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The following article was published in our article directory on January 17, 2017.
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The Challenge of Dealing with Microaggressions at Work

Article Category: Leadership

Author Name: Theodore Henderson

The professional environment should be an arena where skills, abilities and performance should come first and not be hampered by age, culture, gender, race, shape, and the like. However, this delineation often gets blurred by biases, whether known or subconscious. Dealing with microaggressions at work thus becomes to be one of the concerns an employee has to deal with.
It could start from a comment that hints on one�s minority status. This may have been given without wicked intent or even awareness from the sender of the message. However, a regular recipient of such remarks at the workplace, may develop or reinforce a feeling of being ostracized. Microaggressions could affect a worker�s self-perception, his or her views about colleagues, and his or her work attitude. As a result, this will create communication difficulties and dynamics in a place of work.
However, the reality is that even in this time of globalization wherein modern advancements and voluminous researches on anthropology and social psychology abound, microaggression still occurs. In many cases, the managers and co-employees are not aware of it; and in other cases, there is cognizance but it is not properly addressed. Yet the fact remains: dealing with microaggressions at work is a part of the daily affairs for many people.
A recipient may not at first be aware or may be considerate towards those who give these comments but when he or she starts to feel uncomfortable, awkward, embarrassed, or unnerved, one has to face and handle it. A response that will promote mutual understanding and respect is ideal.
Dealing with microaggressions at work however is not easy since the one offended has his or her emotions to deal with as well. Yet, the ball is in his or her hands. Thus, first and foremost, one has to keep calm when faced with a situation. Reacting otherwise may complicate what could be a straightforward matter. This may instead reinforce biases against the recipient.
Secondly, one has to assess the situation using an objective perspective to be able to properly weigh the situation and think of an appropriate response. A subjective stance may take one to a more disadvantaged situation. Seeing oneself as a victim may develop a sense of vulnerability, which in turn may somehow empower the unknowing aggressor. On the other hand, putting forth a tough response may allow one to wrongly develop a sense of righteousness which could also distort the perceptions of colleagues. It is thus best to seek clarification for the meaning of a given remark.
Thirdly, focusing on the event instead of the person who said the comment will get one to focus on the problem itself and properly address it without attacking the speaker. Taking this avenue may even be a learning experience for the unknowing aggressor and could be the beginning of an awareness campaign against microaggressions in the workplace.
Dealing with microaggressions at work may prove to be difficult, uncomfortable, and challenging. However, one has to develop his or her own style of handling microaggression to be empowered. To do so requires learning about it, taking on a proactive stance, and constantly advocating for him or herself.

Keywords: microaggression, microaggression and teamwork, leadership and microaggression, emotional intelligence and microaggression, microaggressions in the workplace, dealing with microaggressions at work, gender and microaggression, being black in the workplace, microaggressions in everyday life

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