There are many buzzwords in the workplace, terms given to scenarios that occur at work and one such issue is micro-aggression, which, if not dealt with, can turn into something far more damaging. Before exploring the approaches to addressing microaggressions, it is crucial to establish a clear definition of this behaviour.
WHAT IS MICRO-AGGRESSION?
Aggression generally refers to overt, intentional behaviours aimed at harming another individual, either physically or psychologically. This can include actions like yelling, hitting, or threatening. In the workplace, aggression can take the form of verbal abuse, bullying, or physical violence, all of which can create a hostile and unsafe environment for all employees. Studies have found that agression from both colleagues and managers can lead to higher turnover intentions, lower work engagement, and poorer health outcomes among workers.
While aggression is often direct and observable, microaggressions are typically more insidious and can be harder to identify, making their effects particularly damaging in social contexts. The term is employed to depict racist behaviour, which involves purposefully uttering something offensive to an employee with the knowledge that it will cause offence. This can happen when a worker feels playful and bored; they have no real malicious intent but things can quickly escalate. This is usually associated with racism, which rears its ugly head in every industry and steps need to be taken when this behaviour is observed. Some people are extremely good at disguising their comments and the victim might not catch on for a while, which is never good, as others hear comments and that sets off rumours.
Although both forms of behaviour can be harmful, the nuanced nature of microaggressions can lead to significant emotional distress for those targeted, often without clear accountability for the aggressor. This creates a hostile environment for the person facing these comments. It’s important to note that a hostile work environment can be created by co-workers, managers, and other individuals, and can come from those with power over the employee or those on equal footing.
THE STEPS YOU CAN TAKE
Do Nothing
You could let it go and say nothing; it might, after all, seem a little out of character, so you decide to do nothing. It is understandable to have an instinctive reaction upon initially becoming aware of such incidents. However, if it occurs repeatedly, it becomes necessary to address the matter with the specific worker involved. In the event an employee brings a case of micro-aggression to your notice, you should thank them and make a note. You then have a choice of calling in an expert or dealing with it yourself.
Instant Response
Another viable strategy entails responding promptly, firmly addressing the unacceptable behaviour, and thereby establishing clear boundaries. Swiftly drawing a line in the sand conveys your stance unequivocally. You must evaluate the situation swiftly and determine the most appropriate strategy to employ.
Respond Later
The only other alternative is to respond later, which gives you time to prepare how you are going to handle this. Of course, any verbal communication should happen in private; you don’t want to involve others in this matter. If you make good use of the HR outsource services in the UK or in the country where you are located, they have experts to help you plan the best response in the event an employee uses micro-aggression at work.
Professional Help
Fortunately, there are HR agencies with teams of experts to handle such cases and if nipped in the bud promptly, there are not likely to be any repeats. Using an agency means quick resolutions and when you forge a working relationship with a local HR agency, you can use their 24/7 employment law hotline.
Be Diplomatic
The outcome of handling microaggressions significantly hinges upon your approach. Your primary objective is to convey to the perpetrator, discreetly and without engaging other staff members, that you are aware of their actions. Once they are made cognisant of your awareness, it is expected that they will naturally discontinue such behaviour. However, in the event that the behaviour persists and you do not respond, it may escalate into a hostile environment, which is an outcome to be adamantly avoided.
Consult With An HR Agency
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To effectively address microaggressions, it can prove highly beneficial to enlist the expertise of a seasoned specialist who possesses a wealth of experience in defusing situations arising from racism. An alternative approach worth considering could involve convening an unexpected general meeting to broach the subject, requiring meticulous preparation of a persuasive and impactful speech.
Engage with the prominent HR agency in your locality and request a complimentary needs assessment for your company. This evaluation will uncover any potential HR issues, including microaggressions, without incurring any costs.
