In today’s workplaces, many people still experience microaggressions subtle, often unintentional comments or behaviours that cause harm. While some may dismiss them as “just a joke” or “banter,” research shows that 83% of people have experienced microaggressions at work, and the cumulative effect can feel like “death by a thousand cuts.”
Examples include:
- “You’re so articulate.”
- “You’re pretty for a Black girl.”
- “Can I touch your hair?”
These may not be intended as offensive, but each remark carries the weight of bias and can have a significant impact on individuals’ wellbeing and sense of belonging.
The Impact of Microaggressions
Every microaggression stings. Over time, they build up, creating a toxic environment where employees may feel isolated, undervalued, or unsafe. It is not just the words spoken, but the underlying assumptions and stereotypes they reveal.
For those on the receiving end, there is often a fear of speaking up: “If I say something, what will happen to me?” This silence perpetuates the cycle, leaving harmful behaviour unchallenged.
What Needs to Change?
A safe and inclusive workplace is one where everyone feels empowered to speak up against microaggressions. According to Race Equality Matters, 73% of employees believe the “It’s Not Micro” solution would help tackle racial inequality within their organisation. But how do we get there?
1. Allies Need to Speak Up
Silence can be complicity. Allies play a crucial role in challenging microaggressions in the moment. Phrases such as:
- “May I just check what you meant by that?”
- “It can’t be ‘just banter’ if it hurts someone.”
These simple, non-confrontational questions disrupt harmful behaviour while opening space for reflection and dialogue.
2. Reflect, Don’t Defend
If someone challenges your words or behaviour, resist the urge to get defensive. Instead, reflect: How might my comment have been received? Could it be experienced as harmful? Growth begins with awareness.
3. Organisations Must Demonstrate Commitment
Policy alone isn’t enough. Organisations need to actively demonstrate that tackling microaggressions matters. This means:
- Providing training and education.
- Creating clear reporting mechanisms.
- Modelling inclusive behaviours at leadership level.
As Mark Lomas, Head of Culture at Lloyd’s, notes: “When we form the habits of calling out microaggressions and being more educated, that’s when the change happens.”
Moving Forward Together
Certain words, phrases, and behaviours may seem small, but their impact is not. By building a culture where employees feel safe to speak up — and where allies take responsibility to challenge — workplaces can move from silence to solidarity.
If you hear it, don’t ignore it. It’s not micro.