Microaggressions
Microaggressions can manifest themselves in a variety of ways, such as 'offensive' jokes about stereotypes or underestimating a person's abilities based on gender, race, sexual orientation, etc. Particularly damaging is its subtlety and frequent occurrence. This normalises a discriminatory culture, isolating and undervaluing victims and making them feel powerless.
Microaggressions in the workplace are often overlooked, but have a significant impact on individual employees and on the company culture as a whole. Microaggressions are often unintentional actions or statements with prejudicial or discriminatory overtones, often directed at historically disadvantaged groups. When cumulative, these minor acts of exclusion can have a serious impact on the mental health and productivity of employees, creating an environment that is low on inclusion and unfit for growth.
Specific case:
In the workplace, comments to female workers such as "You don't look like an engineer" or "You're a woman, but you're physically strong".
Unconsciously making eye contact only with certain people during meetings, based on their appearance or age.
Depending on a person's skin colour or race, say things like 'You look exotic' or 'Where are you from? I compliment them by saying 'You speak good English'.
Make well-meaning remarks to LGBTQ people, such as 'I don't mind that kind of thing, it's fine'.
'I don't feel much discrimination based on race or gender in this company. So it doesn't matter to us', underestimating the problem.
There are many reasons why companies should address microaggressions:
Improved employee well-being: employees who experience microaggressions more frequently are more likely to experience stress, anxiety, and burnout. By proactively addressing microaggressions, companies can significantly improve the mental health of their employees and increase productivity and job satisfaction.
Inclusive workplace culture: eliminating microaggressions contributes to building a culture of respect and inclusion. This creates a diverse and engaged work environment, which encourages creativity, innovation, and employee participation.
Retaining and attracting talent: addressing microaggressions helps retain diverse talent and makes companies more attractive to future employees. We live in an era where company culture has a significant impact on employment decisions, and organisations that prioritise inclusion tend to attract a more diverse and skilled workforce.
Legal and reputational risks: microaggressions, if left unchecked, can escalate into more serious forms of discrimination and harassment, posing legal risks to companies. It can also damage a company's reputation, affecting its relationships with customers, clients, and prospective employers.
So how should companies deal with microaggressions?
The first step is education. Provide training on diversity and inclusion to ensure employees first understand what microaggressions are. It is then important to encourage open dialogue about experiences and create an environment where employees feel comfortable reporting microaggressions when they see or experience them. Recognising microaggressions, understanding their impact, and taking consistent steps to address them will foster a healthier, more inclusive, and productive work environment. The road to eradicating microaggressions may be difficult, but the effort will be well worth it.
