Introduction

Microaggressions are common, everyday slights or indignities, whether deliberate or unintended, that demonstrate negative, insulting attitudes toward marginalised groups, including people of colour. They are an important issue to address because quite frankly, they are offensive, and people deserve respect and dignity. Quite often, the people who experience disrespect and indignity, due to microaggressions, are at the intersection of race, color, gender, nationality, religion, disability, age, and/or sexual orientation. Whether the offending party is purposefully attempting to demean the offended party or not (sometimes, individuals are unaware that their words or behaviors are hurtful or problematic), in this day and age, microaggressions are regularly perceived as subtle bias, prejudice, discrimination, and/or racism. Thus, it is essential to raise awareness and understanding of the issue, and to tackle it directly and determinedly.  

Microaggressions may have numerous negative consequences in organisations. The unfortunate who experience them may perceive a lack of organisational care as well as a lack of organisational support, leading to a lack of trust, satisfaction, motivation, commitment, and performance. Organisations should be good stewards of all resources, and thus, human resources should be protected and preserved. People, including their mental and emotional wellbeing, should be prioritised. After all, do we not depend on our human resources for our intellectual resources in order to acquire the physical and fiscal resources?

The origin of inspiration for this recipe is a combination of personal experience(s), personal knowledge of the experience(s) of others, observations, and research. For example, Black men in the US have conveyed frustration and annoyance at the assumption that they obtained a University scholarship due to basketball or football. They recall the shocked facial expressions with which they are met upon stating that they earned an academic scholarship. The stunned looks insinuate Black men are not academically inclined or capable, and must depend on sports to have a semblance of a chance at being awarded a scholarship for tertiary education. Black women sometimes face this as well. I, myself, remember being asked if I was a student at one of my alma maters because of “running track” when I entered an aeroplane wearing a sweater with the University logo. I politely responded that I was not a student athlete.

Black women across the globe, including the US, UK, and Germany, have also conveyed disappointment and sometimes embarrassment/shame due to microaggressions pertaining to their hair. Some have undergone their hair being petted or tugged, and others have been asked some version of “Why do you wear your hair like that?” This question and its accompanying tone insinuates their hair texture or hairstyle is strange, inappropriate, unprofessional, or downright ugly. These examples are just a few of a plethora of derogatory and hurtful slights that communicate negative views of Black people, and can undermine authentic efforts to encourage diversity, equality, and inclusion in organisations. However, microaggressions may take many forms including verbal, behavioural, or environmental indignities as seen here.

Ingredients

– Education

– Training

– Cooperation

– Accountability

Methods/Preparation

• Education

Education plays an integral role in tackling microaggressions in organisations. People usually do not find themselves in an organisation without having some level/form of education, which is supposed to help prepare them for work and society at large. Therefore, educational institutions must adequately equip students by teaching them about the nature, scope, and consequences of microaggressions, and these institutions are not limited to the ones that provide post-secondary education. Students can and should learn about microaggressions from a young age, so they are nurtured to have awareness and understanding, to not contribute to the slights, and to be genuine allies for those that are on the receiving end of such slights.

Examples & Tips:

• Teach students about microaggressions as a priority, not as an afterthought. Make it a topic in the curriculum and ensure sufficient reflection goes into what is taught and how it is taught.
• Research “microaggressions” so there is a reasonable level of expertise pertaining to the topic. Scholarship is an important part of education in general, and teaching, so it is important to encourage scholarly activities that facilitate teaching and learning relevant to microaggressions.
• Share information about microaggressions. Educational institutions usually promote service and the development of others. Activities consistent with these principles include but are not limited to presentations, webinars, podcasts, panel discussions, conversation/dialogue events, and question and answer (Q&A) sessions.

Training

Training can be regarded as education within organisations. Organisational members may not be aware of microaggressions from former educational pursuits, and thus organisational training may be useful to raise consciousness about the matter, communicate organisational expectations, and cultivate an organisational culture where respect, consideration, and decency are core values, and microaggressions are deemed unacceptable.

Examples & Tips:

• Explain why training about microaggressions is needed so trainees are clear it is not “just another training requirement to fulfil,” but necessary for the dignity of their colleagues and to foster a positive organisational climate and culture.
• Determine the specific goals for the training so that the training has sufficient, meaningful content relevant to microaggressions and the organisational context, while not contributing to information overload.
• Choose a training method that is conducive to the organisational context but ensure there is some level of involvement/engagement. Integrate ways to involve the trainees including the use of videos, interactive exercises, and Q&A sections.

Cooperation

Education and training are important, but cooperation is also vital within the organisation to dismantle microaggressions. Everyone plays a role in making an organisation an inclusive and safe space for all, despite differences. Thus, cooperation and striving to achieve a cooperative advantage via spirituality, dialogue, and consensus-building is beneficial as found here.

Examples & Tips:

• Aim for spirituality. The latter doesn’t have to include religion or religious views, but simply caring about people’s wellbeing. Microaggressions negatively impact others, so a truly cooperative organisation would want to do all in its power to eradicate them.
• Encourage dialogue. An organisation that openly and sincerely endorses respectful conversation can help fight against microaggressions. When people communicate their experiences, fears, and/or (mis)understandings, and listen with open minds, bonds are often formed, and cooperation is more likely to take place with the aim of eliminating microaggressions, so colleagues and others like them are not hurt.
• Strive for consensus-building. The latter is built on dialogue, as open, respectful communication fosters understanding, which is more likely to push people toward working together to find ways to address microaggressions, which would then hopefully become a common concern even for those who do not experience them.

Accountability

Accountability is crucial because it forces individuals to take responsibility for their actions. If people engage in microaggressions but the slights are summarily dismissed as insignificant (or the micro aggressor’s behaviour is excused as unintentional) or the victim is ignored and accused of being too sensitive or unwilling to take a joke, there is no accountability. As such, the slights and indignities will continue. Leaders must be willing to hold guilty parties accountable, as it shows their commitment to taking microaggressions seriously, as well as their commitment to influencing positive organisational change.

Examples & Tips:

• Implement a process for filing a formal complaint about microaggressions. The ability to file a report sends a signal that microaggressions are considered a serious matter and a priority in the organisation.
• Ensure a real investigation and not a sham when a complaint is received. This sends a signal that microaggressions will be taken seriously and given priority.
• Have repercussions for micro aggressors and retaliation protection for victims. This sends a signal that appropriate disciplinary actions will be taken, prevents micro aggressors from being emboldened, and allows victims to feel safe, secure, and supported.

A FINAL NOTE

For this recipe, the term “organisation” is used broadly to encompass any form of association or business entity. Thus, the term encompasses all types of organisations including business companies, non-profit organisations, governmental and military agencies, political organisations, and educational institutions. Any member or associate/affiliate of an organisation may be affected by microaggressions. Organisational employees and clients/customers, as well as students at educational institutions, are often negatively impacted by microaggressions.

This recipe is not intended by any means to be comprehensive or definitive, and is intended, in good faith, to inform and serve as a guide. Please keep in mind that numerous groups may face microaggressions due to their differences, and intersectionality often plays a role in who is targeted. For example, victims may include (but are not limited to) Black immigrants or women from the LGBTQ+ community. Modifications to the recipe are certainly allowed according to context.