Want to know how to improve the culture and communication within your teams? Need concrete examples of #workplace microaggressions?

They exist – daily. Listen. Observe. Change Behavior where you are.

When you observe microaggressions in the workplace, it’s important to approach the situation with a sense of responsibility and care, recognizing the subtle yet harmful impact these behaviors can have on individuals and the overall work environment. The first step is to assess the situation and determine if the behavior needs to be addressed immediately. In some cases, the microaggression may have been unintentional or unaware, but that doesn’t diminish its potential harm. If you feel comfortable and safe doing so, you can address the behavior in the moment. Politely pointing out the impact of the comment or action, in a non-confrontational way, can help raise awareness and initiate a constructive dialogue.

If addressing the behavior in real-time is not possible, it’s important to document what you observed. Keeping a record of the incident, including dates, times, and the individuals involved, provides a clear account of the microaggression. This documentation can be valuable if further action is needed. It’s also essential to consider the context of the microaggression and the dynamics at play, including the relationship between the individuals involved, which may influence the most appropriate course of action.

After documenting the incident, it may be helpful to discuss the situation with the individual who exhibited the microaggression, if you feel it is appropriate. Approach the conversation with empathy, as the person may not be aware of the harm they caused. Use “I” statements to express your observations, such as “I noticed that when X was said, it seemed to make Y uncomfortable.” This approach helps avoid sounding accusatory and encourages an open dialogue. It’s crucial to focus on the impact of their behavior, rather than making them feel defensive, which can lead to a more productive conversation.

If you are unsure how to handle the situation or if the microaggressions continue, consider escalating the issue to a supervisor, HR, or another trusted colleague. In some cases, individuals may not be receptive to peer intervention, and addressing the behavior at a higher level can help reinforce company policies around respect and inclusion. HR or management can offer additional resources, such as diversity training or mediation, to help address ongoing issues. It’s important to know that there are often formal channels in place to handle such situations and that utilizing them can contribute to a healthier work environment.

Finally, as a bystander, it’s important to foster a culture of inclusion and support in the workplace. If you observe microaggressions, one of the most powerful things you can do is support the person targeted by the behavior. Expressing solidarity and offering a listening ear can help them feel heard and less isolated. Encouraging open conversations about diversity, inclusion, and respect in the workplace can create an environment where microaggressions are less likely to occur. By actively participating in creating a more inclusive workplace culture, you contribute to an atmosphere of respect, understanding, and accountability.

Need concrete examples of workplace microaggressions?  Read the stories told by those who have experienced them… not long ago, but here, now.

A Thousand Cuts, Untold Stories of a Casual Discrimination
  • YpMedia.co
  • Article here

Related

5 Examples of Microaggressions in the Workplace
Unmasking ‘racial micro aggressions
  • by Tori DeAngelis
  • Article here
Microaggressions Are A Big Deal: How To Talk Them Out And When To Walk Away
  • NPR.org
  • Article here

Fresh Spotlight

“You don’t have to be of a certain group to understand that something is unjust. It’s really about learning how to be empathetic to people. And also just to be really aware and knowledgeable of history. This country is founded on racism toward indigenous people and racism toward black people, and that’s not new.”

– Andy Limbong

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