Microaggressions are costing your organisation more than you realise. These seemingly small interactions, often dismissed as “harmless comments” or “misunderstandings”, are quietly eroding trust, engagement, and retention across teams.
What is a microaggression?
Dr Derald Wing Sue a professor of counselling psychology in the US coined the term for the first time and gave it a specific definition:
“Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalised group membership.”
Breaking this down:
- Micro: Small-scale interactions that fly under the radar
- Aggression: Actions that cause emotional harm, even without malicious intent
Unlike overt discrimination, microaggressions are subtle, frequent, and often harder to address, making them particularly damaging to workplace culture and employee wellbeing.
Want to address the root causes of exclusionary workplace behaviour?
Understanding unconscious bias is fundamental to creating inclusive cultures. Inclusive Employers Unconscious Bias training helps managers and leaders recognise how the quick judgments and assessments, influenced by background and personal experiences impact performance, decision-making, and everyday working environments.
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The four types of microaggressions every manager should recognise
1. Verbal and nonverbal microaggressions
These aren’t just about words. It’s about body language, tone, and digital behaviour in virtual meetings that all communicate powerful messages:
- Eye-rolling when certain colleagues contribute
- Consistently interrupting specific team members
- Assuming hierarchy based on appearance (shaking hands with the white manager first)
- Picking up phones during presentations by underrepresented colleagues
2. Intentional vs. unintentional impact
Here’s the critical insight most leaders miss: intent doesn’t reduce impact. Whether someone “meant it that way” is irrelevant to the person experiencing harm.
Common workplace examples:
- “You’ve done well for someone your age.”
- “You don’t look disabled.”
- “I didn’t know you were gay! What a waste!”
3. Racial Microaggressions
These often masquerade as compliments or curiosity:
- “Your English is so good” (to native speakers)
- “Where are you really from?”
- “Can I touch your hair?”
- “Why are you being so loud/animated?”
4. Micro-invalidations and micro-insults
Micro-invalidations exclude, negate, or dismiss the experiences of marginalised colleagues.
Micro-insults subtly communicate disrespect toward someone’s identity or heritage.
Ready to equip your managers with the skills to recognise and address these patterns?
Our Unconscious Bias training combines research, case law, and real-life examples to help leaders understand how bias affects decision-making and develop practical mitigation strategies. Available as digital modules, face-to-face sessions, or drama-based learning- whatever fits your organisation’s needs.
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The hidden cost of microaggressions to your business
One participant described the cumulative effect as “death by a thousand paper cuts.”
Employees facing regular microaggressions experience:
- Decreased engagement and reluctance to contribute ideas.
- Reduced confidence in applying for promotions or stretch assignments.
- Emotional exhaustion from constantly explaining or defending their presence.
- Higher turnover rates as talented individuals seek more inclusive environments.
The business impact? Reduced innovation, weakened team performance, and significant recruitment and retention costs.
Action plan for creating a microaggression-free workplace
Step 1: Build awareness through education
Most microaggressions stem from unconscious bias rather than malicious intent. Comprehensive training helps teams understand both the “what” and the “why” behind inclusive communication.
Step 2: Establish clear behavioural expectations
Organisations with the lowest microaggression incidents have crystal-clear expectations about acceptable behaviour and they consistently reinforce these standards through recognition and accountability measures.
Step 3: Develop active allies and bystander intervention skills
Creating a culture where microaggressions are addressed requires empowering every team member to speak up constructively when they witness exclusionary behaviour.
Need help developing ally skills across your organisation?
Create a united and inclusive workplace culture. Embed inclusive practices by training a dedicated cohort of Inclusion Allies. These allies will promote inclusion and offer support for marginalised or vulnerable colleagues.
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Step 4: Create feedback loops and learning opportunities
Remember: everyone has unconscious biases. The goal isn’t perfection rather creating an environment where people can learn, grow, and course-correct when needed.
How to implement sustainable change?
Understanding microaggressions is just the beginning. The real challenge lies in creating systemic change that prevents these interactions from becoming normalised in your workplace culture.
This requires:
- Leadership modelling of inclusive behaviours
- Consistent reinforcement through policies and practices
- Ongoing education as language and awareness evolve
- Support systems for both those experiencing and perpetrating microaggressions
Looking to transform your culture beyond awareness-building?
Inclusive Employers consulting services help organisations design comprehensive EDI strategies that address microaggressions at the systems level: from hiring practices to performance management.
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Next steps
Microaggressions may seem small, but their impact on your people and your business is significant. Whether you’re just beginning to address microaggressions or looking to strengthen existing initiatives, having expert guidance makes the difference between superficial awareness training and meaningful cultural transformation.
Ready to take action? Talk to us about Unconscious Bias Training to help your teams recognise and interrupt microaggressions before they impact your culture. Whether you need digital modules for remote teams or face-to-face workshops, we’ll design an approach that fits your organisation’s needs.