{"id":7255,"date":"2022-10-17T13:10:52","date_gmt":"2022-10-17T17:10:52","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=7255"},"modified":"2023-12-11T10:54:03","modified_gmt":"2023-12-11T15:54:03","slug":"have-you-committed-any-of-these-35-common-microaggressions","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/have-you-committed-any-of-these-35-common-microaggressions\/","title":{"rendered":"Have You Committed Any of These 35 Common Microaggressions?"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Most of us have experienced the embarrassment of a casual remark that inadvertently hurt another person\u2019s feelings. Maybe it was a joke that fell flat or a comment about someone\u2019s appearance. Or perhaps you\u2019ve been on the receiving end of one of these slights. More than petty annoyances, over time these microaggressions can damage relationships, poison workplace culture, and sabotage employee retention.\u00a0\u00a0 More than a quarter of Americans have experienced a microaggression at work, and 36% have witnessed one, according to a survey of more than 4,000 individuals conducted by SurveyMonkey in partnership with Fortune. 70% of respondents said they would be upset by experiencing or witnessing a microaggression, with 35% reporting they would consider leaving their job. Additional research is needed to determine the prevalence of microaggressions across demographic groups, but initial findings suggest that Black young adults disproportionately experience microaggressions. With the widespread prevalence of microaggressions and the impact on workplace retention, it\u2019s important to understand what exactly microaggressions are, how to identify them, and how to prevent their harmful effects. According to Forbes, microaggressions are defined as \u201cbrief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group.\\\" This definition should be expanded to include indignities based on any dimension of diversity, adding ethnicity, socioeconomic status, age, disability, neurodiversity, and more in the mix. Microaggressions can be considered slights against any aspect of a person\u2019s identity. But what does a microaggression actually look like? Below you\u2019ll find just a few of the most common examples based on different forms of identity. Race\/Ethnicity\/Nationality \u201cWhere are you really from?\u201d \u201cYour English is so good!\u201d \u201cIs your hair real?\u201d Or, \u201cCan I touch your hair?\u201d Or touching someone\u2019s hair without permission. \u201cYou don\u2019t act\/sound Black.\u201d \u201cAre you a U.S. citizen?\u201d \u201cGo back to your own country.\u201d If you work in retail, following only non-White visitors in your store. Asking an Asian person to help with a math or science problem. Gender Identity \u201cI need a few boys to help me lift some heavy boxes.\u201d Telling a woman, \u201cYou should smile more.\u201d \u201cYou look like a boy\/girl.\u201d\u00a0 \u201cDon\u2019t be so sensitive.\u201d \u201cMan up.\u201d Assigning only women to \u201coffice housework.\u201d Sexual Orientation \u201cIs your husband\/wife coming?\u201d \u201cThat\u2019s so gay.\u201d \u201cYou don\u2019t look\/sound gay.\u201d Religion \u201cYou don\u2019t look Jewish.\u201d \u201cDo you really pray five times a day?\u201d Observing only Christian holidays. Socioeconomic Status \u201cYou don\u2019t look like you grew up poor.\u201d Or, \u201cYou don\u2019t look poor.\u201d Assuming a customer can\u2019t pay for a costly item they\u2019ve ordered, and suggesting a cheaper option. Age \u201cOk, Boomer.\u201d Assuming young people are good at, and older people are bad at, technology Suggesting that older people are not aware of current trends and lingo. Using words such as \u201cenergetic,\u201d \u201cfresh,\u201d or \u201crecent grad\u201d in job descriptions. Or, conversely, using words such as \u201cexperienced\u201d or \u201cseasoned.\u201d Disability Overly sentimental statements such as \u201cYou are so brave\u201d or \u201cYou\u2019re a saint.\u201d Jokes such as \u201cYou got a license for that thing?\u201d Or, \u201cAt least you always have a place to sit!\u201d Pop culture references such as \u201cRun Forrest Run!\u201d Assuming Deaf people can\u2019t see or that blind people can\u2019t hear. Speaking down to people with disabilities. Talking to someone\u2019s interpreter, aide, or companion, rather than to the person directly. Assuming a person\u2019s disability is a negative trait. Neurodiversity \u201cUgh, I can\u2019t read. I\u2019m totally dyslexic today\u201d Referring to people as \u201cnormal\u201d or \u201cnot normal.\u201d Not sending meeting agendas in advance. Expecting everyone to be able to participate in a discussion immediately. Now that we can define and recognize microaggressions, how do we mitigate their impact and decrease their prevalence? One of the best ways to disrupt a microaggression is to use what we call a \u201cmicrointerruption.\u201d A microinterruption is an opportunity to pause and note someone else\u2019s, or even your own, biased and discriminatory behavior or language. The goal here is to call attention to the microaggression or non-inclusive action or statement, address it quickly, then move on. For instance, you might question the aggressor\u2019s motives with a simple question, such as: \u201cWhat do you mean by that?