Many organizations adopt policies that do not tolerate any form of outward harassment and/or discrimination in the workplace, but what about more covert behaviours? It is important to promote our own self-awareness, as well as within our workplaces to be alert to microaggressions.
What is Microaggression?
Microaggressions are subtle interactions or behaviours that impact or communicate bias towards marginalized groups. Microaggressions come in many forms. They can be verbal or non-verbal, and are oftentimes unintentional. In addition, microaggressions not only happen at an individual level, but can also be systematic; sometimes engrained in an organization’s processes, policies, and culture.
Despite the fact that microaggressions may be unintentional, their impact on others is serious and real. Microaggressions have a macro effect.
Types of Microaggressions
Microassaults
A more deliberate and observable form of a microaggression, microassaults are insults that are intended to hurt the recipient i.e. making jokes about a certain marginalized group.
Microinvalidation
Perhaps the most common form of microaggression, microinvalidation occurs when someone from a marginalized group is minimized or diminished in some way i.e. telling someone that they speak English very well.
Microinsults
Communication that is rude or disrespectful to the recipient’s heritage or identity. Microinsults are usually subtle, however they convey and are translated by the recipient in an impactful way i.e. being surprised by someone’s role/job title.
Increasing Awareness of Microaggressions
The journey to self and workplace awareness is just that- a journey! It will involve looking inward and asking yourself the hard questions. Start with educating yourselves and others about the common experiences of others from traditionally marginalized groups and be empathetic. If you find that yourself or someone else has committed a microaggression, it can be hard to confront, especially if it was done unintentionally. Avoid responding defensively, acknowledge that you have impacted someone else, and ask questions to get a better understanding, if plausible. Questions should not reflect an underlying need to prove something or make a point, but rather to gain clarity on experiences, increase awareness, and promote overall growth and progress. If you observe a microaggression and feel comfortable doing so, speak up! You should professionally intervene by asking for clarification or an explanation of meaning. You may also speak privately with the person who committed the microaggression privately, to increase their awareness.
Do as you Say
In this context, it’s important to treat the word “awareness” as a verb. It is simply not enough to say you are or intend to become more aware of microaggressions in the workplace. Rather, you want to take action by using and promoting more inclusive language and communication, and create a space in which everyone in the workplace is taking responsibility for their actions and behaviours. It is important that everyone feels safe to express significance of their experiences as well as receive intentional feedback with the common goal of growth and inclusion.
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To find out more about the wide variety of services RLB People can provide you with contact the team at people@rlb.ca or visit their website at people.rlb.ca.
