Small Slights, Big Impact: How Microaggressions Shape the Workplace
- rholmes1987
- May 3
- 2 min read
Welcome to The Resolution Room blog, where we translate complex HR and coaching topics into real-world strategies. Today, we're tackling a subtle but powerful force in the workplace: microaggressions.
What Are Microaggressions?
Microaggressions are those seemingly small, often unintentional comments or actions that carry a biased or dismissive message. They can sound like compliments—"You're so articulate!" or "You don't look disabled"—but they reveal underlying assumptions about identity, belonging, or capability. These slights are not just awkward moments. They are psychological paper cuts that build up over time and cut into trust, engagement, and morale.
Where Do They Show Up?
Microaggressions can be:
Racial: "Where are you really from?"
Gender-based: Calling women "bossy" for being assertive.
LGBTQ+: "You don’t look gay."
Disability-related: Speaking to someone in a wheelchair like they're hard of hearing.
Religious or cultural: Mocking someone’s dietary choices or holiday observance.
They show up in emails, meetings, interviews, and casual conversations. Often, the person delivering the microaggression has no ill intent—which makes them harder to call out and correct.
Why Microaggressions Matter
Here’s the truth: impact outweighs intent. You might not mean harm, but harm can still happen.
For individuals, microaggressions increase stress, reduce job satisfaction, and even impact physical health. For organizations, they drain productivity, increase turnover, and chip away at inclusion efforts. Think of it like this: one mosquito bite is annoying. A swarm? That’s unbearable.
From Awareness to Action
So what can you do?
Name it: If you're on the receiving end, you have the right to name what happened. If you witness it, don’t stay silent.
Shift your lens: Ask, "Would I say this to anyone, regardless of identity?" If not, rethink.
Foster dialogue: Encourage honest conversations and provide training that centers lived experiences.
Lead by example: Managers and HR pros must model inclusive, reflective communication.
Final Thought
Microaggressions may be "micro," but their impact is macro. Creating a respectful workplace starts with recognizing the small stuff and being courageous enough to address it.
Want more tools to handle tough conversations with clarity and confidence? Subscribe to The Resolution Room podcast and join the conversation on how we build workplaces where everyone feels seen, heard, and respected.
Listen to the full episode here: RobertMHolmes.com
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