Understanding microaggressions and their impact on mental health in the workplace

Most of us have been in a situation at the workplace or otherwise, where someone says or does something and instantly our eyes get a little bigger, our ears stand a little taller and a chill goes through our spine; we feel uncomfortable. These kinds of actions — insensitive statements, questions, or assumptions — are called “microaggressions”.

Usually, these comments are sexist, or they include aspects of someone’s identity which isn’t common to them, such as someone’s race, gender, sexuality, parental status, socioeconomic background, mental health, or any other aspect of their identity.

In this article, we will discuss the different types of microaggressions, how they affect employees' mental health, and the steps to make the workplace more inclusive.

What are examples of microaggressions in the workplace?

We spend most of the waking part of our lives working. On average, a person spends one-third of their life working which shows how much it is essential for us to make that place safe and respectful for everyone. Unfortunately, that isn’t the reality. People go through horrible incidents at work and one of them is microaggressions. Let’s discuss what it looks like at the workplace:

Microaggressions are broadly categorised into 3 categories:

Microinsults

“Oh, your English is good for someone who belongs to a small village.”

“They only got in because of reservation, otherwise they could never.”

“You're at the age of marriage, right? Maybe you shouldn't take on this long-term project".

We all must have heard them more than once at our workplaces. These are often unintentional behaviours or comments that communicate demeaning messages based on a person's identity, background, or characteristics. Often related to regional identity, caste, language, gender, or social class. This is called microinsults.

Microassaults

Microassaults are more direct and explicit forms of discriminatory behaviour than microinsults, often being conscious and deliberate acts meant to hurt or discriminate. It often includes:

Deliberately mispronouncing or refusing to learn colleagues' names.
Making explicit casteist remarks or jokes: Using slurs or derogatory terms for specific communities.
Using regional stereotypes aggressively: "You North Indians are all the same, always trying to dominate everything".
Deliberate exclusion from social gatherings based on caste and identity.
Making overt sexist comments or jokes: "Women aren't really cut out for leadership roles" or making inappropriate comments about appearance.
Deliberately speaking in a language that excludes certain team members.
Making explicit comments about someone's socioeconomic background: "People like you wouldn't understand how things work in the corporate world".
Deliberately assigning menial tasks to certain individuals based on their background or identity.

Microinvalidations

Microinvalidations are perhaps the most insidious form of microaggression because they directly negate or invalidate the feelings, thoughts, and lived experiences of marginalized individuals. It looks like:

Dismissing experiences of discrimination with statements like: "Don't be so sensitive, we are all one here".
Denying the existence of privilege.
Dismissing gender-based concerns: "You're imagining things - we treat everyone equally here" when women raise issues about unequal treatment.
Cultural erasure through statements like: "Why do you need to wear traditional clothes? We should all look professional (Western)" or "Can't you just eat normal (North Indian) food?"
Questioning the authenticity of someone's identity: "But you don't look/sound like a person from [region/community]".

How do they affect employees' mental health?

Immediate Psychological Impact of Microaggressions

Heightened anxiety, especially before meetings or presentations.
Constant vigilance and hyperawareness in workplace interactions.
Development of imposter syndrome.
Feelings of isolation and alienation from colleagues.
Reduced self-esteem and confidence in professional abilities.

Long-term mental health effects of microaggressions

Depression and mood swings

What often begins as occasional feelings of sadness can evolve into persistent depression, where individuals find themselves struggling to maintain interest in their work or career advancement. The emotional toll becomes particularly evident in their daily work life, leading to a state where even basic work tasks feel overwhelming.

The development of anxiety in response to workplace microaggressions begins as mild nervousness before meetings can evolve into full-fledged social anxiety in professional settings. Over time, this can manifest in physical symptoms like rapid heartbeat, sweating, or even panic attacks before important workplace interactions.

Professional identity struggles

The impact on professional identity represents one of the most profound long-term effects of workplace microaggressions. This isn't simply about job satisfaction – it's a deeper questioning of their professional worth and belonging. This internal struggle often results in a reluctance to pursue leadership roles or take on high-visibility projects, effectively limiting their career trajectory.

Trauma responses

The development of trauma responses represents perhaps the most severe long-term impact of workplace microaggressions. Employees may develop symptoms similar to PTSD. These might include flashbacks to particularly harmful incidents, making it difficult to function in similar professional settings.

Steps for workplace inclusivity and respectful culture

Leadership commitment and accountability

Remember when people say, “Do as you want your children to repeat”. It also applies in an organisation. Leaders are the ones who set the tone of the organisation. If they choose to create an inclusive, respectful culture then employees fear the consequences of not following them. Leaders must actively model inclusive behaviours, demonstrate cultural sensitivity and hold themselves publicly accountable for diversity goals.

Comprehensive training and education

Education in workplace inclusivity must go beyond typical one-time sensitivity training sessions to become an ongoing, evolving process. This involves regular workshops that address specific types of microaggressions, unconscious bias training that includes practical scenarios from the workplace, and cultural competency sessions that delve deep into different aspects of diversity and cultural sensitivity including supporting neurodiverse employees for a more inclusive workplace.

Clear policies and reporting mechanisms

The reporting system should offer multiple channels for raising concerns, including anonymous options, to ensure employees feel safe reporting incidents. These mechanisms must be well-publicized and easily accessible, with regular updates on how reported issues are being addressed and regular reviews of these policies.

Regular assessment and feedback loops

Regular pulse checks help identify emerging issues before they become systemic problems. It's crucial to compensate employees for their time and input in these feedback processes, recognizing that sharing experiences of marginalization requires emotional labour.

Key takeaways

Microaggressions in the workplace have profound effects on employees' mental health, from immediate psychological impact to long-term trauma responses.
Creating an inclusive workplace requires consistent effort through leadership commitment, comprehensive training, clear reporting mechanisms, and regular feedback systems.
By addressing microaggressions proactively, organizations can foster a healthier, more productive work environment for all employees.

FAQs

How should I respond if I witness a microaggression at work?

If you witness a microaggression, first assess the situation's safety and comfort level of the affected person. You can intervene by calmly pointing out the inappropriate behaviour, using "I" statements like "I don't think that was appropriate" or "I feel uncomfortable with that comment."

Support the affected person privately afterwards and document the incident. If your workplace has reporting mechanisms, encourage using them or report the incident yourself.

What should I do if I accidentally commit a microaggression?

If you realize you've committed a microaggression, acknowledge the mistake immediately and apologize sincerely without being defensive. Listen to the affected person's perspective if they choose to share it. Take responsibility by learning from the experience and educating yourself about different forms of microaggressions. Make a conscious effort to change your behaviour and language moving forward.+