In the study of diversity and inclusion, we can identify various forms of unconscious bias. The one I find most intriguing to discuss and identify is the occurrence known as the microaggression. They often go unnoticed and can be difficult to identify. Yet they can have profound implications to our professional and interpersonal relationships.
A microaggression is when one unconsciously does or says something to another that lightly conveys their disrespect, prejudice or disdain. In unconscious bias workshops that I have held, I like to talk about the “snub” because I know it is something that we have all done at some point in our interactions. That time you accidently ignored a colleague at the supermarket or chose someone you know (and trusted) to carry out an activity for the team. You did not mean to. You did not do it consciously but somehow your colleague/ team mate felt that they were ignored or that that your decision was a form of discrimination or disregard to the value that they bring to the team. The microaggression feels innocuous and while it may appear trivial on the surface, the cumulative effect of it, especially over time, can have a profound impact on your relationship in your team, with colleagues or business partners.
You do not need to know a person at all to use a microaggression and this is why it is so important to discuss it in the context of unconscious bias. What makes microaggressions particular, is their ability to be subtle and understated.
It is that moment when you ask yourself, did I interpret that correctly? And unlike more direct forms of discrimination, microaggressions often operate beneath the surface, making them challenging to recognize and address. Often, individuals who use them are either unaware or remain unaware that it has occurred and that it is harmful to the relationship, further complicating efforts to address them.
Psychiatrist Dr Chester Pierce (1970) created the term microaggressions to refer to every day, subtle and often unintentional actions or comments that communicate derogatory messages to individuals based on their perceived group status and membership. These messages can target various aspects of a person’s identity that include race, gender, sexual orientation, religion, socioeconomic status or physical ability. The more you come to understand that it is happening or that you are unconsciously doing it, the more you will find that that list tends to grow.
And because of their diversity, they can range from seemingly harmless remarks to gestures and behaviours that may appear unobserved. Like mocking someone’s comment or opinion with an alarmed look on your face – this is considered a microaggression. Other examples include making assumptions about another’s cultural background, commenting on their physical appearance in a way that reinforces stereotypes or prejudice, imitating styles of enunciation especially when it is not the person’s first language (and you do not have an intimate relationship with them – as people tend to do) or dismissing the contributions of an individual based on preconceived ideas about their abilities. While these actions may not be intended to cause harm, they reflect underlying biases and reinforce systemic inequalities and discrimination.
Repeated exposure to microaggressions in the context of work (as a leader) or in teams (amongst peers) can erode trust and decrease the motivation and drive of a team or relationship. It requires a complex approach that involves fostering open and honest dialogue, understanding your and another’s personal boundaries and values, encouraging empathy in the workplace and promoting inclusive practices and behaviours. Training and practical examples, play a crucial role in educating employees / managers / associates to recognise their unconscious bias and the ways in which they manifest in our everyday interactions. This way we all can take proactive steps to prevent unintentional harm to a colleague or business partner or become aware of the more intricate nuances of relationships.
Though subtle, microaggressions are a significant form of systemic discrimination that can have far reaching implications on our business relationships, partnerships and society. If you are interested to learn more, comment on this post or email keri@keridavids.com for a quote on unconscious bias training for your team or 1:1.
Watch this space for more tips and education on what a microaggression is.
