Microaggressions — those brief, commonplace behaviors or comments that often unintentionally exclude or demean the target — have become a frequently discussed topic in management scholarship and practice. But despite the growing understanding of the concept of microaggression in general (Google searches of the term microaggression have doubled in the past two years alone) and in academic research, in addition to the countless number of practical DEI workshops dedicated to raising awareness, they still remain a common experience for employees from non-majority groups and can be an invisible barrier holding back many DEI efforts.
How to Intervene When You Witness a Microaggression
Women, ethnic- and racial-minority, and LGBTQ people commonly experience microaggressions in the workplace. These behaviors often surface in the form of jokes, exclusion of some voices in meetings, or subtle remarks that denigrate the recipient. Those who experience frequent microaggressions are more likely to feel excluded, to disengage, and ultimately leave their teams and organizations. In the authors’ recent research, they explored the experience of microaggressions for women leaders in STEM. In doing so, they uncovered some fascinating findings about the important role allies can play in any organization or field. They present three ways you can act as an ally when you witness microaggressions at work, no matter your level of seniority.