Consider this. You’ve faced all four of these instances at work. Which of them would you single out as being problematic?
a. Asking about your ethnicity
b. Commenting disparagingly on your outfit
c. Mispronouncing your name/Not bothering to learn how to say it
d. Excluding you from an after-work party because they assume you can’t stay late
‘None of these seem like major reasons to react, or feel discriminated against, but in fact they all come under the umbrella of microaggressions in the workplace,’ explains Dr Ira Tejasvini, a psychologist and POSH counsellor. ‘They’re called microaggressions because they’re so subtle and slight, that you’re often left unsure about whether you’re actually experiencing them – until they happen repeatedly. It is true that a lot of aggressors of this nature are usually unaware of what they’re doing, much like in the case of unconscious biases. But this is no excuse or reason to pardon it.’
The Merriam-Webster dictionary defines it as ‘a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalised group (such as a racial minority). Kevin Nadal, a professor of psychology, offers a more nuanced explanation - ‘The everyday, subtle, intentional – and oftentimes unintentional – interactions or behaviours that communicate some sort of bias toward historically marginalised groups.’ The concept of microaggressions is around half a century old, and was first coined and introduced in 1970 by Chester Middlebrook Pierce, a Black American psychiatrist, in his essay ‘Offensive Mechanisms’, while describing certain behaviours.
Women are very much at the receiving end of microaggressions in the Indian and global workforce even today where DEI has become the buzzword. ‘The problem is that women are conditioned from the beginning to deal with microaggressions, whether at home or at school,’ explains Dr Ira. ‘It is no different at work as well. It is assumed that they will take on the nurturer’s role at work; sometimes there is a different and more ‘ladylike’ unofficial code of conduct expected from them; and the worst is that a lot is brushed under the carpet in the guise of humour – ‘it’s just a joke’! Because these behaviours don’t come under the purview of harassment, women are hesitant to report them and make ‘mountains’ out of what they perceive as ‘molehills’.’
A Deloitte report from 2022 stated that seven out of 10 Indian women in a hybrid work setting – or 69 per cent - said they faced instances of microaggression in the workplace. Compound this with the fact that only 24 per cent of Indian women reported such instances – as opposed to 31 per cent women globally. They cited reasons such as the shame of speaking up, the fear that they wouldn’t be taken seriously, and finally, the idea that microaggressive behaviour was too trivial to be taken seriously.

‘Microaggressions could be verbal or non-verbal’, says Dr Ira. ‘Verbal ones are slightly easier to call out, since they usually come under micro-insults, micro-invalidation, or micro-assaults. But there are also behavioural microaggressions – assuming a disabled co-worker can’t accompany you to a conference, or that an older person won’t be able to handle the firm’s social media effectively. And lastly, there are environmental microaggressions, which are always skewed against women – men in leadership positions and in line for plum promotions.’
Microaggressions do much more than just hurt the feelings of an employee. They led to reduced productivity, stress and anxiety, feelings of isolation and despair. It could also lead to women questioning their self-worth and going through Imposter Syndrome (feeling unworthy of work opportunities or praise coming their way).
Dr Ira has another question - what would you do if you, or someone else is at the receiving end of microaggressions?
a. Report it to your supervisor or to your HR team
b. Bring it up directly with the perpetrator
c. Turn a blind eye and try to get on with your work
d. Quit your job
‘Some of these options may sound ridiculous to you, but the truth is there are people who fall under every category,’ she says. ‘Women who are unable to cope with the stress of microaggressions, either try to ignore them, or quit if it gets too hard to handle. Those who are hot-headed and strong-willed may directly confront the perpetrator, which could either cause them to back off, or alternately blow up into a huge argument. Of course, if you already have a personal relationship with them, it could be the simplest course of action. The most sensible thing to do however, is to report them to Human Resources or to your supervisor, so that they can address the issue in a systematic manner.’
On their part, companies need to advocate for employees from marginalised communities. ‘This doesn’t just include women, but also those from the LGBTQIA+ spectrum and other minorities,’ says HR consultant Christopher Ramdas. ‘Training and education on a regular basis are vital to raise awareness on correct behaviours to prevent microaggressions. Companies need to have firm and concrete policies in place to implement this.’
He adds, ‘Every one of us is guilty of carrying inherent biases with us. What if the tables are turned? If someone blames you of microaggression, resist the urge to get defensive, even if you feel the accusation is unfair. Instead, take a step back and see what could have offended them. It is better to clear the air, rather than to let it fester. Apologise if you feel their claim has merit, and acknowledge that you will speak and behave with thoughtful intentions.’
The bottomline is that microaggressions have to be taken seriously, even if they seem inconsequential. Interestingly, they have been compared to mosquito bites. One mosquito bite may be annoying, but won’t really affect you. On the other hand, several of them at one time can cause severe discomfort and agony, even leading to more serious issues. It is perhaps for this reason that microaggressions have been referred to as ‘death by a thousand cuts’.