Approaches to Addressing Microaggressions

Micro-aggressions eat away at confidence daily. They're subtle. They're persistent. They're exhausting. I've faced them countless times as a female CEO. The interruptions in investor meetings. The explaining of my own expertise back to me. The attribution of my ideas to male colleagues. These moments matter. But our response matters more. Here are 6 strategies I use to address them effectively: 1. The "I noticed" approach.    It creates awareness without blame.     2. Asking clarifying questions "Could you explain what you meant?" It reveals bias through curiosity.     3. Sharing impact respectfully "When that happens, I can't fully contribute."     4. Establishing expertise calmly, "I've actually led this area for five years."     5. Building a support network "Let's hear Sarah finish her point first." Allies can amplify your voice. 6. Choosing battles wisely. Some moments deserve immediate address. Others require strategic timing.     These approaches preserve professional relationships. Whilst also: Creating space for growth. Protecting your peace. Which strategy would help you most right now? ♻️ Repost to help someone in your network. _ 👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travelers on life-changing social adventures. Follow for daily posts on the journey!

DEALING WITH MICROAGGRESSION IN THE WORKPLACE... Microaggression is a subtle sophisticated form of intimidation used to bully others. According to the Harvard Business Review, "Microaggression is a subtle, often unintentional, verbal, behavioral, or environmental slight that communicates a hostile, derogatory, or negative message toward a person or group, particularly those from marginalized identities." Many people experience microaggressive encounters in their workplace exacted by supervisors and peers. So, how do you deal with microaggressive antics in the workplace? Here are seven effective strategies: Stay Calm and Composed: Take a moment to breathe and gather your thoughts before addressing the situation. Staying calm can help you respond rather than react. Address the Issue Directly: If you feel comfortable, speak to the person who made the microaggressive comment privately. Use “I” statements to express how their words affected you (e.g., "I felt uncomfortable when..."). Seek Clarification: Sometimes, microaggressions stem from misunderstandings. Ask the individual to clarify their intent, which can open up a constructive dialogue. Document Incidents: Keep a record of microaggressions, including dates, times, and specifics. This documentation can be useful if you need to escalate the issue to HR or management. Educate and Share: Engage in informal conversations or training sessions about microaggressions and their impact. Sharing your experience can help raise awareness among colleagues. Involve a Third Party: If direct communication feels daunting or ineffective, consider discussing the issue with a supervisor, HR, or a trusted colleague who can provide support or mediate the conversation. Practice Self-Care: Dealing with microaggressions can be emotionally taxing. Make sure to engage in self-care practices to maintain your mental and emotional well-being after encountering such situations. By implementing these strategies, you can address microaggressions effectively while fostering a more inclusive workplace environment. Regards Rev. Michael Robinson, M.S.

How do you handle microaggressions? It depends… According to Harvard Business Review, how, where and when these corrections happen depends on the situation. The first step in reducing microaggressions is developing a corporate culture that encourages treating each other with respect, where everyone feels valued as part of the team (otherwise known as inclusion). Leadership also needs to develop a culture of psychological safety so everyone, from the most junior on up feels comfortable politely correcting microaggressions. There are whole books written on psychological safety but if you want a quick understanding, read this: https://lnkd.in/gRknueYw The second step in reducing microaggressions is training. That seems to be happening less now, but training would help us understand our unconscious biases and the impact our words can have on our team's production and readiness. The third step is timely corrections. Be gentle, remember that it is most likely unintentional. And if you have a culture of psychological safety and inclusion, the aggressor will want to learn how to make all team members feel like they belong.                Supervisor to junior team member – on the spot is best, even in front of others. I know some people prefer the praise in public and criticize in private method of dealing with their team members, but that isn’t always appropriate. If a leader or supervisor witnesses a microaggression and does nothing about it at the time, it may seem to the others around them that they condone that behavior. That can’t be allowed.                 Colleagues – depends on the relationship and the aggressor’s willingness to listen. This is where you need to choose your battles. If you have a good rapport with your colleague then I would talk to them personally. If this colleague tends to be combative or defensive, it may be better to talk to someone else (one of their friends or their immediate supervisor). Again, emphasize the unintended aspect of microaggressions and the need to expose unconscious bias so we can learn to fight it.                 Junior team member to supervisor or leader – I recommend finding a quiet place to talk. Some leaders would be OK with this conversation in public but I think you will have more success in private. Additionally, depending on the organizational culture, you avoid getting a reputation as overly sensitive or a troublemaker by having this conversation in private.  Tell me your microaggression experiences. How did you handle them?

Dealing with persistent microaggressions at work? It's time to take action! I've got a powerful 3-step approach to address recurring subtle slights that can really wear you down. Here's how to handle ongoing microaggressions like a pro: 1) Document it 📝 -Start a private log -Note date, time, and specifics -Include witnesses, if any Why? Patterns speak louder than isolated incidents! 2) Address it in real-time (but gently) 🗣️ -When safe, speak up -Use non-confrontational phrases: "That comment didn't sit right with me." "Can we pause? That landed differently than you might have intended." This approach helps regulate the moment without escalating tension. 3) Elevate if necessary 🆙 -If behavior persists, involve HR or a trusted leader -Present your documented evidence -Focus on the impact and pattern, not just individual moments Remember, microaggressions might seem small, but their impact runs deep. By taking these steps, you're not just standing up for yourself - you're creating a more inclusive workplace for everyone. Have you dealt with recurring microaggressions at work? How did you handle them? Share your experiences below! 👇