{"id":11357,"date":"2022-02-09T07:00:31","date_gmt":"2022-02-09T07:00:31","guid":{"rendered":"https:\/\/integritystaffing.com\/microaggressions-at-work\/"},"modified":"2024-06-20T15:28:52","modified_gmt":"2024-06-20T15:28:52","slug":"microaggressions-at-work","status":"publish","type":"post","link":"https:\/\/integritystaffing.com\/integrity-insights\/microaggressions-at-work\/","title":{"rendered":"Microaggressions at Work\u2014How to Identify and Avoid Them"},"content":{"rendered":"

Harassment. Bias. Discrimination.<\/h2>\n

These are all terms modern employers are familiar with\u2014and most are working actively to eliminate from their workplaces. From implementing new tools that reduce the risk for human bias seeping into the hiring process to hosting company-wide trainings on diversity awareness, companies today are recognizing the value of having an inclusive and fair environment for all employees. However, there is another term that could be allowing inequities to sneak into your workplace\u2014and that could ultimately derail progress and put you at risk for losing top talent.<\/p>\n

 <\/p>\n

Defining Microaggressions<\/strong><\/h2>\n

No matter how proactive your policies and procedures are in terms of equalizing the company, some employees likely continue to face microaggressions on a daily basis. The term refers to a range of behaviors driven by an individual\u2019s inherent bias\u2014which can make another person feel uncomfortable, offended or even attacked. \u00a0In a recent interview, psychologist and author Derald Sue defined microaggressions as the \u201cslights, indignities, put-downs and insults that people of color, women, LGBT populations or those who are marginalized experience in their day-to-day interactions with people.\u201d<\/p>\n

 <\/p>\n

Identifying Microaggressions<\/strong><\/h2>\n

While it may sound simple to identify and root out microaggressions\u2014after all, abusive language and derogatory comments will often send workers straight to HR\u2014the task is actually a bit more nuanced, for a number of reasons. First, oftentimes microaggressions can be subtle\u2014an employee may make a comment or carry out an action that, to some, may not seem overly offensive but, to those often marginalized by their identity, can be significantly hurtful. Similarly, such behaviors may not come from an obvious place of ill will\u2014though the outcome may still be the same. For instance, a co-worker who complements or touches a Black woman\u2019s braids or who commends a Latinx colleague\u2019s mastery of English may feel like they\u2019re passing on praise\u2014but, in reality, they\u2019re reinforcing the \u201cothering\u201d of that employee, while perpetuating misunderstanding and ignorance.<\/p>\n

Given the complexities of microaggressions, targeted employees may be less likely to report such instances, which also makes it more difficult for employers to address them\u2014and highlights the need for an aggressive approach to eliminating all forms of workplace inequality.<\/p>\n

 <\/p>\n

Taking Aim at Microaggressions<\/strong><\/h2>\n

Like other instances of harassment or discrimination in the workplace, microaggressions need to be taken seriously by leaders among all ranks\u2014from managers straight up the line to the C-suite. That may mean HR leaders have to zero in their awareness-raising and education efforts on leaders, to ensure they first understand what microaggressions are and what they could look like in the workplace, and that they have clear policies and procedures for handling such behavior.<\/p>\n

It\u2019s also key for company leaders to communicate with the entire employee population about the issue. Town halls, trainings and other forums provide an opportunity for all employees to come together and talk openly about issues involving inequality, including microaggressions. Storytelling can be an effective means for encouraging such conversations, so managers and leaders who have themselves been affected by microaggressions can share their experiences in an effort to help employees not typically impacted by such behavior to rethink their own biases.<\/p>\n

Ultimately, taking aim at microaggressions largely comes down to the company culture. At companies with an overarching culture that values diversity, equity and inclusion, those who would unfairly target others likely won\u2019t find a foothold at the organization\u2014and, if they do, employees will feel supported by their leadership. Microaggressions are another barrier too many employees have to face but, with a company that is committed to creating a bias-free environment for all workers, they can make their continued success a reality.<\/p>\n","protected":false},"excerpt":{"rendered":"

Harassment. Bias. Discrimination. These are all terms modern employers are familiar with\u2014and most are working actively to eliminate from their workplaces. From implementing new tools that reduce the risk for human bias seeping into the hiring process to hosting company-wide trainings on diversity awareness, companies today are recognizing the value of having an inclusive and…<\/p>\n","protected":false},"author":3,"featured_media":14404,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[10],"tags":[],"class_list":["post-11357","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-integrity-insights"],"yoast_head":"\nHow To Avoid Microaggressions at Work<\/title>\n<meta name=\"description\" content=\"Harassment. 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