Workplace bullying and harassment

While bullying and harassment are often obvious and identifiable, we must also recognise and address more subtle forms of discrimination, such as microaggressions.   

Microaggressions are brief and can be unintentional comments or actions that can:  

• reinforce negative stereotypes 
• undermine an individual's dignity 
• contribute to a hostile work environment 

Unlike other types of discrimination, which are often easily identified and appropriately responded to, microaggressions might be presented as backhanded compliments, making them trickier to unpick and recognise. 

Online training course

You can learn more about understanding and addressing microaggressions at work training course on My Learning. 

Verbal and nonverbal

Microaggressions can take place in different ways, including:

• face to face
• virtual meetings
• telephone calls
• emails, 
• Microsoft Teams chats
• social media

Microaggressions can appear in what is said or written or in body language and behaviours, such as: 

• someone rolling their eyes when a colleague is speaking
• continually speaking over a colleague during a virtual meeting

Identifying microaggressions

Microaggressions may emerge in everyday interactions. Although they may seem minor in isolation, their cumulative effect they can be deeply damaging over time.   

Examples of microaggressions could include: 

Cultural insensitivity and stereotyping

Dismissing cultural traditions or practices as "weird" or "exotic," or making jokes about someone’s cultural background.

Making assumptions about someone's role or abilities based on their appearance, such as assuming that:

• someone is good at math or technology because of their ethnicity
• someone is more nurturing because of their gender
• a female colleague should be the one to take notes or plan a social event
• a younger employee does not have enough experience or knowledge to contribute meaningfully

Mimicking or mocking someone’s accent or dialect or making comments like, "You speak so well for someone with [an accent]." This can undermine the person’s sense of belonging and professionalism.

Exclusionary behaviour and dismissive comments

Frequently overlooking or interrupting someone during meetings, or not inviting them to team events because they "might not fit in" or assuming they won’t be able to attend because of caring responsibilities.

Telling someone "You’re being too sensitive" or "It’s just a joke" when they express discomfort with a comment or action, minimising their feelings and experiences.

Invisibility and ignoring preferred pronouns 

Overlooking or ignoring the contributions of someone based on their gender, race, disability or other aspects of their identity. This can make them feel undervalued and marginalised.

Continuously using incorrect pronouns for someone, even after they have clarified their preferences, which can feel invalidating and disrespectful.

Impact of microaggressions 

Microaggressions can create an environment where employees feel undervalued, marginalised, and alienated. Over time, these experiences can lead to increased stress, reduced job satisfaction, and a negative impact on mental health.