Microaggressions 101: What They Are and How to Address Them at Work

In today’s workplace, creating a culture of inclusion and respect is essential for fostering innovation and engagement — but one of the biggest threats to this is microaggressions. Even unintentional comments or actions can erode employee morale, undermine trust, hurt team dynamics and drive talent away.

In this post, we’ll break down:

• What microaggressions are

• Real-world examples

• Why they matter

• How to recognize and address them in your workplace.

What Are Microaggressions?

Microaggressions are everyday verbal, nonverbal, or environmental slights, snubs, or insults — intentional or unintentional — that communicate hostile, derogatory, or negative messages to individuals from disadvantaged groups.

Coined by Harvard psychiatrist, Dr. Chester Pierce, in the 1970s, the term originally focused on race to describe subtle yet ongoing acts of racism. Now the term encompasses a broad range of experiences across race, gender, sexuality, disability, religion, and more.

Over the years, the term has faced criticism for being used too broadly, which dilutes its impact. Critics argue that it focuses too much on individual actions, distracting from the structural changes needed for a truly inclusive culture. Some suggest more neutral alternative terms, like "subtle acts of exclusion," which better capture the purpose and impact of these behaviours.

Examples of Microaggressions in the Workplace

Microaggressions in the workplace can take many forms. They may seem small individually, but over time they can have a heavy cumulative effect on their targets. Below are a few examples across race, gender, age, disability, and sexual orientation.

Race — "You’re so articulate for someone from your background."

Gender — “You’re too emotional to lead this project."

Age — "You’re too young to understand how this business works."

Disability — Speaking to a wheelchair user’s assistant instead of directly to them.

LGBTQ+ — “You don’t even look gay."

Microaggressions are often disguised as compliments, like the example concerning race, but they carry harmful assumptions. For instance, the phrase "You’re so articulate for someone from your background" reflects racial biases and stereotypes.

Though it may seem like a compliment, it implies surprise that someone from a disadvantaged or underrepresented group can express themselves well. This perpetuates the belief that people from that background are less educated, intelligent, or articulate. Essentially, it "others" the individual, reinforcing stereotypes while masking bias behind praise.

Why Microaggressions Matter 

Critics argue that microaggressions, whether intentional or not, can erode trust in the workplace. When employees experience or witness these subtle forms of discrimination, it can create an environment where people feel unsafe, alienated, or disconnected from their colleagues and leaders. This sense of distrust can hinder collaboration and damage team cohesion, creating a toxic environment. 

Over time, the cumulative effects of microaggressions can have a significant impact on employee mental health. Repeated exposure to microaggressions can lead to increased stress, anxiety, and burnout, as individuals are forced to constantly navigate a hostile or uncomfortable environment. This, in turn, can lead to higher turnover rates, especially among high-performing employees who may leave to find healthier workplaces.

In the long run, companies with a toxic culture will likely suffer damage to their brand reputation, as word spreads about the hostile work environment. This can affect recruitment efforts, partnerships, and overall business performance.

Bottom line: No organization can claim to be truly inclusive if microaggressions are unaddressed.

 How to Address Microaggressions at Work

For Leaders and HR Teams:

• Train and Educate: Offer workshops on unconscious bias, microaggressions, and inclusive communication.

• Set Clear Expectations: Make it clear that respect is a non-negotiable workplace standard.

• Create Safe Reporting Channels: Anonymous feedback tools or trusted HR pathways are key.

For Individuals:

• If You Witness One: Step in respectfully. For example: “I’m not sure that comment landed the way you intended. Let’s revisit it.”

• If You Commit One: Don’t get defensive. Apologize, learn, and do better. For example: “Thank you for bringing that to my attention. I’m sorry and I’ll be more mindful moving forward.”

• If You Experience One: Share your feelings if you feel safe. For example: “When you said , it made me feel excluded. I wanted to share that with you.”

Microaggressions won't disappear overnight — but when organizations name them, address them, and commit to continuous learning, they create workplaces where everyone feels seen, heard, and valued.

Ready to start building a safer, more inclusive workplace? Schedule a free consultation today, and let’s make the unconscious conscious.