{"id":9068,"date":"2024-04-01T23:01:25","date_gmt":"2024-04-01T21:01:25","guid":{"rendered":"https:\/\/www.signium.com\/?post_type=news&#038;p=9068"},"modified":"2026-01-07T16:55:16","modified_gmt":"2026-01-07T15:55:16","slug":"confronting-microaggressions-in-the-workplace","status":"publish","type":"news","link":"https:\/\/www.signium.com\/es\/news\/confronting-microaggressions-in-the-workplace\/","title":{"rendered":"Beyond the Surface: Confronting Microaggressions in the Workplace"},"content":{"rendered":"\n<p data-aos=\"fade-up\">A microaggression is a subtle or sometimes unintentional verbal, behavioral, or environmental slight that expresses a prejudiced attitude towards a member of a marginalized group. These actions can be directed at racial minorities, LGBTQ+ individuals, or other historically marginalized groups discriminated against for age, gender, language or culture. Rather than overt declarations of racism or sexism, they often take the form of offhand comments, inadvertently painful jokes, or pointed insults. Perpetrators are often oblivious to their own bias and therefore act or speak without forethought.<\/p>\n\n\n\n<p data-aos=\"fade-up\">A 2019 survey by Glassdoor found that 61% of men and women had witnessed or experienced workplace discrimination based on age, race, gender, or LGBTQI+ identity.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-impact-on-lgbtq\" data-aos=\"fade-up\">Impact on LGBTQ+<\/h3>\n\n\n\n<p>In a <a href=\"https:\/\/www.mckinsey.com\/featured-insights\/sustainable-inclusive-growth\/chart-of-the-day\/lgbtq-plus-workers-more-likely-to-experience-microaggressions\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>McKinsey survey<\/strong><\/a data-aos=\"fade-up\"> (October 2022) nearly one-third of surveyed LGBTQ+ employees reported experiencing a microaggression at the workplace &#8211; being interrupted or talked over, for example. \u201cThis figure varies according to different subsets within the LGBTQ+ community,\u201d says partner, Monne Williams and co-authors. \u201cFor instance, LGBTQ+ women and transgender employees were more likely than gay men to report experiencing microagressions at work.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" data-aos=\"fade-up\">Language and other insults<\/h3>\n\n\n\n<p data-aos=\"fade-up\">Unconscious insults are ingrained in our language, most likely uttered without filtering.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Some examples are:<\/p>\n\n\n\n<ul>\n<li data-aos=\"fade-up\">\u201cBlacklist\u201d refers to a list of things that are seen negatively; \u201cwhitelist &#8211; a list of things that are seen positively.<\/li>\n\n\n\n<li data-aos=\"fade-up\">\u201cMan up\u201d aligns gender with strength or competence.<\/li>\n\n\n\n<li data-aos=\"fade-up\">\u201cPeanut gallery\u201d originated in the 1800s and referred to the sections of segregated theaters usually occupied by Black people.<\/li>\n<\/ul>\n\n\n\n<p data-aos=\"fade-up\">Other examples are:<\/p>\n\n\n\n<ul>\n<li><strong><em>Gender stereotypes<\/em><\/strong data-aos=\"fade-up\">: Making assumptions based on gender roles, such as expecting women to be nurturing or men to be assertive.<\/li>\n\n\n\n<li><strong><em>Interrupting or mansplaining<\/em><\/strong data-aos=\"fade-up\">: Dismissing or talking over women during discussions, assuming they need explanations even when they don\u2019t.<\/li>\n\n\n\n<li><strong><em>Gendered language<\/em><\/strong data-aos=\"fade-up\">: Using terms like \u201cbossy\u201d for assertive women or \u201cemotional\u201d for men expressing feelings.<\/li>\n\n\n\n<li><strong><em>Assuming heterosexuality<\/em><\/strong data-aos=\"fade-up\">: Asking questions like \u201cDo you have a boyfriend\/girlfriend?\u201d, without considering diverse sexual orientations.<\/li>\n\n\n\n<li><strong><em>Misgendering<\/em><\/strong data-aos=\"fade-up\">: Using incorrect pronouns or assuming someone\u2019s gender identity based on appearance.<\/li>\n\n\n\n<li><strong><em>Invisibility<\/em><\/strong data-aos=\"fade-up\">: Ignoring LGBTQ+ identities by not acknowledging their existence or experiences.<\/li>\n\n\n\n<li><strong><em>Overcompensating<\/em><\/strong data-aos=\"fade-up\">: Treating people with disabilities with excessive sympathy or avoiding them altogether.<\/li>\n\n\n\n<li><strong><em>Assuming socioeconomic status<\/em><\/strong data-aos=\"fade-up\">: Making assumptions about someone\u2019s financial situation based on appearance, accent, or occupation.<\/li>\n\n\n\n<li><strong><em>Discounting financial struggles<\/em><\/strong data-aos=\"fade-up\">: Saying things like \u201cMoney isn\u2019t everything\u201d or \u201cJust work harder\u201d, minimizes the impact of economic disparities.<\/li>\n<\/ul>\n\n\n\n<p>Society on the whole may want to dismiss harmful innuendoes as being oversensitive, but \u201cResearch is clear about the impact seemingly innocuous statements can have on one\u2019s physical and mental health, especially over the course of an entire career: increased rates of depression, prolonged stress and trauma, physical concerns like headaches, high blood pressure, and difficulties with sleep,\u201d <a href=\"https:\/\/hbr.org\/2022\/05\/recognizing-and-responding-to-microaggressions-at-work\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Harvard Business Review<\/strong><\/a data-aos=\"fade-up\"> writes. This may result in a lack of focus and decreased productivity.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Microaggressions can negatively impact careers causing increased burnout and less job satisfaction. These require both intellectual and emotional resources to recover from them.<\/p>\n\n\n\n<p data-aos=\"fade-up\">While it is without thought that these slights or offending comments are committed, their impact is profoundly hurtful and far-reaching.