What is a Microaggression at Work?

When you think of workplace harassment, what comes to mind?

I bet you have images of a stereotypical bully or obvious poor behaviour. Most times, when we think about workplace harassment, we don’t consider microaggressions. But we should.

​While microaggressions may not always be considered “harassment,” as defined by the Occupational Health and Safety Act, allowing them to go unchecked could lead to the creation of a workplace safety culture that becomes resistant or immune to the effects of these kinds of slights, resulting in a higher tolerance for what is deemed acceptable behaviour in the workplace. 

Microaggression
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Microaggression is a term used for commonplace daily verbal, behavioural, or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups

What You Need to Know About Microaggressions

It’s easy to see how microaggressions can be challenging in the workplace. However, when microaggressions go unaddressed, the line between what’s acceptable and what isn’t starts to blur. Addressing microaggressions sets the tone for a workplace safety culture that is inclusive and safe, sending the message that harassment will not be tolerated.
 

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Workplace Violence and Harassment Training

What is a Microaggression?​

Microaggression is a term used for commonplace daily verbal, behavioural, or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups

Microaggression Examples

Unfortunately, there are many examples of microaggressions, and they are especially common in the workplace. Let’s look at a few examples.

Verbal: A verbal microaggression is a phrase or question that is hurtful to a stigmatized group.
 
Examples:      

• “You’re very tough for a woman.”
• “You speak very good English!”
• “If you were born in China, why don’t you have an accent?”
• “You are pretty for a bigger girl.”

 

Behavioural: These microaggressions are based on specific subtle and hurtful behaviours.
 
Examples:

• A server ignores a table of a certain race people, saying “they don’t tip well anyways.”
• Neighbours are surprised to find that their black neighbours own their home rather than rent.
• A leader asks a staff of a certain race to show a new employee of the same race around, despite it being outside of their role description
• Asking an employee of a certain race to provide translation services without knowing if they even speak the language

Environmental: Microaggressions exist in the very fabric of our society.
 
Examples:

• Public schools that retain the names of known racist or misogynistic historical figures
• Lack of representation in the media
• Using stock photography for work materials that feature only or predominantly white cis people

The key to responding to microaggressions is to discuss them when they happen

Responding to Microaggressions

Don’t allow microaggressions to go ignored. The key to responding to microaggressions is to discuss them when they happen. Having conversations, open dialogue, and committing to doing better are all going to help curb microaggressions in the workplace. 

What if you’re the one being called out? It’s okay. Your intentions were likely good, and the person calling you out is being a good ally. It’s not about you – remember that! It’s about the person you offended, the words, and the next action you take. After listening carefully, apologize – but don’t overdo it. Acknowledge the comment or action you said or did and the impact it had and commit to doing better.

When you Witness or Hear a Microaggression​

• Have a discussion in the moment if it is safe and appropriate
• If it’s not the right time (might embarrass the person in front of others), resolve to address it as soon as you can
• Explain to the person what the microaggression was and how it might be perceived as harmful
• Remember – focus on the microaggression – not the person! This isn’t an attack on them
• Focus only on how the microaggression makes you feel – never make assumptions about how it makes others, including those who are in the targeted marginalized group – feel. To act as the voice for that group can be its own microaggression

​Microaggressions and your Workplace Violence and Harassment Program
 
Tolerating microaggressions is a slippery slope. Not addressing comments such as, “Can I touch your hair?” or “You’re more articulate than I expected,” can very easily lead to more pervasive issues such as subtlety racist or sexist jokes or offensive rhetoric. Pretty soon, the workplace culture has gone from one of acceptance to one of toxicity. Without a clear boundary, it’s hard to enforce the organization’s workplace violence and harassment policy.   
 
Make Expectations Clear
 
It’s a good idea to provide workplace violence and harassment training and review the policy with staff. Include a conversation around microaggressions and how to address them when you see them. Remind all staff that they are expected to act in accordance with that policy. 

Trust MidSouthWest Training and Consulting

MidSouthWest Training and Consulting offers Workplace Violence and Harassment Training. We also offer consulting services, and we can help you assess and strengthen an existing workplace violence and harassment policy and program or create one for you. You can trust MidSouthWest Training and Consulting to provide you with cost-effective training solutions tailored to meet your organization’s unique health and safety needs.
 
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To ask questions, contact us online or call 289.309.1143. Visit us 24/7 on the web at midsouthwest.ca.

​Last updated May 6, 2022