How to identify and fight microaggressions in the workplace?

Imagine hearing “You’re so articulate!” after giving a presentation—or being repeatedly interrupted in meetings while your ideas go unnoticed. These aren’t just awkward moments—they’re microaggressions that quietly undermine inclusion and trust at work.

In today’s diverse workplaces, these seemingly minor behaviors can have major consequences. Recognizing and addressing microaggressions is essential not just for individual well-being, but also for building respectful, high-performing teams. Here’s how to identify them, why they matter, and what you can do to respond effectively.

1. What is a microaggression?
2. Why are microaggressions harmful?
3. Different types of microaggressions
4. What are some microaggression examples in the workplace?
5. The link between microaggressions and implicit bias
6. What is racial microaggression?
7. What’s the best way to handle microaggressions?

What is a microaggression?

Coined in the 1970s by Harvard psychiatrist Dr. Chester Pierce, the term “microaggression” describes subtle slights that target people based on their identity—whether related to race, gender, age, ability, or other characteristics. These aren’t always overt or hostile. Often, they’re embedded in everyday interactions, reflecting the unconscious biases we all carry.

At its core, a microaggression is a brief and commonplace comment, action, or environmental cue that—intentionally or not—communicates hostility, bias, or negative stereotypes toward members of marginalized groups. Unlike overt discrimination, microaggressions are often unintentional and may even be framed as compliments. However, their impact matters more than their intent.

Microaggression vs. bullying or discrimination

While bullying involves persistent, intentional harm, and discrimination typically refers to systemic exclusion or unequal treatment, microaggressions operate in a more covert and ambiguous space.

Unlike bullying or discrimination, which are often explicit, microaggressions thrive in ambiguity. They may be brushed off as misunderstandings—but that’s exactly what allows them to persist.

“You’re so articulate!”  “You don’t sound gay.”  “I don’t think of you as a woman of color, just as a great leader.”

These phrases reinforce the idea that the person being addressed is somehow an exception to a negative stereotype—or must prove their worth to belong.

Over time, repeated exposure to these small acts of exclusion creates what researchers call a “death by a thousand cuts.” The cumulative psychological toll can lead to stress, burnout, and even withdrawal from the workplace.

Why are microaggressions harmful?

In the long run, these seemingly small moments wear people down. They create doubt, silence ideas, and erode confidence in ways that directly affect mental health and workplace engagement.

Studies have linked frequent microaggressions to:

• Chronic stress, anxiety, and burnout
• Impostor syndrome and persistent self-doubt
• Withdrawal from participation and idea-sharing
• Loss of trust in colleagues and leadership

For the individuals on the receiving end, the burden is constant: self-monitoring language, second-guessing whether to speak up, and choosing silence to avoid conflict—all at the expense of authenticity and well-being.

The 2024 McKinsey Women in the Workplace report shows microaggressions are just as prevalent as five years ago—especially for women, who say these behaviors limit their ability to speak up, take initiative, or lead with confidence.

Generational data reinforces this trend: the 2023 Deloitte Gen Z and Millennial Survey found that 61% of Gen Zs and 49% of millennials faced harassment or microaggressions in the past year—most commonly exclusion, gender-based undermining, and unwanted jokes.

While many reported these incidents, a large share felt their concerns weren’t taken seriously, particularly women, non-binary, and LGBTQ+ employees.

The impact on workplace culture and performance

When microaggressions go unaddressed, they don’t just harm individuals—they weaken teams and organizations. Their effects include:

• Lower engagement and performance
• Erosion of collaboration and trust
• Greater turnover and loss of talent
• A disconnect between stated DEI values and lived employee experience

Without consistent awareness and accountability, even well-meaning organizations risk backsliding on their inclusion goals. Leaders often focus on big-picture DEI goals—like hiring metrics or training sessions—but overlook these everyday behaviors that quietly sabotage progress.

Different types of microaggressions

To better understand microaggressions, it’s helpful to break them down into three core types: microinsults, microinvalidations, and microassaults.

This framework, developed by psychologist Dr. Derald Wing Sue, offers a practical lens for recognizing different forms of subtle bias—especially in professional environments where direct discrimination is less socially acceptable, but still present in disguised ways.

Microinsults

These are statements or behaviors that demean a person’s identity or competence, often without the speaker’s awareness. In the workplace, they usually reflect underlying assumptions about ability, professionalism, or worth.

