Microaggressions are like termites
… you don’t even know they are slowly eating away at your beautiful wooden cabinet until significant damage has been done -P.Luthra and S.L. Muhr
Microaggressions being like mosquito bites is "only" part of the problem.
On an individual level, the known effects are hypertension and cardiovascular disease, depressive symptoms, anxiety, and loss of self-esteem.
However, on an organizational level, they are more like termites.
Termites do more damage to the US economy than any other pest, but most importantly – you don’t even know they are slowly eating away at your beautiful cabinet until significant damage has been done.*
If microaggressions are tolerated on an organizational level:
Employees lose trust in how genuine the company’s DEI efforts are
They don’t feel safe in their work environment
Morale decreases, leading to reduced productivity and increased turnover
Collaboration on a team suffer
The company’s reputation can be severely damaged, impacting talent acquisition and customer trust
What companies should do about it?
Regulations and Policies:
Clear anti-microaggression policies
Anonymous reporting systems
Education and Training:
Regular DEI training including sessions on microaggressions
Leadership training to equip managers in competences on how to address microaggressions on a team level
Support systems:
Support the formation of ERGs where employees can share experiences, find support and lobby for solutions
Offer access to counseling and mental health services to help employees cope with the impact of microaggressions.
Continuous improvement:
Introduce regular surveys and feedback to assess the workplace climate and identify areas where microaggressions may be occurring. Use it to improve policies and training.
Track and report DEI metrics, including incidents of microaggressions and the effectiveness of response measures to build trust and accountability.
*Source: „Leading through bias” Poorima Luthra and Sara Louise Muhr
