Wanting to be accepted and valued in your place of work should not be a big ask; your position as an equal colleague, afforded the same opportunities and decencies as every other employee, should be the status quo wherever you find yourself working. Unfortunately, this isn’t the reality in a vast majority of workplaces.
Recent statistics have found that one in five people have experienced discrimination in the workplace – a statistic which looks at the whole workforce, and hides a more brutal reality for people of colour and members of the LQBTQIA+ community, who are disproportionately impacted by workplace microaggressions allowed through a combination of individual ignorance and structural prejudice. As someone impacted by microaggressions, what can you do to fight your corner?
The Impact of Silence
Many of us are conflict-avoidant people, and many of us just wish for an uneventful day at work. When faced with microaggressions, the instinct is often to remain silent, and carry on with the working day – a response which can unintentionally worsen things for you and your colleagues.
Staying silent when microaggressions occur is a passive route to reinforcement of harmful stereo types; even if the comment or action seems too minor to warrant a response, the cumulative effect of subsequent comments can deeply affect mental and emotional well-being, and contribute to a wider toxic work environment. Simply put, it is well within your rights to approach responses to discrimination as readily as the discriminators; speaking up is not just for your own benefit.
Addressing Backhanded Compliments
Many microaggressions take the form of back-handed compliments, wherein a dangerous or damaging stereotype is stitched in to something the aggressor can plausibly deny as offensive – a common example being “you’re so well-spoken for someone from your background.”
Rather than letting the comment pass, it is more than fine for you to address it directly. That said, there is a ‘correct way’, being to address the assumptions made in the comment directly and without escalating tension. It is not your responsibility to educate colleagues, but approaching these comments as a teaching moment is a good way to find a low-tension middle ground while standing your own ground.
Using “I” Statements
When talking directly with colleagues or managers about your treatment, don’t be afraid to use “I” statements to express your feelings. This is about taking ownership of your experience, and centring yourself in discussions about appropriate workplace behaviour – where the passive voice can be an escape route for aggressors.
Escalating If Necessary
Finally, and most importantly of all, there are laws and regulations that protect your rights in the workplace, and they exist for a reason. So too do HR departments, who you should have no problem approaching in the event of inexcusable behaviour from anyone. You may find it beneficial to engage solicitors before embarking on internal action, though.
The potential need for legal representation is not because you’re in trouble, but more to meet any workplace failures to properly address your concerns and protect you from harm. If a business is not prepared to take measures in your favour, and in line with the Equality Act 2010, then you may be in a position to take further action.
