Part time lecturer. MSc Occupational and Organisational Psychology. First Class honours BA Human Resource Management Graduate
The subject of microaggressions in the workplace is a fascinating topic. On face value it is a subtle form of discrimination which can permeate organisational cultures, causing severe damage to individual wellbeing. However, when deconstructed, it also poses many questions about reliability due to its subjective nature and the influences of self identity and group dynamics. Would one marginalised individual find hostility where another would not? Does it occur with malicious intent or unconscious ignorance and how can you decern between the two? This form of prolonged abuse often goes unreported as the receiver faces the internal challenge of making this decision, but does the difference matter? Ultimately, does microaggression come down to the eye of the beholder before crossing the line into clear identifiable discrimination, and if so how can this be managed within an organisational setting? 🤔🤔