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Uncovering the Hidden Toxins: How EDI Surveys Can Identify Microaggressions and Create safer Spaces

18^th July 2024 by Mark Holt

Microaggressions are those subtle, often unconscious, comments or actions that reinforce negative stereotypes or discriminate against individuals from marginalized groups. These insidious interactions can be particularly pernicious as they are often difficult to pinpoint and call out, yet they can have a significant cumulative impact on the recipients.

Due to their nuanced nature and their commonplace actuality, they can often be ignored or forgotten by standard macro D&I metrics due to their micro nature. However, by use of the qualitative and quantitative data generated by Divrsity, microaggressions can be discovered and worked upon. Although they may seem trivial to some, thier impact is substantial, and if allowed to grow can create a hostile work environment for those who experience them.

What are Microaggressions?

They refer to "brief, subtle verbal or nonverbal exchanges that denigrate, demean, or negate a person's identity, group membership, or experiential reality" (Sue et al., 2007). These interactions can be verbal or non-verbal, intentional or unintentional, and often occur in everyday conversations. Microaggressions can be directed towards individuals from any marginalized group, including but not limited to race, ethnicity, gender, sexual orientation, religion, age, disability, or socioeconomic status.

In the workplace, microaggressions can take many forms, from innocent-seeming questions or comments to more overt behaviors that create a hostile environment. Here are some common examples:

Microassault: An overt and deliberate act of aggression, often physical, directed at an individual because of their identity. For example, a colleague making racial slurs or jokes about a person's disability.
Microinsult: A more subtle form of aggression that conveys disrespect or dismisses the importance of a person's identity. An example might be a manager referring to a female employee's ideas as "girl talk" or assuming that a gay colleague is not family-oriented because of their sexual orientation.
Microinvalidation: This occurs when a person's feelings, experiences, or identity are dismissed or ignored. For instance, a person of color expressing concern about an incident of racial profiling and having their concerns brushed off as "overreacting."
Microexclusion: Deliberately or inadvertently excluding someone from social interactions or work-related activities. This could be not including a colleague with a disability in team meetings or failing to invite a Muslim colleague to social events that involve consuming alcohol.
Microothering: When a person from a dominant group assumes they know what it's like to be a member of a marginalized group and offers unsolicited advice or support. For example, a well-meaning colleague telling a person of color how they can "fix" their hair or offering to "help" a disabled colleague with tasks they are more than capable of doing themselves.

These examples showcase the nuanced and subtle nature of microaggressions, which can often go unnoticed by the aggressor or be dismissed as harmless. However, for the recipient, these interactions can be hurtful, offensive, and damaging to their sense of self and belonging in the workplace. The following examples are more common place and shows the scale of microaggressions in the workplace (For people in the DEI space: yes we recognise that these examples are extremely basic and obvious, but simple examples are more helpful).

A white manager tells an Asian employee, "You speak English so well!"
A male colleague interrupts a female coworker repeatedly during a meeting.
A heterosexual manager assumes that a gay employee is single and asks about their personal life.
A team leader assigns administrative tasks to the only Black employee in the office.
A senior executive tells a disabled employee, "I don't know how you do it!"

The Impact of Microaggressions

Microaggressions can have a significant impact on individuals and teams in the workplace. They can create an environment where certain groups feel excluded, undervalued, or disrespected, leading to decreased morale, productivity, and job satisfaction.

Research has shown that microaggressions can lead to stress, anxiety, depression, and other mental health issues. They can also contribute to a toxic work culture, where employees are afraid to speak up or express their opinions. Moreover, microaggressions can have long-term consequences for organizations, leading to higher turnover rates and lower engagement. Here are some more detailed effects of microaggressions which may otherwise be overlooked.

Psychological Distress: Microaggressions can lead to increased stress, anxiety, and depression for those on the receiving end. Constantly having to battle against subtle discrimination and stereotypes can take a toll on mental health and overall well-being.
Sense of Belonging: Individuals may feel like they don't belong or are not valued in the workplace, leading to decreased engagement and increased intentions to leave. This sense of exclusion can be particularly detrimental to employees from marginalized groups who already face challenges in feeling included in the workforce.
Performance: Microaggressions can impact job performance and productivity. For example, if an employee is constantly having to deal with microassaults or microinvalidation, their focus and motivation may suffer, leading to decreased output and creativity.
Team Dynamics: Microaggressions can create a divide within teams, fostering an environment of mistrust and tension. When left unaddressed, these nuances can lead to a culture of fear and anxiety, hindering collaboration and effective working relationships.
Reputation and Brand: Organizations with frequent microaggressions may gain a negative reputation, not only impacting their brand but also affecting their ability to attract and retain top talent, particularly from diverse backgrounds.

How Divrsity can help

At Divrsity, we understand that creating an inclusive workplace means addressing microaggressions head-on. That's why our Diversity and Inclusion surveys are designed to not only surface these nuanced issues but also provide actionable insights for organizations to create meaningful change.

Issues can be identified early is one of the major benefits of using Divrsity surveying. The root causes of the issues can be overcome through sensitivity training, after they have been identified, as well as a quantitative way to measure the impact microaggressions have on performance and the workplace. This can also create a benchmark from which future surveys can be compared to: this data can prove invaluable to your teams performance.

Suggested Actions to Address Microaggressions

To create meaningful change and reduce the occurrence of microaggressions, organizations can implement the following actions:

Education and Training: Provide comprehensive training on microaggressions to all employees. This should include defining microaggressions, sharing real-life examples, and offering strategies for recognizing and responding to these nuances.
Encourage Open Dialogue: Create safe spaces for employees to share their experiences of microaggressions without fear of retaliation. This can be done through focus groups, anonymous feedback channels, or regular team discussions facilitated by HR or diversity champions.
Review and Update Policies: Ensure that equality, diversity, and inclusion policies specifically address microaggressions and set clear expectations for behavior. Communicate these policies widely and regularly to all staff.
Implement Reporting Mechanisms: Establish easy-to-use reporting mechanisms that allow employees to confidentially report microaggressions. Ensure that reports are taken seriously and acted upon promptly, with appropriate support offered to both the reporter and the person against whom the microaggression was directed.
Create Inclusive Leadership: Train leaders and managers to recognize their own biases and those of their team members. Encourage them to actively challenge microaggressions and promote respectful interactions through their words and actions.
Promote Allyship: Foster a culture of allyship where employees from dominant groups actively support their colleagues from marginalized communities. This can include offering bystander intervention training and encouraging employees to speak up when they witness microaggressions.
Continuous Monitoring: Regularly review the data from Diversity and Inclusion surveys, such as those offered by Divrsity, to track progress and identify areas where microaggressions continue to persist. Use this data to inform and adapt strategies over time.
Celebrate Diversity: Highlight and celebrate the diverse identities of employees through initiatives like employee resource groups, mentorship programs, and cultural awareness campaigns. This can help to foster a sense of belonging and encourage open dialogue about identity.

Conclusion

Microaggressions are an insidious form of discrimination that can have a significant impact on individuals and organizations. By recognizing and addressing these nuanced interactions through education, policy changes, and inclusive leadership, organizations can create safer and more respectful workplace cultures.

At Divrsity, we are dedicated to helping businesses uncover and address microaggressions through our comprehensive Diversity and Inclusion surveys. With data-driven insights, organizations can take targeted action to create environments where all employees feel valued, respected, and able to thrive, free from the subtle biases and stereotypes of microaggressions.