Examples:

• Asking a woman in a leadership role whether she’s “taking notes” during a meeting.
• Telling a colleague with a disability, “You’re so brave for working here.”
• Expressing surprise when a Black colleague speaks eloquently or has advanced degrees.

Microinvalidations

These occur when someone’s lived experience or identity is dismissed, minimized, or erased. They often emerge in conversations about race, gender, or mental health—and can create a chilling effect where people feel discouraged from speaking up.

Examples:

• Responding with “We’re all human” when someone brings up racial disparities at work.
• Saying “Don’t be so sensitive” when someone expresses discomfort over a biased remark.
• Telling an LGBTQ+ colleague, “I don’t care who you love, just don’t make it political.”

Invalidations undermine inclusion by making people feel invisible or over-reactive, rather than heard and supported.

Microassaults

These are more explicit and conscious expressions of bias—often delivered in “joking” tones or private settings to avoid consequences. While they may resemble traditional forms of discrimination, they’re often disguised as humor or sarcasm.

Examples:

• Telling a sexist or racist joke in the break room.
• Refusing to use someone’s correct pronouns despite knowing them.
• Mocking an accent or name pronunciation.

What are some microaggression examples in the workplace?

These moments may seem informal, but they shape perceptions of competence, belonging, and leadership potential—often in ways that go unspoken but deeply felt.

The workplace is one of the most common environments where microaggressions occur—and their repetition contributes to exclusion, burnout, and disengagement.

Let’s explore examples by context, so it’s easier to recognize them in action:

In meetings and collaboration

• Interrupting or talking over colleagues, particularly women or people from underrepresented groups.
• Rephrasing someone’s point and getting credit for it, often known as “idea appropriation.”
• Assuming someone is junior based on their appearance or accent and directing questions to others instead

In hiring and evaluation

• Saying a candidate is “not a cultural fit” without clear criteria, often used to mask bias.
• Making comments about a candidate’s appearance, accent, or “presence” during interviews.
• Evaluating assertive behavior differently based on gender, such as calling women “aggressive” but men “confident.”

Though often dismissed as casual interactions, they shape hiring outcomes and advancement opportunities.

In informal conversations and office culture

• Asking “Where are you really from?”—which implies someone doesn’t truly belong.
• Assuming a colleague wants to represent their entire community when discussing DEI topics.
• Using jokes or nicknames that relate to race, disability, gender, or religion.

Many of these comments are passed off as small talk or humor, but they reinforce exclusionary dynamics that alienate people over time.

What’s the link between microaggressions and implicit bias?

Most people don’t intend to offend others at work. In fact, many microaggressions are delivered by well-meaning individuals who see themselves as inclusive. So, where do they come from?

The answer lies in implicit bias—the unconscious associations and stereotypes we all carry, shaped by culture, media, upbringing, and lived experience.

What is implicit bias?

Implicit biases are automatic mental shortcuts that influence how we perceive and respond to people, even when we’re committed to fairness. These biases affect everything from who we trust to who we interrupt in meetings.

Bias is human. What matters is building the awareness to recognize it—and the courage to correct it.

Common workplace implicit biases include:

• Age bias: Assuming older workers are less adaptable or tech-savvy
• Accent bias: Judging intelligence based on how someone speaks
• Gender bias: Assuming men are more assertive or women more nurturing
• Affinity bias: Favoring people who share our background, education, or hobbies.

What can we do about it?

The first step is awareness. Tools like the Harvard Implicit Association Test (IAT) can help uncover unconscious preferences related to race, gender, age, and more.

Beyond that, teams and leaders can:

• Encourage reflection in hiring, feedback, and communication
• Build habits of perspective-taking (e.g., asking: “How would I feel hearing that?”)
  Train managers and teams to spot and reframe biased assumptions

What is racial microaggression?

Racial microaggressions are subtle verbal, behavioral, or environmental slights that target someone based on their race or ethnicity—often without the speaker’s awareness of their impact.

While these moments may not be overtly racist, they still reinforce stereotypes, question someone’s belonging, or diminish their lived experience.

In professional settings, these remarks are often brushed off as awkward comments, leaving the person affected to carry the emotional and professional weight alone.

Common examples of racial microaggressions:

• “You’re surprisingly articulate” (implying a stereotype about race and intelligence)
  “I don’t see color” (denying the reality of racial identity and experiences)
• “Can I touch your hair?” (treating racialized features as exotic or unusual)
• Assuming someone isn’t a native speaker or doesn’t belong based on their skin tone or name

Even well-intentioned comments can signal that someone is an outsider or an exception—rather than a full, equal participant in the workplace.