\u201d or, \u201cWill you explain to me why that\u2019s funny?\u201d Another way to mitigate the impact of microaggressions is to strengthen lines of communication. Encourage employees to alert their direct supervisors to any discrimination, exclusion, or harassment they experience if it\u2019s not work-related, or with Human Resources if it is. And then take appropriate action. In order to decrease the likelihood of microaggressions happening in the first place, invest in company-wide unconscious bias training. One of the best ways to tackle discrimination is to embed anti-discrimination rhetoric into regularly implemented diversity education. Without understanding the root causes of unconscious bias, efforts for change will be throttled. Hire a certified or experienced diversity practitioner to lead these training sessions and make sure they are available to answer questions before, during, and after the training.\u00a0 Want to learn more about the ways microaggressions appear in the workplace and ways to stop them? Check out the \u201cBias\u201d playlist on our MicroVideos platform, named a world-changing idea by Fast Company.\u00a0 Kaela Sosa, CDE, is Curriculum and Programming Manager at The Diversity Movement as well as one of its founding members. With a degree in Psychology and Gender Studies, Kaela has fought for the visibility and acknowledgement of issues pertaining to underrepresented groups for nearly a decade. Connect with her on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Most of us have experienced the embarrassment of a casual remark that inadvertently hurt another person\u2019s feelings. Maybe it was a joke that fell flat or a comment about someone\u2019s appearance. Or perhaps you\u2019ve been on the receiving end of one of these slights. More than petty annoyances, over time these microaggressions can damage relationships, poison workplace culture, and sabotage employee retention.\u00a0\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7256 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-1024x726.jpg\" alt=\"Aggressive\/angry boss complaining asian business woman(casual uniform) in cafe office\" width=\"1024\" height=\"726\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-1024x726.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-scaled-600x425.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-300x213.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-768x544.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-1536x1089.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/iStock-871200498-2048x1452.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/726;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">More than a quarter of Americans have experienced a microaggression at work, and 36% have witnessed one, according to a <\/span><a href=\"https:\/\/www.surveymonkey.com\/curiosity\/microaggressions-research\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">survey of more than 4,000 individuals<\/span><\/a><span style=\"font-weight: 400;\"> conducted by SurveyMonkey in partnership with <\/span><i><span style=\"font-weight: 400;\">Fortune<\/span><\/i><span style=\"font-weight: 400;\">. 70% of respondents said they would be upset by experiencing or witnessing a microaggression, with 35% reporting they would consider leaving their job. Additional research is needed to determine the prevalence of microaggressions across demographic groups, but <\/span><a href=\"https:\/\/news.gallup.com\/poll\/315695\/black-adults-disproportionately-experience-microaggressions.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">initial findings<\/span><\/a><span style=\"font-weight: 400;\"> suggest that Black young adults disproportionately experience microaggressions. With the widespread prevalence of microaggressions and the impact on workplace retention, it\u2019s important to understand what exactly microaggressions are, how to identify them, and how to prevent their harmful effects.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to <\/span><a href=\"https:\/\/www.forbes.com\/sites\/pragyaagarwaleurope\/2019\/03\/29\/how-microaggressions-can-affect-wellbeing-in-the-workplace\/?sh=5ba3449973cb\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Forbes<\/span><\/a><span style=\"font-weight: 400;\">, microaggressions are defined as \u201cbrief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group.&#8221; This definition should be expanded to include indignities based on any dimension of diversity, adding ethnicity, socioeconomic status, age, disability, neurodiversity, and more in the mix. Microaggressions can be considered slights against any aspect of a person\u2019s identity.<\/span><\/p>\n<p><strong>But what does a microaggression actually look like? Below you\u2019ll find just a few of the most common examples based on different forms of identity.<\/strong><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Race\/Ethnicity\/Nationality<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cWhere are you <\/span><i><span style=\"font-weight: 400;\">really<\/span><\/i><span style=\"font-weight: 400;\"> from?\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cYour English is so good!\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cIs your hair real?