{"id":5873,"date":"2022-11-17T13:33:50","date_gmt":"2022-11-17T13:33:50","guid":{"rendered":"https:\/\/pumble.com\/blog\/?p=5873"},"modified":"2023-12-07T00:00:00","modified_gmt":"2023-12-07T00:00:00","slug":"microaggressions-in-the-workplace","status":"publish","type":"post","link":"https:\/\/pumble.com\/blog\/microaggressions-in-the-workplace\/","title":{"rendered":"Microaggressions in the Workplace: How to Address &amp; Resolve Them"},"content":{"rendered":"\n<p>Do you know that feeling when you hear what\u2019s meant to be a compliment from someone, but there\u2019s something wrong with it?<\/p>\n\n\n\n<p>For instance, if you\u2019re a woman and a scientist, and someone reacts to that with:<em> \u201cYou\u2019re a scientist? Wow!\u201d&nbsp;<\/em><\/p>\n\n\n\n<p>It was meant to be a compliment \u2014 but, it just doesn\u2019t sit right with you.&nbsp;<\/p>\n\n\n\n<p>That\u2019s because what you\u2019ve experienced is called a <strong>microaggression<\/strong>.<\/p>\n\n\n\n<p>In this blog post, we will:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clearly define microaggressions,&nbsp;<\/li>\n\n\n\n<li>Introduce you to different types of microaggressions and provide examples to illustrate them,&nbsp;<\/li>\n\n\n\n<li>Discuss the impact of microaggressions in the workplace, and&nbsp;<\/li>\n\n\n\n<li>Provide helpful tips on how to deal with microaggressions.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s get started!<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"600\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover.png\" alt=\"microaggressions in the workplace-cover\" class=\"wp-image-13258\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover-300x150.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover-1024x512.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover-768x384.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/microaggressions-in-the-workplace-cover-18x9.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n<\/div>\n\n\n<ul class=\"wp-block-list key-takeaways\">\n<li>Microaggressions are seemingly harmless and often barely noticeable behaviors or comments that carry derogatory or offensive messages to individuals or communities based on a specific aspect of their identity.<\/li>\n\n\n\n<li>We can recognize 3 main types of microaggressions \u2014 microassaults, microinsults, and microinvalidations.<\/li>\n\n\n\n<li>Microaggressions further fall into 1 of 3 broader categories, so they can be verbal, environmental, or behavioral.<\/li>\n\n\n\n<li>Microaggressions at work can lead to various negative consequences on the employees\u2019 physical and mental health, including increased anxiety and chronic stress.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"what-are-microaggressions\" class=\"wp-block-heading\">What are microaggressions?&nbsp;<\/h2>\n\n\n\n<p><strong>Microaggressions are seemingly harmless and often barely noticeable behaviors or comments that carry derogatory or offensive messages to individuals or communities based on a specific aspect of their identity.<\/strong><\/p>\n\n\n\n<p>In his book <a href=\"https:\/\/www.goodreads.com\/book\/show\/7934645-microaggressions-in-everyday-life\" target=\"_blank\" rel=\"noreferrer noopener\">Microaggressions in Everyday Life<\/a>, Derald Wing Sue provides a similar definition of microaggressions, writing that they are <em>\u201cbrief, everyday exchanges that send denigrating messages to certain individuals because of their group membership.\u201d<\/em>\u00a0<\/p>\n\n\n\n<p>The subtle nature of these actions means they sometimes go unnoticed, but they can significantly impact the targeted person\u2019s emotional well-being and overall work performance.<\/p>\n\n\n\n<p>As microaggressions constitute <strong>harmful acts toward any marginalized group<\/strong>, people may find themselves at the receiving end of microaggressive behavior because of their:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Race<\/strong>,<\/li>\n\n\n\n<li><strong>Gender<\/strong>,<\/li>\n\n\n\n<li><strong>Age<\/strong>,<\/li>\n\n\n\n<li><strong>Sexual orientation,<\/strong><\/li>\n\n\n\n<li><strong>Socioeconomic class<\/strong>,<\/li>\n\n\n\n<li><strong>Citizenship status<\/strong>,<\/li>\n\n\n\n<li><strong>Disability<\/strong>, or<\/li>\n\n\n\n<li><strong>Religion<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p><strong>Microaggressions are often tied to our unconscious biases<\/strong>, so recognizing and challenging them can be tricky.