Unmasking Microaggressions

To celebrate Black History Month, we want to discuss critical subjects that impact our workplaces, providing actionable insights to allow for more inclusive and equitable working environments. Our aim is to shed light on significant topics, where we hope to contribute to the ongoing dialogue surrounding diversity, equity, and the celebration of Black History and achievements.

Welcome to AJs first hot topic of discussion as we dive headfirst into Black History Month. In this article we turn our attention to a subject that often lurks in the shadows but is extremely loud when you’re a victim of such behaviour: micro-aggressions.

What are micro-aggressions?

The term micro-aggressions was originally coined in the 1970s by a Harvard University Professor, Chester Pierce. He used this term to describe the subtle, everyday ways that black people experienced discrimination from their white counterparts.

“You’re so well-spoken for a black person”?

“Where are you really from?”

“You’re the whitest black person I’ve ever met.”

“Your hair isn’t professional”.

These are some examples of micro-aggressions. And although often said with innocent intentions, its crucial to understand the impact these aggressions can have on the emotional and psychological well-being of black individuals. Albeit we’ve come along way, more can always be done and unfortunately racism still exists. Such comments can erode an individual’s sense of belonging and reinforce biases that have no place in our diverse and inclusive professional landscape. 

What does the data say?

According to Harvard Business Review, 3% of black professionals report feeling ready to return to in-person work, as compared to 21% of their white peers; remote work has buffered them from microaggressions. Further, black women continue to experience the highest rates of disrespect, such as demeaning remarks.

A survey commissioned by the Wates group found that 4 in 10 people experience microaggressions at work, 64% of these are black employees.

In an attempt to study microaggressions in the workplace, SurveyMonkey and Fortune asked 4,275 people about their experience with microaggressions. 60% of respondents reported witnessing or ‘potentially witnessing’ microaggressions. However, only 10% believed that they’d personally committed a microaggression.

This is a clear indication that although microaggressions aren’t always intentional, they must be addressed proactively through education and awareness, people are indeed unknowingly guilty.

Actions for change

So, what can we do? Firstly, its clear that education is paramount. Regardless to level, all employees including the leadership team must be made aware of microaggressions including the various types as well as examples that fall in to each category. As mentioned, often, microaggressions are unintentional, meaning more awareness is required to combat such behaviours in the future.

Invest in comprehensive training programmes that include awareness-building sessions and open dialogues. These initiatives aim to help employees recognise their own biases, understand the impact of microaggressions, and develop the skills to interrupt and address them effectively.

Don’t engage in the bystander effect. When you witness a microaggression, call them out. There is no room for microaggressions in the workplace or within society. Be an ally and intervene respectfully in order to address the harmful behaviour, even if you think the individual has innocent intentions. This sends a powerful message that such behaviour is not tolerated, encouraging a culture of accountability and respect.

Activate a listening culture. Encourage voices to be heard, valued and respected. By actively promoting open and empathetic communication, employees are more likely to feel comfortable sharing their experience and concerns related to microaggressions.

Although more orgs are now encouraging discussions on race in the workplace, we must highlight that such behaviour still exists. Microaggressions are important to recognise, discuss and address. This starts from building awareness, allowing people to get familiar with the types of statements that cause harmful effects. Knowledge alone, however is not enough, action is imperative. We must be ready to intervene when we witness microaggressions, regardless of the intent behind them. By doing so, we send a resounding message that such behaviour is not tolerated, paving the way for a workplace that champions accountability and respect.

Thanks for reading! If you have any questions or comments, contact me on gabriella@aldersonjames.com

Gabriella is a MSc graduate in Clinical Psychology from London, who has worked within the Recruitment and Talent Acquisition industry for 5 years. Topics of interest surround Global Talent Trends including but not limited to Company Culture, the Candidate Experience, Diversity and Inclusion, Employee Well-being and many more! Gabriella holds a deep interest into Psychology and Human behaviour and how these can be best applied to the world of work.

Alderson James is a specialist recruiting agency working in the Talent Acquisition, HR and People Operations space. We work with VC-Backed Start-ups and Scaleups across Technology, Media, Life Sciences/Health, Ecommerce, Energy, Mobility, Finance and Banking - as well as a selection of Global Brands.

If you are interested in hiring for your team or you are looking for a new role, please contact James Wardle , Paddy Tye , Samantha Boatwright , Emma Parker , Kelly Wade  or Gabriella Steed , who'll be happy to help.