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Microaggressions in the Workplace
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Imagine this: A team meeting is in full swing, and Alex, a junior employee, shares a well-researched idea. Their manager nods but moves on without much acknowledgment. A few minutes later, another colleague—someone more senior—repeats the same point, and this time, the manager praises it as a “brilliant suggestion.” Alex stays quiet, but later, they mention to a co-worker that this sort of thing happens to them a lot. It’s frustrating, demoralising, and makes them feel invisible.
This is a classic example of a workplace microaggression. These small, often unintentional comments or actions might seem harmless in the moment, but over time, they chip away at employee confidence, engagement, and mental wellbeing. As a manager, you may not always notice when microaggressions occur, but the reality is that they can quietly damage team morale and workplace culture.
Fortunately, you have the power to change this. Recognising microaggressions in the workplace doesn’t mean calling people out—it means creating a space where everyone feels heard, respected, and appreciated.
In this PMAC guide, we’ll explore how to spot these subtle behaviours, understand their impact, and respond in a way that strengthens your team and creates a healthier work environment.
What are Microaggressions?
We’ve all experienced those moments at work when someone says something that feels off—perhaps a comment about your background, an assumption about your abilities, or a joke that doesn’t sit right. The person speaking might mean no harm, but their words or actions can still leave you feeling excluded, uncomfortable, or misunderstood. These subtle, everyday slights are known as microaggressions.
Microaggressions are insensitive statements, questions, or behaviours that reinforce stereotypes or make assumptions about someone based on an aspect of their identity. They can be related to race, gender, sexuality, parental status, socioeconomic background, mental health stigma, or any other personal characteristic. And while they often target marginalised groups, they can happen to anyone, regardless of background or professional level.
For example:
– A black woman hears, “You’re so articulate!”—implying surprise at her communication skills.
– A white man is told, “You never have to worry about fitting in.”—assuming he’s always comfortable and accepted.
– A mother in the workplace gets asked, “Are you sure you want that promotion with young kids at home?”—suggesting she can’t balance both.
At their core, microaggressions send a damaging message: “Because you are X, you probably are/are not or like/don’t like Y”. While they might seem minor, these interactions build up over time, affecting confidence, morale, and workplace relationships.
Different Forms of Microaggressions
Microaggressions at work are often subtle and unintentional, but they can still make someone feel excluded or disrespected. Understanding the different forms is a big step toward spotting and addressing them.
Verbal microaggressions are the most common. These are comments, questions, or jokes that reflect stereotypes or assumptions, like asking, “Where are you really from?” or saying, “You don’t look disabled.” They might seem harmless, but they can be hurtful and invalidating.
Then there are behavioural microaggressions—actions that convey bias or exclusion. Things like repeatedly mispronouncing someone’s name, talking over others in meetings, or avoiding eye contact with certain coworkers. These can leave people feeling ignored or dismissed.
Lastly, environmental microaggressions are more systemic. They show up in the culture or setup of a workplace, like a lack of diversity in leadership, office décor that reflects only one culture, or policies that unintentionally leave certain groups out. These send the message that some people belong more than others.
Examples of Common Microaggressions in the Workplace (And Why They’re Harmful)
Now, let’s take a look at some specific examples. A well-meaning colleague might ask, “Where are you really from?” in casual conversation, not realising how it implies that someone doesn’t truly belong. A manager might comment, “Wow, you don’t seem autistic!” intending it as a compliment but instead dismissing the real experiences of neurodivergent people.
These comments might not be said with bad intentions, but they reinforce harmful stereotypes and assumptions. Here are some common types of microaggressions in the workplace and why they matter:
1. Language That Reinforces Bias
Many everyday phrases have roots in discrimination and exclusion, often without people realising it. While language evolves, being thoughtful about the words we use can help create a more respectful workplace. For example:
- “Blacklist” vs. “whitelist” – Ties negative and positive meanings to colour.
- “Man up” – Suggests that strength and competence are tied to masculinity.
- “That’s insane” or “That’s crazy” – Uses mental health conditions as metaphors, which can trivialise real struggles.
Making small changes, like saying “be brave” instead of “man up” or “that’s surprising” instead of “that’s crazy,” can help avoid reinforcing outdated ideas.
2. Race and Ethnicity-Based Assumptions
Race-related microaggressions often happen when someone makes assumptions about a person’s background, identity, or abilities based on how they look or speak. Some examples include:
- “I didn’t realise you were Jewish—you don’t look Jewish.” (Implying that people of a certain background must look a specific way.)
- “Your English is so good! Where are your parents from?” (Assuming that someone who speaks fluent English must not be a native speaker.)
- “I believe the most qualified person should get the job.” (Often said in response to diversity initiatives, implying that hiring a diverse candidate means lowering standards.)