&nbsp;<\/p>\n\n\n\n<p>Although we may consciously endorse egalitarian values, we could still harbor negative feelings towards marginalized groups unconsciously.&nbsp;<\/p>\n\n\n\n<p>However, becoming aware of the different types of microaggressions is a crucial first step towards addressing these biases.<\/p>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-landing-4\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Simplify work with Pumble by CAKE.com<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Strengthen your team. Try Pumble, the all-in-one communication app.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\" target=\"_blank\">Learn more<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n<p>To read up on unconscious and cognitive biases in the workplace and learn how to address them, check out these blog posts:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/cake.com\/blog\/bias-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">7 Most common unconscious biases in the workplace<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/cake.com\/blog\/bias-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">Cognitive biases in the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n<\/div><\/div>\n\n\n\n<h2 id=\"types-of-microaggressions\" class=\"wp-block-heading\">Types of microaggressions<\/h2>\n\n\n\n<p>We can recognize 3 main types of microaggressions:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Microassaults<\/strong>,&nbsp;<\/li>\n\n\n\n<li><strong>Microinsults<\/strong>, and<\/li>\n\n\n\n<li><strong>Microinvalidations<\/strong>.<\/li>\n<\/ol>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"541\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Microaggressions.png\" alt=\"The 3 types of microaggressions\n\" class=\"wp-image-5864\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Microaggressions.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Microaggressions-300x135.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Microaggressions-1024x462.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Microaggressions-768x346.png 768w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">The 3 types of microaggressions\n<\/figcaption><\/figure>\n<\/div>\n\n\n<p>The above types fall into one of the 3 broader categories, which are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Verbal microaggressions<\/strong>: They\u2019re often phrased as well-meaning comments and questions but are laden with hidden meanings. For example, asking a US citizen with a minority background where their \u201c<em>real home<\/em>\u201d is only reinforces negative assumptions.&nbsp;<\/li>\n\n\n\n<li><strong>Behavioral microaggressions<\/strong>: They are also called nonverbal microaggressions because a person can deliver a hurtful and denigrating message through their actions.&nbsp;<\/li>\n\n\n\n<li><strong>Environmental microaggressions<\/strong>: They create a hostile environment that makes a specific community feel unwelcome. Most often, examples of environmental microaggressions are structural and institutional because buildings and infrastructure pose <a href=\"https:\/\/www.nytimes.com\/2019\/11\/08\/nyregion\/hostile-architecture-nyc.html\" target=\"_blank\" rel=\"noreferrer noopener\">hostile architectural barriers<\/a> that cause difficulties for particular groups. For instance, placing small bumps on park benches is, in some places, used to discourage the homeless population from sleeping there.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Now, let\u2019s dive a bit deeper into the 3 main forms of microaggressions and what each of them means.&nbsp;<\/p>\n\n\n\n<h3 id=\"type-1-microassaults\" class=\"wp-block-heading\">Type #1: Microassaults<\/h3>\n\n\n\n<p>Microassaults are <strong>the only conscious microaggressions<\/strong>.<\/p>\n\n\n\n<p><strong>They involve <\/strong><strong><em>explicit<\/em><\/strong><strong> derogations directed toward a member of a marginalized group<\/strong>.<\/p>\n\n\n\n<p>Since they are conscious, their intention is to hurt the victim through name-calling or discriminatory actions.&nbsp;<\/p>\n\n\n\n<p>Of all the types of microaggressions, microassaults are the easiest to recognize.<\/p>\n\n\n\n<p>Let\u2019s take a look at some examples of microassaults.