Microaggressions, or as they're sometimes called micro-inequities, are subtle, often daily comments or behaviors that communicate a bias toward a marginalized group. Because these actions are rooted in implicit bias, people are often unaware that they are committing a microaggression, and they may even feel like they are trying to express interest or curiosity.
Bear in mind, however, that good intentions don't always translate to a positive impact. The impact of microaggressions is cumulative, becoming more severe over time. When employees have to cope with these small comments and behaviors so frequently, it takes an emotional toll.
Learning to avoid microaggressions, therefore, has serious implications for DEI in your organization. Addressing this topic can:
- Support psychological safety for employees
- Promote/establish inclusion in the organization overall
- Increase employee creativity, innovation, and engagement
- Improve retention and diversify company acquisition
In the workplace, it's important to be aware of microaggressions and how to avoid them.
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"You're being a bit OCD about this assignment."
Neurodivergence and mental health are serious issues that often play an important role in a person's day-to-day life. Comments such as the one above about OCD may be intended as a joke, but they actually make light of something deeply personal. This is compounded by the fact that it perpetuates unfair and inaccurate depictions of people who are neurodivergent.
What To Do Instead: Be careful to say exactly what you mean. In the above scenario, the person probably intends to convey that their coworker is very detail-oriented or extremely organized. Keep in mind, however, that it may be best to say nothing. Derisive comments about the quality or style of a colleague's work are not constructive or appropriate.
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'Can I call you "C" for short?'
If one of your coworkers has a name that is difficult for you to pronounce, it may seem easier to come up with a nickname or to use an abbreviation. However, names are an important part of our identities, and they often carry personal significance that may be rooted in our cultural heritage. Avoiding the use of a coworker's name or not putting effort into learning a fundamental part of who they are will most likely cause the person to feel excluded, and it could be damaging to your work relationship if they don't feel comfortable in conversation around you.
What To Do Instead: Learn the names of your coworkers. Practice makes perfect!
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Making casual comments on someone's appearance.
You may already be familiar with some microaggressions related to a person's appearance, such as "Can I touch your hair?" or "Wow, I never would have known that you have a disability." These comments are unfair and inappropriate, and you can read more about these specific microaggressions here. For this post, however, let's consider more broadly the problem with commenting on someone's appearance.
Sometimes these comments seem to accompany the natural flow of conversation, but even innocuous remarks can carry a lot of weight. For example, let's say your colleague is a transgender woman, and you comment without thinking, "Whoa, I never noticed how big your feet are!" This might seem like a silly, inconsequential thing to say, but large feet are not something we typically associate with women or femininity, and it may feel intrusive or painful to your coworker for someone to comment on their appearance at all.
What To Do Instead: In the workplace, it is thoroughly unnecessary to talk about someone's appearance because a person's height, body weight, skin color, hair texture, or overall style is rarely, if ever, related to their professional competence. No matter how well-meaning, comments on appearance can have a serious and negative impact. This is especially the case for marginalized groups, and it's generally best to avoid these comments altogether.
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Not listening fully or being dismissive of others' contributions.
It's important to note that microaggressions can also come in non-verbal forms. Silence can be just as impactful as words are--perhaps even more so; and ignoring someone's contribution is a clear indicator that their work and/or their presence is not valued. Unfortunately, marginalized groups are more vulnerable to this type of exclusion, and they face disproportionate challenges when it comes to having their ideas taken seriously, receiving appropriate credit for their work, and being included or centered in a discussion.
What To Do Instead: "Practice your listening skills" might sound cliché, but listening truly is a skill that requires strategy and practice. Learning about active and reflective listening techniques is a strong start.
In your interactions at work, consciously prompt yourself to remain attentive to your coworkers' ideas. If you feel resistant to an idea or dismissive of someone's contribution, pause to ask yourself why that is the case before you make a decision about how to proceed.
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Making controlling comments about someone's tone and/or volume.
One common microaggression is the attempt to regulate your colleague's tone or volume. This is often a gendered and/or racialized microaggression, and it can be difficult to deconstruct because it is not as tangible as many other examples.
Bear in mind that there are some valid and important reasons to make requests about someone's tone or volume. For example, an autistic person who has difficulty interpreting social cues might request that important information be delivered in a specific way because that helps them appreciate the situation's significance. If your coworkers are collaborating on a project near your desk while you are trying to focus on an independent task, it might make sense to ask them to turn down the volume (especially if you forgot your headphones at home!).
When bias is playing a leading role, however, the desire to request a lower volume or tone change is more reactionary, and it is often not pertinent to the conversation. Let's say, for example, that your coworker is warning the team about a possible difficulty in the upcoming phase of a project, and their boss's first reaction is to comment on the tone or volume of their words, rather than to focus on the content of what they said. That is a diminishing way of treating someone's work, and it sidesteps the central piece of information they are communicating.
What To Do Instead: First, it's important to notice your own propensity for bias. Notice the types of requests you make of different colleagues. Be honest with yourself about your own patterns and biases so you can start to break them down.
Second, be clear with yourself about the reason for your request to change tone or turn down the volume. Notice why you feel compelled to make this request and consider seriously whether it is a needed or an important comment at that moment.
Part of learning to challenge implicit bias is to consciously create new associations in our brains. When we identify the reasons behind our reactions and choose to make decisions based on a slower, more thoughtful evaluation, it helps form these new associations. Flexing this muscle also helps you become stronger over time, honing your awareness so you can avoid biased behavior in the future.
Learn more about overcoming microaggressions with our Microaggressions course. 
