You’re in a meeting, and a colleague “compliment” you by saying, “You’re so articulate—for someone your age.” Or perhaps a manager chuckles and tells you, “You don’t look like someone who works in tech.” You smile politely, brush it off, and move on. But something about it lingers.
What Are Microaggressions?
Microaggressions are brief and commonplace verbal, behavioral, or environmental slights—intentional or not—that communicate hostile, derogatory, or negative attitudes toward a marginalized group.
Think of them as the emotional paper cuts of the workplace: small but painful, and if left unaddressed, cumulatively damaging.
Common Examples in the Workplace
Microaggressions are not always easy to spot, especially in polished office environments. But they lurk in everyday interactions:
“You’re so exotic—where are you really from?”
“You don’t look disabled.”
“She’s too emotional to lead this project.”
Interrupting or talking over someone repeatedly in meetings.
Assuming the only woman in the room is the note-taker or assistant.
Complimenting someone’s English when it’s their first language.
While these remarks may be brushed off as “jokes” or “innocent observations,” their cumulative effect can be exhausting, alienating, and disempowering.
The Impact: More Than Just Hurt Feelings
In the context of workplace wellness, microaggressions take a heavy toll on mental health, confidence, and career progression.
Emotional Exhaustion: Constantly having to decode or justify someone’s comments leads to stress, anxiety, and emotional fatigue.
Decreased Productivity: When employees don’t feel seen or respected, it becomes harder to contribute fully.
Imposter Syndrome: Subtle dismissals or assumptions can make someone question their own competence or belonging.
Toxic Culture: Left unchecked, microaggressions erode trust and inclusivity, leading to higher turnover and disengagement.
Why They’re Hard to Call Out
Unlike overt discrimination, microaggressions often fly under the radar because they’re framed in politeness, curiosity, or even flattery. Calling them out can lead to defensiveness: “That’s not what I meant!” or “You’re being too sensitive.”
The Lifestyle Angle: Creating Safer, Smarter Spaces
As we evolve into a more emotionally intelligent and culturally aware workforce, the focus has shifted from just hiring for diversity to building environments of respect. In lifestyle terms, this means valuing psychological safety as much as team-building retreats or wellness webinars.
Employees thrive in spaces where they don’t have to constantly scan for bias or brace for backhanded compliments. Cultivating such spaces begins with:
Active Listening: Don’t just hear—understand. Validate experiences even if you haven’t lived them.
Mindful Language: Refrain from backhanded compliments or cultural assumptions.
Cultural Sensitivity Training: Make inclusion more than a checkbox.
Encouraging Feedback Loops: Create channels where employees can safely share concerns.
Apologize and Learn: If you’re called out, avoid defensiveness. Understand your impact over your intent.
In a world that’s slowly waking up to the importance of inclusion and emotional intelligence, acknowledging microaggressions is a vital part of progress. It’s not about cancel culture—it’s about compassion culture.