Microaggressions are "statements, actions, or incidents regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority," according to Oxford Dictionary. They can create rifts among team members, and cause an atmosphere of hostility and negativity that contributes to disengagement and other problems.
"Just 3% of Black professionals report feeling ready to return to in-person work as compared to 21% of their white peers. One reason is that remote work has buffered them from microaggressions: intentional or unintentional behaviors that communicate negative racial slights and insults toward people of color," according to Harvard Business Review in 2022.
With this in mind, HR Exchange Network turned to Terkel.io to find out how HR and business leaders are addressing microaggressions in the workplace. Here are their comments:
READ: DEI - How to Address Microaggressions in the Workplace
Educate on Microaggressions
“Providing education for your workforce on common types of microaggressions can help create an environment of inclusion and respect for all employees. Interactive team workshops can create awareness of statements that are dismissive of other people’s racial and cultural experiences, such as, ‘We are all part of the human race; skin color doesn’t matter.’
Though uncomfortable, addressing microaggressions is critical to a company's success in creating an inclusive, passionate, and productive culture. Encouraging frequent discourse will lead to a more informed, conscious workforce and reduce the discomfort associated with having these difficult conversations.
Empowering people by creating an inclusive atmosphere means that everyone has the opportunity to feel valued at work and do their best every day.”-Julie Blomsterberg, People Consultant, Bonfire Women at Work Friendly
Create Safe Space for Sharing Personal Stories
“Dealing with microaggressions can catch us off guard, leaving us feeling frozen and unsure of how to respond. It's crucial for HR and employers to create a safe space where employees can process their feelings without judgment or gaslighting.
Imagine having support networks like employee resources (ERGs) or affinity groups, where individuals can come together, share their experiences, and provide much-needed support. Additionally, offering access to counseling services or employee assistance programs (EAPs) can be a lifeline for navigating the emotional impact of microaggressions.
We believe in the power of storytelling, so encouraging the sharing of personal stories through safe and anonymous channels can raise awareness and foster empathy. By prioritizing emotional well-being and providing robust support mechanisms, HR and employers can create a workplace culture that genuinely cares and addresses microaggressions with compassion and empowerment.”-Kimberley Tyler-Smith, VP of Strategy and Growth at Resume Worded
Improve Communication
“Microaggressions begin with a lack of communication. As a leader of your workplace, it's important to consistently and constantly encourage open, honest, and transparent communication. With a focus on communication, team members will understand each other more, and microaggressions will become far and few between.”-Nicholas Mathews, CEO, Stillwater Behavioral Health
Have Courageous Conversations
“Addressing and eliminating microaggressions in the workplace involves more than just policies; it requires fostering a culture of empathy and understanding.
To this end, we encourage regular, open dialogue and discussions around diversity and inclusion. Such conversations create an opportunity for employees to share their experiences, learn from one another, and understand the diverse perspectives within the team.
Additionally, these discussions demystify the concept of microaggressions, helping employees recognize when they occur. A workplace that values open dialogue is likely to be one where employees feel heard, understood, and respected. This proactive approach is key to eliminating microaggressions and fostering an inclusive environment.” -Curran Van Waarde, Founder, CallScaler
Provide Training and Clear-Cut Regulations
“One effective way for HR and employers to address and eliminate microaggressions in the workplace is by implementing comprehensive diversity and inclusion training programs. These programs should include specific modules on recognizing and addressing microaggressions, educating employees on their harmful effects, and promoting respectful communication.
Offer interactive workshops that provide practical scenarios and strategies for responding to microaggressions. Encourage open dialogue and create a safe space for employees to share their experiences. Additionally, establish clear policies and procedures for reporting and addressing incidents of microaggressions, ensuring confidentiality, and taking swift action to address the issue.
By prioritizing education, awareness, and proactive measures, employers can foster a respectful and inclusive work environment that values and uplifts all employees.”-Simon Brisk, Director, Click Intelligence Ltd
Encourage People to Speak Up
“An inclusive and respectful workplace is crucial for employee productivity, cultural cohesion, and mental well-being, and microaggressions can derail these ideals. Employers should set an example and promote a culture of active bystander intervention. Encourage employees to speak up when they witness microaggressions. Provide resources and guidance on how to intervene effectively and support individuals who experience microaggressions. This can empower employees to become allies and create a safer environment for all.”-Ben Lamarche, General Manager, Lock Search Group
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