How to Address and Prevent Microaggressions at Work in 2025

Microaggressions at work - something that most of us go through at least once in our corporate life.

We've all found ourselves in workplace situations where someone's words or actions have made us feel uncomfortable or offended due to some aspect of our identity. What makes these actions particularly insidious is that often, the person responsible is completely unaware of the harm they've caused.

These subtle but hurtful behaviors are commonly known as "microaggressions," and they have the potential to target various facets of our identity, such as race, gender, sexuality, parental status, socioeconomic background, mental health, or any other defining characteristic.

While microaggressions predominantly affect individuals from historically marginalized groups, it's essential to recognize that they can happen to anyone, regardless of their background or professional level.

In this blog, we'll delve into microaggressions at work, exploring what they are, why they matter, and most importantly, how to address and prevent them in your workplace.

Whether you're a manager aiming to create a more equitable team, an employee looking to navigate these challenging situations, or simply someone interested in fostering a more inclusive society, this guide is valuable.

What are microaggressions at work?

Microaggressions at work refer to subtle, often unintentional, and everyday actions or comments that marginalize or negatively affect individuals based on their race, gender, sexual orientation, age, disability, or other aspects of their identity.

These actions or comments may not be overtly discriminatory, but they can create a hostile or unwelcoming environment for the targeted individuals.

Microaggressions can be delivered through verbal, nonverbal, or environmental cues and can be challenging to detect and address because they often operate on a subconscious level.

Microaggression examples at work

Microaggressions at work are subtle, often unintentional behaviors or comments that convey negative or harmful stereotypes about a person's race, gender, age, sexual orientation, or other characteristics. These microaggressions can create a hostile or uncomfortable work environment and harm employee morale and well-being.

Here are some examples of microaggressions at work that can occur:

1. Racial microaggressions

• Making comments about someone's accent or language proficiency.
• Assuming that all individuals of a certain race or ethnicity share the same cultural background or experiences.
• Using racial slurs or offensive jokes, even if meant as humor.
• Asking invasive questions about someone's racial or ethnic background.
• Praising a person of color for being "articulate" or "well-spoken," implying surprise.

2. Gender microaggressions

• Interrupting or talking over female colleagues in meetings.
• Making jokes or comments that belittle or stereotype women.
• Assigning traditionally gendered tasks or roles, such as assuming women will take meeting notes or make coffee.
• Using gendered language like "hey guys" to address a mixed-gender group.

3. Age-related microaggressions:

• Assuming that older employees are less tech-savvy or adaptable.
• Making jokes about a colleague's age or calling them "grandma" or "grandpa."
• Disregarding or discounting the ideas or contributions of younger employees.

4. Sexual orientation microaggressions

• Making derogatory comments or slurs related to someone's sexual orientation.
• Assuming that everyone is heterosexual or that a same-sex couple is "just friends."
• Excluding LGBTQ+ colleagues from workplace social events or discussions.

5. Disability microaggressions

• Using derogatory terms or phrases related to disabilities.
• Offering unsolicited advice or assistance to colleagues with disabilities.
• Assuming that people with disabilities are less capable or competent.

6. Microaggressions related to appearance

• Commenting on someone's appearance or weight.
• Making assumptions about a person's background based on their physical appearance.
• Critiquing or making jokes about someone's clothing choices.

7. Microaggressions based on religion

• Making insensitive remarks about a colleague's religious practices or beliefs.
• Assuming that all members of a particular religion hold the same beliefs or values.
• Excluding or isolating colleagues because of their religious practices.

It's essential for both employees and employers to be aware of these microaggressions and actively work to create a more inclusive and respectful workplace culture. Training, open communication, and promoting diversity and inclusion initiatives can help address and prevent microaggressions at work.

How to deal with microaggressions at work

Dealing with microaggressions at work can be challenging, but it's essential to address them to maintain a healthy and inclusive work environment. Here are steps you can take if you experience microaggressions at work:

1. Self-awareness

Understand what just happened and acknowledge that it was a microaggression rather than brushing it off or internalizing it.

2. Stay calm and composed

Keep your emotions in check: responding with anger or frustration may escalate the situation. Try to stay composed and collected.

3. Choose your battles

Determine whether the microaggression warrants a response. Some instances may be unintentional or not worth engaging in a confrontation.

4. Educate

If you feel comfortable, you can politely and calmly educate the person responsible for the microaggression about why their comment or behavior was inappropriate. Use "I" statements to express your feelings, e.G., "I felt uncomfortable when you said..."

