As diversity, equity and inclusion (DEI) continues to be a major focus of companies around the world, including and especially in the U.S., the relative recency of its ascension can leave many confused by some of the terminology as well as the issues those terms represent.
A great example is the concept of microaggressions, subtle slights against marginalized communities that can erode workplace culture and harm employee well-being. Most readers have probably heard the term, but many may question their ability to spot and address microaggressions in the real world.
SHRM compiled a list of ten common microaggressions that should be avoided to foster a more inclusive environment.
1. “Where are you originally from?” This question can imply that someone doesn’t belong, causing them to defend their identity. Instead, share where you’re from first or avoid the topic until it’s brought up naturally.
2. “You speak so well. You’re so articulate.” This comment can be demeaning to people of color, suggesting surprise at their intelligence or communication skills.
3. “I’m color blind. I don’t see Black or white.” Such statements can appear naive and dismissive of individual experiences and the importance of diversity.
4. “Did you go to college on an athletic scholarship?” Assuming a person of color attended college due to sports undermines their academic achievements and reinforces stereotypes.
5. “We need younger people for …” Assuming abilities based on age perpetuates stereotypes and can hinder collaboration and knowledge-sharing across generations.
6. “The weather is so bipolar.” Using ableist terms can be insensitive and perpetuate negative stereotypes about mental health conditions.
7. “They didn’t mean to offend.” Dismissing reports of microaggressions as misunderstandings can make victims feel gaslit and undermine their experiences.
8. “Let’s call a spade a spade.” This phrase has racial undertones and can be offensive to Black individuals, even if unintentionally used.
9. “You’re too emotional for a leader.” Gender and race-based stereotypes about emotionality can stunt growth and undervalue an individual’s leadership potential.
10. “Can I touch your hair?” Asking to touch a Black person’s hair can make them feel objectified and uncomfortable, reinforcing a sense of otherness.
Understanding and avoiding microaggressions is crucial for creating an inclusive and respectful workplace. By being mindful of their words and actions, organizations and their employees can contribute to a positive and supportive environment for all employees.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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