<\/p>\n\n\n\n<p data-aos=\"fade-up\">&#8220;There is something deeply concerning about being intentionally aggressive towards others in our workplaces\u201d, says Kamil Stefanczak, Consultant at Signium Poland. \u201cSuch situations (micro or not) need\u202fto be confronted with core values, hopefully well-understood and consistently communicated over time, within the organization.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" data-aos=\"fade-up\">Career stunting<\/h3>\n\n\n\n<p data-aos=\"fade-up\">Unaddressed, these negative statements can create tension and conflict within teams where the affected individuals might feel excluded or isolated, causing a breakdown of effective teamwork and collaboration. Feeling undervalued and unsupported can discourage employees from pursuing promotions and leadership positions.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Employees who consistently experience offensive remarks may leave the organization for a more inclusive and respectful work environment. This process can result in a high turnover rate, which is costly for companies in terms of recruitment and training.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Language slurs and unintended discriminatory behavior can contribute to a toxic culture where marginalization and disrespect are normalized. This negativity damages employee morale and affects the company\u2019s overall culture and values.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Organizations that fail to address this issue risk creating an unwelcoming atmosphere for diverse talent. This can hurt efforts to attract and retain employees from different backgrounds, limiting diversity and innovation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" data-aos=\"fade-up\">Daily practice and zero-tolerance<\/h3>\n\n\n\n<p><strong>Leading by Example<\/strong data-aos=\"fade-up\">: Leaders must act on these subtle abuses confidently and decisively to demonstrate what is accepted in the workplace. This demonstrates to employees that the workplace is psychologically safe by calling out offenders and effectively managing microaggressions when they happen.<\/p>\n\n\n\n<p data-aos=\"fade-up\">If you catch yourself in a slight or have this behavior pointed out to you, apologize. Choose an appropriate time and a safe environment for the apology. If necessary, seek clarity on the offense to better understand the employee on the receiving end and strengthen the relationship going forward.<\/p>\n\n\n\n<p><strong>Workplace safety<\/strong data-aos=\"fade-up\">: Leaders must model respectful behavior and demonstrate zero tolerance for microaggressions. Because of the under-the-radar tendency of these remarks, C-suite and HR professionals have the responsibility to correct individuals when they become aware that these offenses have happened. Treating everyone with dignity and respect creates a positive environment for the entire organization.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Stefanczak adds, \u201cUnintentional (micro) aggressions arise mostly from lack of consciousness or empathy. The best way to prevent this behavior, I believe, would be to acknowledge its existence and provide practical ways to avoid it. In the end, it\u2019s about working together for the greater good of the company.\u201d<\/p>\n\n\n\n<p><strong>Facilitate honest discussions<\/strong data-aos=\"fade-up\">: Encourage open conversations about insensitive language and behavior. The C-suite can create safe spaces for employees to share their experiences and concerns. These discussions help raise awareness and promote understanding.<\/p>\n\n\n\n<p><strong>Build a supportive culture<\/strong data-aos=\"fade-up\">: An inclusive workplace involves promoting diversity, equity, and inclusion initiatives, implementing anti-bias training, and ensuring that policies and practices are fair and transparent.<\/p>\n\n\n\n<p><strong>Commit to lasting change<\/strong data-aos=\"fade-up\">: This includes revising policies, addressing systemic issues, and holding individuals accountable for their behavior. Consistent commitment to change is essential.<\/p>\n\n\n\n<p data-aos=\"fade-up\">Finally, it\u2019s about increasing your sensitivity and consciousness. Check your own biases and have your antennae projecting into your teams to ensure there is no covert or overt discrimination. Always intervene with a response that resets the balance and demonstrates your commitment to a diverse and inclusive environment.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A microaggression is a subtle or sometimes unintentional verbal, behavioral, or environmental slight that expresses a prejudiced attitude towards a member of a marginalized group. These actions can be directed at racial minorities, LGBTQ+ individuals, or other historically marginalized groups discriminated against for age, gender, language or culture. Rather than overt declarations of racism or [&hellip;]<\/p>\n","protected":false},"featured_media":9069,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","region":[22],"news_type":[19],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.5 (Yoast SEO v20.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Beyond the Surface: Confronting Microaggressions in the Workplace &ndash; Signium<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.signium.com\/news\/confronting-microaggressions-in-the-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Beyond the Surface: Confronting Microaggressions in the Workplace\" \/>\n<meta property=\"og:description\" content=\"A microaggression is a subtle or sometimes unintentional verbal, behavioral, or environmental slight that expresses a prejudiced attitude towards a member of a marginalized group. 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