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table aligncenter\"><table><thead><tr><th><strong>Verbal microassaults<\/strong><\/th><th><strong>Behavioral <\/strong><br><strong>microassaults<\/strong><\/th><th><strong>Environmental microassaults<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Referring to:<br><br>\u274c Japanese Americans as \u201cJaps\u201d<\/td><td>\u274c Forbidding a son or daughter from marrying outside of one\u2019s race<\/td><td>\u274c Displaying a Nazi swastika<\/td><\/tr><tr><td>Referring to:<br><br>\u274c Women as \u201cfemales\u201d<\/td><td>\u274c Ignoring a group of women who are requesting a table at a restaurant<\/td><td>\u274c Excluding people of color from meetings for no apparent reason<\/td><\/tr><tr><td>Referring to:<br><br>\u274c Gay men as \u201cfruity\u201d<\/td><td>\u274c Promoting a less-qualified heterosexual employee over a gay one<\/td><td>\u274c Hanging Playboy bunny pictures in a male manager\u2019s office<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"type-2-microinsults\" class=\"wp-block-heading\">Type #2: Microinsults<\/h3>\n\n\n\n<p><strong>Microinsults involve making comments or taking actions that communicate insensitivity to or disregard for a person\u2019s identity.<\/strong>&nbsp;<\/p>\n\n\n\n<p>They are more subtle than microassaults, and perpetrators are often unaware that they are hurting other people.<\/p>\n\n\n\n<p>Let\u2019s illustrate this with a few examples of microinsults.<\/p>\n\n\n\n<figure class=\"wp-block-table aligncenter\"><table><thead><tr><th><strong>Verbal <\/strong><br><strong>microinsults<\/strong><\/th><th><strong>Behavioral <\/strong><br><strong>microinsults<\/strong><\/th><th><strong>Environmental microinsults<\/strong><\/th><\/tr><\/thead><tbody><tr><td>\u274c When a male teacher expresses surprise at the math skills of a female student:&nbsp;<em>\u201cWow, how did you get so good in math?\u201d<\/em><\/td><td>\u274c A White woman who clutches her purse more tightly in the presence of Latinos<\/td><td>\u274c When women in the workplace enter a conference room where portraits of all the past male CEOs or directors are displayed<\/td><\/tr><tr><td>\u274c Saying to an African American:&nbsp;<em>\u201cYou\u2019re a credit to your race!\u201d<\/em><\/td><td>\u274c A White man checking for his wallet while passing a group of African Americans on the sidewalk<\/td><td>\u274c Television shows and movies that feature predominantly White heterosexual people, without representation of people of color or the LGBT+ population<\/td><\/tr><tr><td>\u274c Saying to an Asian American:&nbsp;<em>\u201cYou speak English so well!\u201d&nbsp;<\/em><\/td><td>\u274c A female physician at an emergency room is mistaken by male patients for a nurse<\/td><td>\u274c The scarcity of professors and mentors of color at a university<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"type-3-microinvalidations\" class=\"wp-block-heading\">Type #3: Microinvalidations<\/h3>\n\n\n\n<p><strong>Microinvalidations are any comments, behavior, or environmental messages that exclude, negate, or nullify the thoughts, feelings, or identity of a person from a marginalized group.&nbsp;<\/strong><\/p>\n\n\n\n<p>Just like with microinsults, the perpetrators of this type of microaggressions are usually unaware of what they are doing.&nbsp;<\/p>\n\n\n\n<p>However, the lack of intent to hurt other people doesn\u2019t mean that the targets are not hurt, which is why it\u2019s all the more important to raise awareness about them.<\/p>\n\n\n\n<p>Take a look at a few examples of microinvalidations.<\/p>\n\n\n\n<figure class=\"wp-block-table aligncenter\"><table><thead><tr><th><strong>Verbal microinvalidations<\/strong><\/th><th><strong>Behavioral microinvalidations<\/strong><\/th><th><strong>Environmental microinvalidations<\/strong><\/th><\/tr><\/thead><tbody><tr><td>\u274c Asking a person who struggles with mental health:&nbsp;<em>\u201cYou have a disability? You seem perfectly normal to me.\u201d<\/em><\/td><td>\u274c Mistaking people of the same race<\/td><td>\u274c When a Black employee starts to work in a company with only White employees<\/td><\/tr><tr><td>\u274c Asking an Asian American with a perfect English accent:<em>\u201cSo, where are you <\/em>really<em> from?