5. Seek support

Discuss your experiences with trusted coworkers or supervisors who may offer support and guidance.

6. Document incidents

Document instances of microaggressions, including dates, times, locations, witnesses, and the specific comments or behaviors. This documentation may be valuable if you decide to escalate the issue.

7. Direct communication

If you believe it's appropriate and safe, have a private conversation with the individual responsible for the microaggression. Explain how their behavior affected you and why it was inappropriate.

8. Report to HR or management

If the issue persists or escalates, consider reporting it to your company's human resources department or management. Provide them with your documentation and ask for their support in addressing the issue.

9. Use company resources

Many organizations have diversity and inclusion programs, training, or committees in place to address workplace issues. Seek assistance from these resources when necessary.

With Empuls, HR teams can launch inclusive recognition programs, open up safe spaces for feedback, and give every employee a voice—without fear. It's a platform that supports long-term behavior change by embedding empathy and appreciation into everyday workflows.

10. Employee assistance programs (EAP)

EAPs can provide confidential counselling and support for employees dealing with workplace issues, including microaggressions.

11. Legal action

In extreme cases, you may need to consult with an attorney or take legal action if the microaggressions constitute workplace discrimination or harassment and are not adequately addressed by your employer.

12. Self-care

Practice self-care to manage stress and emotional impact. This may include seeking support from friends, family, or a therapist.

Remember that addressing microaggressions can be gradual, and it may take time to see significant change in your workplace culture. It's important to prioritize your well-being and safety throughout the process and seek support when needed.

How to avoid microaggressions at work

Avoiding microaggressions at work is crucial for creating an inclusive and respectful workplace. Here are five ways to help you prevent microaggressions:

1. Educate yourself

Take the time to educate yourself about different cultures, backgrounds, and identities. Develop an understanding of the experiences and challenges people from diverse backgrounds face. This knowledge will help you recognize and avoid unintentional microaggressions.

2. Practice active listening

Pay attention to your colleagues' words and actively listen to their perspectives. Avoid interrupting or dismissing their experiences. Validate their feelings and experiences by acknowledging them.

3. Think before you speak

Be mindful of the language you use and its impact on others. Avoid making assumptions or stereotypes based on someone's race, gender, sexual orientation, religion, or other characteristics. Think about how others may perceive your words.

4. Avoid microinvalidations

Microinvalidations are statements or behaviours that negate or dismiss someone's experiences or identity. Avoid phrases like, "I don't see color" or "You're too sensitive," as these can invalidate a person's experiences. Instead, validate their experiences and show empathy.

5. Seek feedback and be open to learning

Create a culture where colleagues feel comfortable providing feedback if they experience or witness microaggressions. Be open to constructive criticism and willing to learn from your mistakes. Apologize sincerely if you inadvertently offend someone and commit to doing better.

Remember that preventing microaggressions is an ongoing process that requires self-awareness and continuous effort. Promoting diversity and inclusion in the workplace benefits everyone and contributes to a more harmonious and productive work environment.

Empuls makes ongoing DEI awareness easier through regular employee check-ins, anonymous surveys, and inclusive engagement initiatives. When feedback becomes routine, trust and understanding naturally grow.

How Empuls helps prevent microaggressions at work

Empuls empowers organizations to move from awareness to action when addressing microaggressions at work. It helps leaders create safe, inclusive, and responsive workplaces by giving every employee a voice—confidentially and consistently.

With Empuls, HR teams can:

• Run anonymous pulse surveys to identify invisible biases and friction points before they escalate.
• Capture real-time employee sentiment through targeted feedback loops.
• Encourage peer-to-peer recognition to promote positive reinforcement and inclusive behavior.
• Launch DEI campaigns and challenges to foster cultural awareness and psychological safety.
• Track engagement trends across teams and departments using smart dashboards.

Microaggressions thrive in silence. Empuls helps break that silence with tools that encourage open communication, empathy, and accountability—laying the foundation for a healthier, more respectful workplace.

Conclusion

Addressing and preventing microaggressions at work is a collective effort that benefits everyone in the workplace. We can create a more respectful and equitable work environment by recognizing these subtle but harmful behaviours, taking proactive steps to educate ourselves and our colleagues, and fostering a culture of inclusivity.

Microaggressions may seem small, but their impact is significant. They can erode trust, hinder productivity, and create a toxic work atmosphere.

However, with awareness, open communication, and a commitment to change, we can build workplaces where everyone feels valued, heard, and respected. Together, we can create a better and more inclusive future for all.