These comments may seem harmless in isolation, but they reinforce the idea that some people don’t fully “belong” or are exceptions to a stereotype.
3. Gender-Based Microaggressions
Workplaces have long-standing biases about gender roles, and these show up in everyday interactions. Examples include:
- “Don’t be so sensitive.” (Often directed at women, implying that their feelings are irrational or unprofessional.)
- “Thanks, sweetheart.” (Pet names like sweetheart or love can feel patronising, especially in professional settings.)
- “You’re great at multitasking—must be the mother in you!” (Reinforcing stereotypes about women as caretakers.)
These kinds of statements can make women and non-binary employees feel underestimated or dismissed.
4. Sexual Orientation and Relationship Assumptions
Heteronormative language can make LGBTQ+ employees feel excluded, even if unintentionally. Common examples include:
- “Do you have a wife/husband?” (Assuming heterosexual relationships instead of using inclusive language like partner.)
- “That’s so gay.” (Using gay as a negative descriptor, which reinforces harmful stereotypes.)
- “You don’t seem gay.” (Implying that LGBTQ+ people have to fit a specific mould.)
These comments can make employees feel pressured to either correct assumptions or stay silent to avoid uncomfortable conversations.
5. Parental and Family Status Assumptions
Employees without children sometimes face microaggressions about their work-life balance, while parents often experience assumptions about their career commitment. Examples include:
- “You don’t have kids, so you can stay late, right?” (Assuming that employees without children have fewer responsibilities outside of work.)
- “Are you sure you want that promotion? It’s a lot for a new mum.” (Implying that working parents—particularly mothers—can’t handle career growth.)
These kinds of comments create unnecessary divides between employees and can contribute to workplace resentment.
6. Neurodiversity and Mental Health Microaggressions
People with mental health conditions or neurodivergent traits often encounter dismissive or minimising comments, such as:
- “You don’t seem autistic.” (Suggesting that autism has one specific ‘look’ or set of traits.)
- “We’re all a little OCD.” (Trivialising obsessive-compulsive disorder as just liking things tidy.)
- “You don’t look depressed.” (Minimising mental health struggles and suggesting they must be visible to be valid.)
These statements can discourage employees from speaking openly about their needs or seeking support.
Recognising microaggressions is the first step toward reducing their impact. In the next section, we’ll explore how these seemingly small comments can have big consequences on employee wellbeing and team dynamics.
The Impact of Microaggressions on Employees & Workplace Culture
Some people argue that conversations about microaggressions are a sign that society has become overly sensitive—that casual remarks are being taken out of context or blown out of proportion. But research tells a different story. Over time, seemingly small comments or assumptions can have a significant impact on mental and physical health.
Employees who experience microaggressions regularly are more likely to face increased stress, anxiety, and even physical symptoms like headaches, high blood pressure, and sleep difficulties. The long-term effects can lead to burnout, reduced job satisfaction, and even career setbacks, as people spend valuable energy managing and recovering from these experiences.
Here’s how microaggressions can affect employees:
- Emotional strain: Hearing the same subtle put-downs or assumptions repeatedly can be exhausting. It can leave employees feeling frustrated, hurt, or even helpless—especially if they don’t feel comfortable speaking up.
- Withdrawing from work interactions: If someone feels like their contributions aren’t valued—or worse, that they’re being judged based on stereotypes—they may start pulling back. That could mean speaking up less in meetings, avoiding collaboration, or disengaging from their work.
- Lower confidence and performance: When employees are distracted by microaggressions or feel like they have to prove themselves constantly, it can affect their ability to focus, problem-solve, and do their best work.
- Eroding trust and team morale: If microaggressions go unchecked, it can lead to tension between colleagues and create a workplace where people don’t feel safe being themselves. That can affect everything from teamwork to overall job satisfaction.
- Increased burnout and turnover: No one wants to stay in a workplace where they feel uncomfortable or unsupported. Employees who regularly experience microaggressions may struggle with burnout, feel disengaged, or start looking for opportunities elsewhere.
Beyond the individual impact, microaggressions shape an organisation’s culture. If they’re ignored or dismissed, they can create an environment where exclusion feels normal and people don’t feel psychologically safe at work.
The Impact of the Bystander Effect in the Workplace
When microaggressions happen at work, silence from bystanders can be just as damaging as the comment itself. The bystander effect occurs when people witness inappropriate behaviour but assume someone else will address it—or avoid stepping in to avoid discomfort.
When microaggressions go unchallenged, it can leave the person affected feeling unsupported and may create a workplace culture where exclusion is normalised. In the long run, this can discourage employees from speaking up and erode trust within teams.
Breaking this cycle starts with encouraging active bystander behaviour. This doesn’t mean directly confronting the person responsible—it can be as simple as checking in with the affected colleague, redirecting the conversation, or discreetly raising concerns with a manager.