Why they’re especially damaging

Unlike other types of microaggressions, racial ones often reflect historical and systemic inequalities. When someone is reminded of their “difference” in small ways, day after day, it reinforces feelings of exclusion and hypervisibility.

For example, being repeatedly asked to speak on behalf of all people of your race, or being seen as the “diversity hire,” creates undue pressure and isolates individuals—no matter how successful or qualified they are.

These experiences are compounded by intersectionality—the way race interacts with other identities such as gender, disability, or sexual orientation. For instance, a Black woman might experience microaggressions that are both racial and gendered, like being labeled “angry” or “intimidating” when expressing her ideas assertively.

Naming and addressing racial microaggressions is a necessary step toward creating equity-driven workplaces where everyone feels valued—not just tolerated.

What’s the best way to handle microaggressions?

Microaggressions often catch people off guard—whether you’re on the receiving end, witnessing one happen, or realizing you’ve committed one yourself. That’s why knowing how to respond in each scenario is essential.

A thoughtful response doesn’t need to be confrontational. It can be respectful, clear, and powerful—all while reinforcing a culture of accountability and inclusion.

1. If you’ve experienced a microaggression

Being the target of a microaggression can be exhausting and frustrating, especially when it happens repeatedly. Depending on the situation, your response can range from letting it go (to preserve your energy) to directly addressing it.

You can:

1. Pause and breathe: Take a moment to process before reacting.
2. Name the behavior: “I know that wasn’t your intent, but that comment made me feel dismissed.”
3. Ask a clarifying question: “What did you mean by that?” – This invites reflection without immediate confrontation.
4. Follow up later: If you don’t feel safe or comfortable responding in the moment, a private conversation later can still be effective.
5. Seek support: Talk to HR, DEI teams, or trusted colleagues to validate your experience and consider next steps.

Remember: You’re not obligated to educate others—but you are entitled to dignity and respect.

2. If you’ve witnessed a microaggression

Bystanders play a powerful role in interrupting bias. Your support can both validate the person affected and send a clear signal that inclusion is everyone’s responsibility.

You can:

1. Step in respectfully: “Hey, I don’t think that came across the way you meant—maybe we can rephrase it?”
2. Back up the person affected: “I want to echo what Ana just said earlier—she made a great point.”
3. Check in privately: Ask the affected colleague how they’re doing and if they’d like support.
4. Normalize calling it out: The more common it becomes to interrupt microaggressions, the more psychologically safe the environment becomes.

Silence often feels like complicity to those affected. A brief show of allyship can make a lasting difference.

3. If you’ve committed a microaggression

We’ve all said the wrong thing at some point. What matters most is how you handle it when it’s pointed out.

You can:

1. Avoid defensiveness: Saying “I didn’t mean it like that” may shift focus to your intent instead of their experience.
2. Acknowledge the impact: “Thank you for telling me. I realize that was harmful.”
3. Apologize briefly and sincerely: Keep it focused on the other person, not your guilt.
4. Learn and move forward: Reflect on the feedback, seek more understanding, and commit to doing better.

It’s not always about perfection—it’s about listening, adjusting, and being accountable when we get it wrong. That’s how we move from intent to impact.

The path forward: A more inclusive society

Microaggressions don’t always spark outrage—but they slowly shape who feels safe to lead, speak, or stay. Over time, this erodes not only individual well-being—but the very foundation of effective teamwork.

Creating inclusive environments requires more than awareness. It takes everyday leadership: the kind that recognizes bias, addresses discomfort with empathy, and actively builds cultures where everyone can contribute, speak up, and grow.

At IMD, we believe that inclusive leadership begins with self-awareness—and that the ability to lead others starts with understanding yourself. Our Mobilizing People Program is a transformative journey that helps leaders uncover the inner dynamics that shape how they show up, connect, and lead.

Through powerful experiential learning, real-time feedback, and expert coaching, you’ll explore both your “inner game” (authenticity, mindset, presence) and your “outer game” (mobilizing teams, building trust, and driving performance). You’ll leave with practical tools to foster inclusion, strengthen collaboration, and inspire your team with clarity and purpose.

If you’re ready to evolve from managing teams to truly energizing them, discover how Mobilizing People can redefine your leadership—starting from within.