Have you heard of microaggressions?

They can have a big impact on marginalised groups in your workplace. They’re subtle behaviours that can build into greater conflicts over time.

Usually, if you know there’s an issue, but can’t quite put your finger on the cause, it’s probably a microaggression.

Microaggressions can be behavioural, environmental, or verbal. And they’re all as big of an issue as each other. They can come in the form of microinsults, microassaults, or microinvalidations. Each has the potential to cause a long-lasting effect on the victim’s ability to experience acceptance and belonging both at work and at home. And that’s a fundamental part of that person reaching their full potential.

You can’t afford to take microaggressions lightly in your workplace.

Sometimes, it may simply be a case of educating your people on microaggressions and what is deemed to be a problem. Often, people don’t always realise they’re crossing a line with their insensitivity or bias to someone’s class, race, nationality, religion, age, sexual orientation, gender, or disability.

As well as tackling the perpetrator, it’s important to ensure that anyone experiencing microaggressions feels confident enough to flag up the issue with their direct manager or someone who has the power to escalate the issue. Confronting the aggressor may be difficult and has the potential to cause further issues. It also takes a lot of courage, even if the aggressor doesn’t realise their behaviour is problematic.

If you or your manager have the right conversations and things still don’t change, then it might be time to get HR involved. This is something we can help with, so if you need support, please contact us or give any of the Cluer HR team a call on 01386 751740.

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