A workplace where people feel empowered to address microaggressions helps build a culture of respect and inclusion, showing that these values aren’t just words, but actions upheld by the entire team.
How to Address Microaggressions in the Workplace
Handling microaggressions requires a thoughtful approach—one that encourages understanding while holding space for accountability. No one wants to feel like they’ve hurt someone, just as no one wants to feel overlooked or dismissed. A workplace built on mutual respect depends on how we respond in these moments.
If You’ve Committed a Microaggression
When you realise you’ve said something hurtful it can be uncomfortable, but resisting the urge to be defensive is key. Acknowledging the impact of your words is far more meaningful than explaining your intent.
A simple response like “I hadn’t thought about it that way—thank you for telling me” can mean a lot. What matters most is learning from the experience and making an effort to be more mindful in the future.
If You’re on the Receiving End
Hearing an offhand remark that reduces you to a stereotype—or dismisses part of who you are—can be frustrating, especially when the person didn’t intend harm. If you feel comfortable, calmly address it so you open the door to awareness.
Saying, “I know you didn’t mean to, but that comment was hurtful because…” can help the other person reflect without making them shut down. But it’s not always your responsibility to educate others, and you don’t have to engage every time. Protecting your peace is just as important.
If You Witness a Microaggression
Sometimes the most harmful thing isn’t the microaggression itself—it’s the silence that follows. If you notice a colleague being put in an uncomfortable position, stepping in—even in small ways—can make a difference. That might mean redirecting the conversation, addressing the issue privately, or simply checking in with the person afterward.
A quiet “I saw that—are you okay?” can remind someone that they’re not alone.
If You’re a Manager
Leaders set the tone for what is and isn’t acceptable. If someone raises a concern, dismissing it as “harmless” or “just a joke” only deepens the problem. Instead, take these moments as opportunities to reinforce expectations around respect and inclusivity.
Provide regular training on inclusive language, model thoughtful communication, and ensure employees feel comfortable speaking up. These all help create a work environment where people feel valued.
Creating a Workplace Culture That Reduces Microaggressions
A workplace shaped by respect and understanding doesn’t come from a single policy or training session—it’s built in small moments, in the way people listen to each other, in how concerns are handled, in whether employees feel like they belong. When microaggressions are rare, it’s not because people are walking on eggshells—it’s because they’ve learned to be more aware of how their words and actions affect others.
Encourage Honest Conversations
No one gets everything right all the time. Encouraging open, thoughtful discussions about inclusion and unconscious bias gives people space to learn without fear of judgment. The more people feel comfortable asking questions and reflecting on their own biases, the more naturally respect becomes part of everyday interactions.
Make Learning an Ongoing Effort
Awareness isn’t something you achieve once and then move on from. Conversations about respect and inclusivity should happen regularly—whether through training, workshops, or informal discussions that keep the topic alive in people’s minds. The more these ideas are woven into workplace culture, the more likely they are to be put into practice.
Lead by Example
Managers and senior staff have a unique influence on the way workplace culture develops. Addressing microaggressions when they happen, listening to concerns with care, and showing an ongoing commitment to respectful communication all set the standard for the rest of the team.
Make It Safe to Speak Up
Employees should feel confident that if they raise concerns, they’ll be heard—not dismissed or punished for “making a big deal” out of something. Clear reporting channels, fair responses, and a genuine willingness to listen all help create an environment where people trust that issues will be taken seriously.
Prioritise Inclusion as an Everyday Practice
A workplace where people feel comfortable being themselves isn’t created overnight, and it doesn’t happen by accident. It’s built through daily choices—pausing before making assumptions, reflecting on feedback, and holding space for different experiences.
Need Support Against Microaggressions in the Workplace? PMAC Can Help
Microaggressions may seem small in the moment, but their impact lingers—shaping how people see themselves, their workplace, and their sense of belonging. A single comment might be brushed off, but repeated experiences of being misunderstood, dismissed, or reduced to a stereotype can weigh heavily over time.
Creating a workplace where respect is the norm isn’t about perfection, it’s about effort. It’s about being willing to listen, to reflect, and to adjust when we learn that something we’ve said or done has hurt someone. It’s about recognising that the words we choose and the way we treat others matter.
The real work of inclusion happens in the everyday—in conversations, in moments of self-awareness, in speaking up when it would be easier to stay quiet. When we commit to that work, we don’t just build better workplaces, we create spaces where people feel seen, valued, and understood.
If you’re looking for ways to support a more inclusive and respectful workplace, PMAC offers Harassment and Bullying Training designed to help teams navigate these challenges with confidence. Learn more here.
Originally published: 31/03/2025
Last updated: 31/03/2025