Microaggressions are subtle behaviors that undermine individuals from marginalized groups, often in ways that go unnoticed by those who commit them. These behaviors can be spoken or unspoken, intentional or unintentional, yet they convey hostile or antagonistic messages rooted in an individual’s membership in a marginalized group.

Microaggressions can target race, ethnicity, gender identity, economic status, citizenship, parental status, religious affiliation, sexual orientation, or other characteristics. Often, they take the form of jokes or compliments that carry hidden insults. It’s crucial to understand that everyone, whether consciously or unconsciously, can commit microaggressions at any point in their lives.

The term “microaggression” was introduced in the 1970s by American psychologist Chester M. Pierce of Harvard University. He coined the term after observing how white Americans frequently dismissed and insulted African Americans. Microaggressions can be categorized into microinvalidations, microinsults, and microassaults.

Microinvalidations occur when behaviors or words dismiss or invalidate a person’s experiences. For instance, calling a woman “sweetie” or denying the impact of race and prejudice with statements like “I don’t see color” or “Anyone can succeed if they work hard enough” are common examples. Another example is rolling one’s eyes dismissively after someone speaks, which can also be a microinvalidation.

Microinsults, on the other hand, are often unconscious messages that subtly demean a person. Examples include attributing someone’s achievements to affirmative action or assuming a patient won’t adhere to treatment due to their socioeconomic background. Finally, microassaults are conscious, discriminatory actions. These can include offensive verbal or nonverbal attacks such as name-calling, mocking someone’s cultural norms, or refusing service from a Black clinician. Regardless of the form they take, all microaggressions send the same damaging messages: that the targeted individual is “less than,” “other,” or “not belonging.”

Microaggressions manifest in three primary ways: verbal, behavioral, and environmental. Verbal microaggressions consist of stigmatizing words or comments that, while not intended to hurt, do cause harm. For example, asking a queer couple, “Which one of you is the guy in the relationship?” reinforces heteronormative stereotypes. Similarly, telling an Asian-American coworker, “Your English is so good,” might seem like a compliment but subtly questions their identity. Behavioral microaggressions are discriminatory or hurtful actions often driven by unconscious bias.

A typical example is a waiter ignoring a trans person to serve a cis person instead, an exclusionary behavior that can make the trans individual feel unseen and unimportant. Another example is knowingly scheduling work meetings during colleagues’ religious observances. Environmental microaggressions are subtler forms of discrimination embedded in societal structures. These are often systemic and reflect the broader environment. For instance, when a higher education institution’s marketing materials fail to reflect the diversity of its faculty and students, it constitutes an environmental microaggression.

The impact of microaggressions on those targeted can be profound, affecting their mental and physical well-being. The constant indignities associated with repeated microaggressions can lead to health problems such as high blood pressure, difficulty sleeping, and depression. In the workplace, microaggressions can increase legal risks, damage a company’s reputation, and contribute to heightened stress, mental health issues, and reduced employee engagement and productivity. When confronted with a microaggression, it’s common to freeze and struggle to respond immediately. Preparing in advance for such situations can help. Practicing potential responses and building a supportive community—especially for those who belong to marginalized groups—can help mitigate the mental health impacts of microaggressions.

Conversely, if you commit a microaggression, it’s crucial to apologize sincerely, acknowledge the harm caused, and express genuine regret for your actions. Doing so demonstrates sincerity, helps mend relationships, and shows a commitment to change. It’s also important to thank the person who pointed out the microaggression, acknowledging their courage and feedback.

Avoiding microaggressions requires a concerted effort to change behavior, a challenging task since microaggressions stem from learned biases. However, it is possible. When confronted about a microaggression, strive to be open and receptive. Acknowledge your role, take responsibility for any underlying bias, and view the situation as an opportunity for growth and learning.

Addressing microaggressions should not be seen as just another task—it must be viewed as a mission. It requires a deep understanding of these subtle behaviors and the ability to reshape them. Organizations must lead by example, championing inclusivity and dismantling ingrained biases to create an environment of cultural sensitivity.

This entails establishing robust policies, conducting thorough training, implementing a system of checks and balances to ensure enforcement, and providing a hotline for complaints. Diversity and inclusion training should not be optional but an indispensable element of organizational culture. Microaggressions training, in particular, should be integrated into the onboarding process and continuously reinforced for existing employees. Doing so can transform our workplaces into bastions of respect, understanding, inclusivity, and equality.