\u201d<\/em><\/td><td>\u274c A male colleague asking his female peer to take notes and order lunch for the team<\/td><td>\u274c Holding a meeting in a language not all meeting participants speak<\/td><\/tr><tr><td>\u274c Saying to an African American woman:&nbsp;<em>\u201cI don\u2019t see color. We\u2019re all human beings.\u201d<\/em><\/td><td>\u274c Assuming that everyone in the workplace celebrates Christmas<\/td><td>\u274c Not using gender-sensitive language in job ads, thereby deterring women from applying to them<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-landing-3\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">All-in-one digital HQ<\/span>\n        <p class=\"translation-block mt-1 mb-3\">A communication app for teams of all kinds. Discuss, share, and collaborate.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\" target=\"_blank\">Learn more<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-bottom \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-3@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-3.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h2 id=\"examples-of-microaggressions-at-work\" class=\"wp-block-heading\">Examples of microaggressions at work<\/h2>\n\n\n\n<p>Although someone may have good intentions, they might still commit microaggressions because they don\u2019t understand the repercussions of their actions and words.<\/p>\n\n\n\n<p>Microaggressive scenarios can lead to <a href=\"https:\/\/pumble.com\/learn\/collaboration\/team-conflict\/\" target=\"_blank\" rel=\"noreferrer noopener\">unresolved conflict<\/a> or tension at work, and the negativity only grows when people fail to recognize microaggressive acts for what they are.&nbsp;<\/p>\n\n\n\n<p>For this reason, we\u2019ll explore some examples of microaggressions in the workplace.&nbsp;<\/p>\n\n\n\n<h3 id=\"examples-of-verbal-microaggressions-at-work\" class=\"wp-block-heading\">Examples of verbal microaggressions at work<\/h3>\n\n\n\n<p>Subtly bringing up a person\u2019s age with statements like \u201c<em>Funny you\u2019ve become a supervisor at such a young age!<\/em>\u201d and \u201c<em>You\u2019re not too bad with electronics for someone your age!<\/em>\u201d is a dig at their competence.&nbsp;<\/p>\n\n\n\n<p>These comments are <strong>backhanded compliments<\/strong> that imply someone\u2019s capability is directly related to their age.&nbsp;<\/p>\n\n\n\n<p>Similarly,<strong> racial microaggression can also play out in the office<\/strong>. For instance, seeking help from a colleague with Asian heritage when solving a tech issue can be problematic \u2014 especially if other people are far more qualified to deal with the situation.&nbsp;<\/p>\n\n\n\n<p>Consequently, remarks such as \u201c<em>People like you are so good at IT and science<\/em>\u201d reinforce the stereotype that all Asian people are \u201c<em>smart nerds<\/em>.\u201d<\/p>\n\n\n\n<p>That\u2019s why reading the below example in <a href=\"https:\/\/pumble.com\/team-communication-app\" target=\"_blank\" rel=\"noreferrer noopener\">Pumble, a team communication app<\/a>, feels awkward. While Joseph might truly have no ill will toward Anna, we can clearly recognize the microaggressive undertones.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"575\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app-.png\" alt=\"An example of a racial microaggression via Pumble, a business communication app\n\" class=\"wp-image-10782\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app-.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app--300x144.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app--1024x491.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app--768x368.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/An-example-of-a-racial-microaggression-via-Pumble-a-business-communication-app--18x9.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">An example of a racial microaggression via Pumble, a business communication app\n<\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Practice effective communication over Pumble<\/a><\/p>\n\n\n\n<h3 id=\"examples-of-behavioral-microaggressions-at-work\" class=\"wp-block-heading\">Examples of behavioral microaggressions at work<\/h3>\n\n\n\n<p>Putting your belongings in the drawers of your work desk when a colleague with a Middle Eastern background is around is a <strong>behavioral microaggression<\/strong>.