How Should Employees Address Microaggressions in the Workplace?

In today’s diverse work environments, promoting an inclusive and respectful workplace culture is essential. Microaggressions, though subtle, can undermine this culture, leading to a hostile work environment based on  a protected class like race or gender. These seemingly minor slights or insults can have significant negative impacts on employee morale and productivity. Addressing microaggressions is crucial for maintaining a healthy workplace atmosphere. Minnis & Smallets LLP is committed to helping employees navigate these complex issues, offering guidance and support to those who have experienced microaggressions at work.

Understanding Microaggressions

Microaggressions are subtle, often unintentional, actions or comments that convey negative or discriminatory attitudes towards individuals based on their membership in a marginalized group. They can manifest as verbal or nonverbal slights, insults or behaviors that communicate derogatory or hostile messages. Sometimes dismissed as jokes or teasing, these behaviors can have real and lasting consequences for the person affected.

Examples of Microaggressions

Microaggressions come in various forms, such as:

• Microassaults: Explicit verbal or nonverbal attacks intended to harm the employee based on their race, gender, disability, or other protected class. 
• Microinsults: Communications that convey hidden derogatory messages based on a protected class. 
• Microinvalidations: Communications that negate or nullify the thoughts or feelings of the employee.

Practical Steps to Address Microaggressions

Recognizing and addressing microaggressions is crucial for protecting employees’ well-being and ensuring a respectful workplace. Here are practical steps employees can take:

Document the Incidents

Keeping a detailed record of each microaggression is vital. Note the date, time, location, what was said or done and any witnesses. This documentation is critical if the employee decides to report the behavior or pursue legal action. Additionally, save any written correspondence that contains microaggressions, such as emails or texts.

Open Communication

If the employee feels safe and comfortable, they should consider addressing the person responsible directly. Let them know that their comment or behavior was hurtful. In some cases, bringing the issue to the person’s attention may foster understanding and prevent future incidents. If direct communication is not feasible, seek support from a trusted colleague or supervisor who can help facilitate a conversation.

Report the Behavior

Follow the company’s protocols for reporting harassment or discrimination on the basis of a protected class like race, gender, or disability. Submit a formal complaint to HR, providing the documentation of the incidents. Clearly articulate how the microaggressions are targeted toward you because of your membership in a protected class and how they have impacted the work environment and your well-being. The company is obligated to investigate and address these concerns in accordance with employment laws.

Seek Legal Advice

If internal efforts to resolve the situation are unsuccessful or if the employee faces retaliation, consulting an employment attorney may be necessary. Legal professionals can help assess the situation, advise on the employee’s rights, and represent their interests if they decide to take further action. Minnis & Smallets LLP addresses workplace discrimination and harassment, helping employees understand their options and rights.

Speak to an Employment Lawyer

Microaggressions can erode workplace culture and negatively impact the individuals targeted by them. Addressing these subtle yet harmful behaviors is essential for fostering a respectful and inclusive work environment. By documenting incidents, communicating openly and reporting behaviors through the proper channels, employees can protect their well-being and uphold their rights.

If an employee has experienced microaggressions or any form of workplace harassment, Minnis & Smallets LLP is here to help. Our skilled attorneys have a proven track record of representing employees in discrimination and harassment cases. Contact us for a consultation to explore how we can support employees in creating a more equitable workplace.