Microaggressions at Work: The Small Things That Hurt Big

Have you ever left a conversation at work feeling slightly off, unsure why it bothered you—but it did?

Chances are, you might have experienced a microaggression.

So, what are microaggressions?

Microaggressions are subtle, often unintentional comments or actions that convey bias or stereotype against someone based on their race, gender, age, religion, or any other part of their identity.

They’re not always overt. In fact, they often come off as “harmless jokes” or “compliments.” But over time, they build up and chip away at someone’s sense of belonging.

• “You’re so articulate… for someone your age.”
• “Where are you really from?”
• “You don’t look like an engineer.”

Each one may seem small, but together? They create a heavy load.

[Read in detail: Microaggression in the Workplace: Examples and How to Handle it?]

Why is this important to talk about?

According to a Deloitte study, 68% of employees who experienced microaggressions said it hurt their productivity and job satisfaction.

And a McKinsey report found that 1 in 3 women face microaggressions at work regularly, yet many don’t report them—because they're brushed off as “not a big deal.”

But they are a big deal.

Microaggressions lead to disengagement, mental exhaustion, and even increased turnover—especially among marginalized employees.

How to identify microaggressions in the workplace?

Here are a few signs that a comment or action might be a microaggression:

• It stereotypes someone based on identity or background
• It makes a person feel “othered” or excluded
• It questions someone’s capability based on appearance or accent
• It’s often brushed off as “just a joke,” even when it hurts
• It makes someone feel like they don’t fully belong

If you’re not sure? Ask yourself: Would I say this to someone in a position of power? If not, it might be time to rethink.

[Take this Quiz to learn more about Microaggressions in the Workplace]

What can leaders and teams do to prevent or address it?

1. Educate your workforce

Run regular training on unconscious bias and microaggressions. Awareness is the first step toward change.

2. Foster a culture of openness

Encourage employees to speak up when something feels off—without fear of retaliation. Psychological safety is key.

3. Lead by example

Leaders should be mindful of their language and actions. What you tolerate becomes the culture.

4. Create safe reporting channels

People won’t come forward unless they trust the process. Offer confidential support and follow-through.

5. Acknowledge and apologize

If someone calls you out—listen, learn, and correct. It’s not about perfection. It’s about progress.

Final Thoughts

Microaggressions aren’t always easy to spot, but that doesn’t mean they don’t leave a mark.

Creating a workplace where everyone feels seen, respected, and valued requires intentional effort. It starts with listening—and taking the little things seriously.

Let’s build cultures where subtle harm has no place—and where every voice feels safe to rise.