Microaggressions are everyday comments or behaviours that subtly communicate bias toward a marginalised group. Unlike overt discrimination, they often seem harmless on the surface. Phrases like “You’re so articulate” said to a person of colour, or “You don’t look disabled” to someone with an invisible illness. But over time, these moments build up, creating an environment where employees feel misunderstood, disrespected, or excluded.
In the workplace, microaggressions undermine psychological safety. When someone is constantly interrupted in meetings, has their name mispronounced repeatedly, or is asked invasive questions about their background, it chips away at their sense of belonging.
It all has severely negative results like –
- Reduced morale
- Burnout
- Disengagement.
Addressing microaggressions doesn’t mean walking on eggshells. It means leading with curiosity, humility, and a willingness to learn. If someone flags something you’ve said as hurtful, don’t rush to defend yourself. Instead, listen. Respond with, “Thank you for letting me know. I hadn’t realised. What would you think I could say instead?”
Try staying mindful of your own assumptions. Who do you see as a “natural leader”? Who gets labelled “too emotional”? These small cues reflect deeper stereotyped ideas that might come in the way of objective thinking and collaboration at workplace.
Ultimately, addressing microaggressions isn’t about perfection. It’s about presence. It’s about noticing patterns, unlearning biases, and committing to equity—not just in policy, but in daily interactions.