When someone points out a microaggression, the first reaction is often: “But I didn’t mean it that way.” While intention matters, it’s the impact that shapes someone’s experience.
In the workplace, professionalism includes being open to feedback, even when it’s uncomfortable. If a colleague says your words felt dismissive or biased, take a moment before reacting. Instead of defending, try responding with, “I’m sorry. That wasn’t my intent, but I understand how it came across.”
Microaggressions are often rooted in societal stereotypes. You may not mean harm, but the comment can still reinforce bias. For example, complimenting someone on being “surprisingly articulate” implies that intelligence was unexpected. Asking someone where they’re “really from” may signal that they don’t belong.
When we focus only on intent, we centre ourselves. But inclusion requires centring others’ experiences. Acknowledging someone’s feelings doesn’t mean you’re a bad person. It means you’re a responsible colleague.
Leaders have an especially important role. Hold yourself accountable by being receptive to feedback and encouraging others to do the same. Create space in team discussions to address harm. Normalise saying, “Let’s pause. I think that comment might need some reflection.”
Over time, this builds a culture of psychological safety. People stop fearing backlash when they speak up. They trust their colleagues to listen, reflect, and do better.
Microaggressions won’t disappear overnight, but each moment of accountability moves the needle. By shifting from defensiveness to empathy, we create a workplace where people don’t just feel included—they feel respected.