They’re often brushed aside as harmless slips – a comment here, a question there. But microaggressions are not small. They are the quiet, everyday signals that tell some colleagues they don’t fully belong.
A joke about an accent. Confusing colleagues of the same ethnicity. Asking women about childcare in a way men are never asked. Calling grown women “girls.” None of these alone may seem catastrophic – but experienced over weeks, months, or years, they erode confidence, energy, and trust.
The cumulative effect
Microaggressions are often described as “death by a thousand cuts.” On their own they may feel minor, but together they create a workplace where people from marginalised groups are constantly on alert – monitoring how they speak, dress, or show up.
And the impact is measurable. McKinsey’s Women in the Workplace 2023 report found that 78% of women who experience microaggressions say they feel worn down by them, and those women are far more likely to leave their organisation.
This isn’t about sensitivity – it’s about the very real effect on wellbeing, retention, and performance.
Why it matters for organisations
Microaggressions don’t just harm individuals. They undermine inclusion at scale. When talented people disengage or walk out the door, businesses lose innovation, trust, and competitive edge.
And the silence around microaggressions sends a message: “This behaviour is acceptable here.” That corrodes culture from within.
From awareness to accountability
For too long, organisations have treated microaggressions as an issue of “unconscious bias” alone – something to be gently flagged in workshops and then set aside. Awareness is a starting point, but it isn’t enough.
Leaders and colleagues alike need to move from awareness to interruption and accountability:
- Notice and name: call out microaggressions in the moment with confidence and respect.
- Shift the burden: don’t leave it to those experiencing harm to always speak up.
- Build psychological safety: create a culture where raising concerns is welcomed, not penalised.
- Hold people accountable: repeat behaviours should be addressed with the same seriousness as any other performance issue.
Conclusion
Inclusion is not built by policies alone – it’s built in daily interactions. And while microaggressions may seem small, their impact is anything but.
Every leader has a choice: to dismiss these behaviours as insignificant, or to recognise them as signals that inclusion still has work to do. The most inclusive workplaces don’t just notice microaggressions — they act to stop them, ensuring that every colleague can thrive without the weight of “small cuts” holding them back.
