Microaggressions: death by a thousand cuts
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Microaggressions: death by a thousand cuts
Illustration by Ashley Lukashevsky
According to Lean In, “almost 2/3 of women face everyday sexism and racism—known as microaggressions—at work” - a deeply concerning statistic.
Microaggressions can come in many forms. Broken down, the term refers to everyday discrimination which is fuelled by disrespecting an individual, such as sexism or racism.
Ever had someone assume you’re more junior than you are? Or perhaps fallen victim to sexist language? Everyday sexism and racism—also known as microaggressions - can be subtle.
Though anyone can receive disrespectful behaviour, microaggressions are usually aimed toward those who hold less power in society.
Microaggression isn’t just a problem for women, it also affects men in the workplace – in particular men of colour or men who identify as part of the LGBTQ community.
Author Kevin Nadal, a psychology professor, researches microaggressions and its impact on one’s mental health. Over time, this type of bias becomes impactful to the individual on a mental and physical level, often resulting in long-term illness including anxiety and depression, not to mention the individual quitting their job to escape the toxic environment.
So, what can you do to help mute microaggressions at work?
New habits that make a difference
Be open: In your next team meeting, encourage an open dialogue on microaggressions, and ask folks to volunteer seemingly subtle phrases that caused hurt or offense. Create a penalty-free safe space where folks can listen with compassion and learn from each other.
Use your power: If you are a senior leader of your workforce, take the initiative and propose a bias workshop or push for training. It’s critical for managers to have these tools in place so they can drive change.
Get technical: Encourage the company to share its diversity metrics. This will encourage an open conversation between senior leaders and shed some light on the recruitment process.
Take opportunities to learn: Think of a time someone said something derogatory about a cultural group you identify with. Did you confront them or address it? If you could go back in time, how would you turn that into an opportunity to learn and build empathy?
What we’re reading
🙅🏽♀️ Adidas’ Head Of HR Quits In Ongoing Exodus Of DEI And HR Leads
😮 A Top U.K. Newspaper Explores Its Ties to Slavery, and Britain’s
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