\u201d Or, \u201cCan I touch your hair?\u201d Or touching someone\u2019s hair without permission.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cYou don\u2019t act\/sound Black.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cAre you a U.S. citizen?\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cGo back to your own country.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">If you work in retail, following only non-White visitors in your store.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Asking an Asian person to help with a math or science problem.<\/span><\/li>\n<\/ul>\n<h3>Gender Identity<\/h3>\n<p><img decoding=\"async\" class=\"size-medium wp-image-7258 alignleft lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.10.15-PM-199x300.png\" alt=\"image of someone doing office housework\" width=\"199\" height=\"300\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.10.15-PM-199x300.png 199w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.10.15-PM-600x903.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.10.15-PM-681x1024.png 681w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.10.15-PM.png 690w\" data-sizes=\"(max-width: 199px) 100vw, 199px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 199px; --smush-placeholder-aspect-ratio: 199\/300;\" \/><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cI need a few boys to help me lift some heavy boxes.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Telling a woman, \u201cYou should smile more.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cYou look like a boy\/girl.\u201d\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cDon\u2019t be so sensitive.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cMan up.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Assigning only women to \u201c<\/span><a href=\"https:\/\/www.forbes.com\/sites\/jomiller\/2020\/08\/10\/we-need-to-talk-about-office-housework\/?sh=146f9bdd6030\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">office housework<\/span><\/a><span style=\"font-weight: 400;\">.\u201d<\/span><\/li>\n<\/ul>\n<h3><\/h3>\n<h3><\/h3>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3>Sexual Orientation<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cIs your husband\/wife coming?\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cThat\u2019s so gay.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cYou don\u2019t look\/sound gay.\u201d<\/span><\/li>\n<\/ul>\n<h3>Religion<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cYou don\u2019t look Jewish.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">\u201cDo you really pray five times a day?\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Observing only Christian holidays.<\/span><\/li>\n<\/ul>\n<h3>Socioeconomic Status<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cYou don\u2019t look like you grew up poor.\u201d Or, \u201cYou don\u2019t look poor.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Assuming a customer can\u2019t pay for a costly item they\u2019ve ordered, and suggesting a cheaper option.<\/span><\/li>\n<\/ul>\n<h3>Age<\/h3>\n<p><img decoding=\"async\" class=\"size-medium wp-image-7264 alignleft lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-1.08.12-PM-201x300.png\" alt=\"young man assisting an older woman at work\" width=\"201\" height=\"300\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-1.08.12-PM-201x300.png 201w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-1.08.12-PM-600x897.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-1.08.12-PM-685x1024.png 685w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-1.08.12-PM.png 692w\" data-sizes=\"(max-width: 201px) 100vw, 201px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 201px; --smush-placeholder-aspect-ratio: 201\/300;\" \/><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cOk, Boomer.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Assuming young people are good at, and older people are bad at, technology<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Suggesting that older people are not aware of current trends and lingo.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Using words such as \u201cenergetic,\u201d \u201cfresh,\u201d or \u201crecent grad\u201d in job descriptions. Or, conversely, using words such as \u201cexperienced\u201d or \u201cseasoned.\u201d<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3>Disability<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">Overly sentimental statements such as \u201cYou are so brave\u201d or \u201cYou\u2019re a saint.\u201d<\/span><\/li>\n<li><a href=\"https:\/\/www.forbes.com\/sites\/andrewpulrang\/2022\/02\/26\/5-disability-microaggressions-and-why-they-matter\/?sh=2a5cbdd57e17\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Jokes<\/span><\/a><span style=\"font-weight: 400;\"> such as \u201cYou got a license for that thing?\u201d Or, \u201cAt least you always have a place to sit!\u201d<\/span><\/li>\n<li><a href=\"https:\/\/www.forbes.com\/sites\/andrewpulrang\/2022\/02\/26\/5-disability-microaggressions-and-why-they-matter\/?sh=2a5cbdd57e17\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Pop culture references<\/span><\/a><span style=\"font-weight: 400;\"> such as \u201cRun Forrest Run!\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Assuming Deaf people can\u2019t see or that blind people can\u2019t hear.