Reporting and resolving concerns about bullying, harassment, sexual harassment, stalking or victimisation in the workplace.
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:
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.
You can learn more about understanding and addressing microaggressions at work training course on My Learning.
Microaggressions can take place in different ways, including:
Microaggressions can appear in what is said or written or in body language and behaviours, such as:
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:
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:
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.
Backhanded compliments like, "You don’t act like a [stereotype]" or "You’re so brave to wear that," which may sound complimentary but actually perpetuate stereotypes or imply that someone is defying traditional expectations in a negative way.
Asking a colleague, "Can I touch your hair?" or commenting, "Your English is so good!" or "You’re very articulate for someone from your background." This can imply that someone’s appearance or background is inherently different or unusual.
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.
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.
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.
We encourage all employees to be mindful of their interactions and to consider the potential impact of their words and actions on others.
If you experience or witness microaggressions, we urge you to speak up. Together, by recognising and addressing microaggressions, we can continue to build a more inclusive and supportive workplace.
Microaggressions are often made without harmful intent and can usually be addressed informally. If you do not feel able to resolve the issue yourself, you can report your concerns using the formal process.
The reporting and resolving bullying and harassment in the workplace advice explains how to resolve the issue yourself or report your concerns formally.