After reading the title of this piece, you may already have questions. Namely – what is micro-aggression? Workplace micro-aggression categories include things that may present themselves as harassment, abuse, prejudicial behavior, or overt discrimination. Unfortunately, because it isn’t always particularly malicious, obvious, or outright, it can be hard to resolve or even pinpoint. A micro-aggression perpetrator may be guilty of unconscious behavior, in fact.
Fortunately, with the right training program selections and assistance from reputable DEI training professionals, micro-aggression in the workplace can be better handled.
Workplace Micro-Aggression
Typically, micro-aggression in the workplace amounts to one or more of several different types:
- Verbal: Saying something to a marginalized group that is offensive or disrespectful, even though it may not outwardly appear to be so.
- Environmental: Lack of diversity and representation including sexual orientation, ethnicity, race, and gender.
- Behavioral: Through symbols or actions, the communication of a message that, to certain identity stereotypes, displays insensitivity.
Though they are an attempt at explanation, those three bullet points tend to be relatively vague. You could probably use a little more clarification so that you can have a better understanding of micro-aggressions and their relationship to the workforce. Here, we’ll examine some micro-aggression in the workplace examples in order to give you a better idea of what it’s all about.
Examples of Micro-Aggression in Workplace Situations
Micro-aggression in the workplace can fall under varying categories. Most commonly, one or more of the following three occur:
- Micro-Invalidations: Applying to historically disadvantaged members of a group, this is an action or comment that dismisses their experiences.
Here’s an example: A specific person’s racial identity (which could well be very important to them) may be denied by someone who says, “I don’t see color.” In any way, shape, or form, a person’s racial identity shouldn’t need to be minimized or denied.
- Micro-Insults: This is a comment that says, for all intents and purposes, that there is a distinct lack of respect for a particular demographic, but the person in question is an exception to the rule (stereotype).
Here’s an example: Someone says, “Wow, you’re not at all like most [marginalized group negative stereotypes].”
Here’s another example: When a woman speaks with authority, she may be judged as “harsh” or as the B-word. In reality, she is not acting any differently than her male counterparts; she is being appropriately assertive and firm.
- Micro-Assaults: Here, to discredit a marginalized group, intentional criticism or discrimination in an overt manner is used. This includes bullying behavior, belittling, or indirect putdowns.
Some examples include: Mocking the cultural norms or attire of a group; slurs (shared with others) in relation to someone’s sexuality or religion; posting symbols that are historically offensive such as swastikas, Confederate flags, etc.; graffitied racial epitaphs, and more.
Now that you are more familiar with some examples of micro-aggression in the workplace, how can you work toward eliminating the possibility of it in yours?
Create a Diverse Workforce Within Your Organization that Is Aggression-Free
It’s time to promote and improve the diversity, equity, and inclusion of your business.
With the advice, guidance, training, and coaching you need from Tessi Consulting, you will be able to create a DEI plan for your company that will better assure an aggression-free environment. It will assist you in figuring out how to represent the underrepresented demographics of your company. Before you know it, a sense of inclusion and belonging will be part of your organization’s culture and diversity. Don’t wait another minute to devise and implement the DEI transformation of your business.
Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.