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Speaking down to people with disabilities.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Talking to someone\u2019s interpreter, aide, or companion, rather than to the person directly.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Assuming a person\u2019s disability is a negative trait.<\/span><\/li>\n<\/ul>\n<h3>Neurodiversity<\/h3>\n<ul>\n<li><span style=\"font-weight: 400;\">\u201cUgh, I can\u2019t read. I\u2019m totally dyslexic today\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Referring to people as \u201cnormal\u201d or \u201cnot normal.\u201d<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Not sending meeting agendas in advance.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Expecting everyone to be able to participate in a discussion immediately.<\/span><\/li>\n<\/ul>\n<p><strong>Now that we can define and recognize microaggressions, how do we mitigate their impact and decrease their prevalence?<\/strong><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7262 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-1024x680.png\" alt=\"woman holding out her hand in a &quot;stop&quot; motion\" width=\"1024\" height=\"680\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-1024x680.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-600x399.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-300x199.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-768x510.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM-1536x1021.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/10\/Screen-Shot-2022-10-17-at-12.12.33-PM.png 1544w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/680;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">One of the best ways to disrupt a microaggression is to use what we call a \u201cmicrointerruption.\u201d <\/span><span style=\"font-weight: 400;\">A microinterruption is an opportunity to pause and note someone else\u2019s, or even your own, biased and discriminatory behavior or language. The goal here is to call attention to the microaggression or non-inclusive action or statement, address it quickly, then move on.<\/span><span style=\"font-weight: 400;\"> For instance, you might question the aggressor\u2019s motives with a simple question, such as: \u201cWhat do you mean by that?\u201d or, \u201cWill you explain to me why that\u2019s funny?\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another way to mitigate the impact of microaggressions is to strengthen lines of communication. <\/span><span style=\"font-weight: 400;\">Encourage employees to alert their direct supervisors to any discrimination, exclusion, or harassment they experience if it\u2019s not work-related, or with Human Resources if it is. And then take appropriate action.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to decrease the likelihood of microaggressions happening in the first place, invest in company-wide unconscious bias training. One of the best ways to tackle discrimination is to embed anti-discrimination rhetoric into regularly implemented diversity education. Without understanding the root causes of unconscious bias, efforts for change will be throttled. Hire a certified or experienced diversity practitioner to lead these training sessions and make sure they are available to answer questions before, during, and after the training.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Want to learn more about the ways microaggressions appear in the workplace and ways to stop them? Check out the \u201cBias\u201d playlist on our <\/span><a href=\"https:\/\/thediversitymovement.com\/microvideos\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">MicroVideos platform<\/span><\/a><span style=\"font-weight: 400;\">, named a world-changing idea by <\/span><i><span style=\"font-weight: 400;\">Fast Company<\/span><\/i><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8041 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b>Kaela Sosa<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is Curriculum and Programming Manager at The Diversity Movement as well as one of its founding members. With a degree in Psychology and Gender Studies, Kaela has fought for the visibility and acknowledgement of issues pertaining to underrepresented groups for nearly a decade. Connect with her on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/kaela-kovach-galton\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Most of us have experienced the embarrassment of a casual remark that inadvertently hurt another person\u2019s feelings. Maybe it was a joke that fell flat or a comment about someone\u2019s15<\/p>\n","protected":false},"author":2,"featured_media":7256,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[45,65,5],"tags":[78],"tdm_type":[92],"class_list":["post-7255","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured-blogs","category-diversity-equity-and-inclusion-fundamentals","category-blogs","tag-microaggressions","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Have You Committed Any of These 35 Common Microaggressions? - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"But what does a microaggression actually look like? 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