than just "minor slights"—they reinforce systemic biases and barriers in the workplace. By fostering open communication, practicing empathy, and advocating for inclusive practices, we can mitigate their impact and create a work environment where everyone feels they belong.

Together, we can dismantle the small acts that, when combined, create significant harm. Change starts with awareness and the willingness to address these behaviours head-on.