Managing Microaggressions in the Modern Workplace

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Microaggressions may seem small on the surface, but their impact can chip away at your team’s sense of safety, inclusion and trust – making it crucial for managers to address them head-on

Often, the person making the remark doesn’t see it as harmful – and may even feel offended or defensive when it’s pointed out. But in today’s climate, where diversity and inclusion are under growing scrutiny, it’s more important than ever for leaders to take a closer look at whether subtle, everyday behaviours are quietly undermining team culture.

What Are Microaggressions?

Microaggressions are subtle, often unintentional comments or behaviours that carry underlying biases or stereotypes. They might be offhand remarks or assumptions that, while not overtly hostile, still marginalise or demean someone based on their identity.

Examples might include:

  • Saying to a person of colour, “Where are you really from?”
  • Assuming only women will take notes in a meeting
  • Making jokes about someone’s religion or dietary choices

Intention vs. Impact: Why it Still Matters

One of the most common pushbacks when addressing microaggressions is, “I didn’t mean it like that.” While intention is relevant in conversations, it doesn’t change the fact that harm was caused. A comment made as “banter” or “just a joke” can still reinforce stereotypes or make someone feel alienated.

As a manager, it’s important to communicate that impact matters more than intent. Emphasise that just because something wasn’t meant to be offensive doesn’t mean it wasn’t hurtful. Your role is to help your team understand that inclusive workplaces require self-awareness, not just good intentions.

Make it Easy to Speak Up

Many employees hold back from reporting microaggressions, worried they’ll be labelled as “too sensitive” or risk upsetting team dynamics. That’s why it’s essential for managers to create a safe, confidential and judgment-free environment where concerns can be raised without fear. This means putting a clear and accessible reporting process in place, offering both informal and formal options such as anonymous feedback forms, an open-door policy, or HR support. Taking visible action after a concern is raised is crucial; having a system and then doing nothing can be more damaging than having no system at all.

Context Matters: Understand the Social Climate

The world outside the office affects how people feel inside it. Political shifts, social issues and public events can increase feelings of vulnerability for some employees. Comments that may have previously felt harmless could now feel threatening or isolating. Be sensitive to how these broader issues impact your team. For example:

  • During periods of racial tension, employees from minority backgrounds may feel hyper-visible or scrutinised.
  • During debates around gender rights, comments about appearance or family roles might feel more charged.

Stay aware of what’s happening in the world and offer additional support or check-ins when necessary.

Education Over Shame

Not every microaggression comes from a place of malice – often, it stems from ignorance or ingrained cultural habits. While that doesn’t excuse the behaviour, it does offer a chance for learning and change. It’s your responsibility as a manager to address inappropriate behaviour constructively. For example, if someone casually says, “Give it to the girls – they’re good at filing,” use it as a teachable moment to explore why that comment is inappropriate. If the behaviour persists after support and explanation, then it becomes a performance or conduct issue – but always start from a place of willingness to educate.

As a manager, your attitude sets the tone for the team. If you take microaggressions seriously, your team is more likely to follow suit. By building awareness, promoting open communication and focusing on education rather than punishment, you create a culture where everyone feels seen, safe and respected. Because a workplace where people don’t have to second-guess if they belong is a workplace where everyone can thrive.

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