&nbsp;<\/p>\n\n\n\n<p>The act brings into question the coworker\u2019s trustworthiness and signals to onlookers that they may be a potential threat.&nbsp;<\/p>\n\n\n\n<p>Another microaggression example would be discouraging a female employee from pursuing a managerial position by saying:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201c<em>The new position requires working longer hours, and although you work hard, I\u2019d hate to see you spend less time with your family. I know how much you value spending time with your kids.<\/em><\/p>\n\n\n\n<p><em>Also, you\u2019d have much less contact with the customers if you were to become a manager. That\u2019d be a shame since you have <\/em><a href=\"https:\/\/pumble.com\/learn\/communication\/communication-skills\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>excellent communication skills<\/em><\/a><em> and I\u2019d hate to see such a pretty woman do only behind-the-scenes work.<\/em>\u201d<\/p>\n<\/blockquote>\n\n\n\n<h3 id=\"examples-of-environmental-microaggressions-at-work\" class=\"wp-block-heading\">Examples of environmental microaggressions at work<\/h3>\n\n\n\n<p>Decorating the office walls with pictures of famous figures who have made inflammatory statements about minority groups creates a <a href=\"https:\/\/clockify.me\/blog\/business\/toxic-work-environment\/\">toxic work environment<\/a>.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Additionally, a hostile atmosphere may arise when several managers dress up in culturally insensitive costumes (for example, blackface) for the office Halloween party. Because of their position within the organization, some employees may feel apprehensive about speaking up.<\/p>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 Pumble Pro Tip&nbsp;<\/strong><\/p>\n\n\n\n<p>To learn how to empower all employees and allow them to thrive in the workplace, see this thorough blog post:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/positive-work-environment\/\" target=\"_blank\" rel=\"noreferrer noopener\">9 Powerful Ways to Create and Maintain Positive Work Environment (+ Examples)<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h2 id=\"effects-of-microaggressions-in-the-workplace\" class=\"wp-block-heading\">Effects of microaggressions in the workplace<\/h2>\n\n\n\n<p>Did you know that, according to this <a href=\"https:\/\/www.surveymonkey.com\/curiosity\/microaggressions-research\/\" target=\"_blank\" rel=\"noreferrer noopener\">study on microaggressive behavior<\/a> in the workplace, 45% of workers would be upset if being addressed unprofessionally (which is a form of microaggression)?&nbsp;<\/p>\n\n\n\n<p>Aside from that, around 30% of workers would consider leaving their jobs because of these microaggressions.<\/p>\n\n\n\n<p><strong>So, the \u201c<\/strong><strong><em>micro<\/em><\/strong><strong>\u201d in \u201c<\/strong><strong><em>microaggression<\/em><\/strong><strong>\u201d doesn\u2019t mean that the impact of these assaults, insults, or invalidations is small<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Maybe one or two microaggressions are nothing alarming, but the trouble is that they are an everyday occurrence for members of marginalized groups.&nbsp;<\/p>\n\n\n\n<p>That is precisely why their cumulative effect is not to be disregarded.<\/p>\n\n\n\n<p>Moreover, it\u2019s also called \u201c<a href=\"https:\/\/www.scientificamerican.com\/article\/microaggressions-death-by-a-thousand-cuts\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>death by a thousand cuts<\/em><\/a><em>\u201d <\/em>because the microaggressions pile up slowly and painfully.&nbsp;<\/p>\n\n\n\n<p>So, let\u2019s see what their impact on the workplace is.<\/p>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-landing-2\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Empower Team Communication<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Discuss, share &amp; collaborate with Pumble, a team communication app by CAKE.com.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\" target=\"_blank\">Learn more<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h3 id=\"1-negative-impact-on-employees-health\" class=\"wp-block-heading\">#1: Negative impact on employees\u2019 health<\/h3>\n\n\n\n<p><strong>Microaggressions at work can lead to various negative consequences on the employees\u2019 physical and <\/strong><a href=\"https:\/\/pumble.com\/blog\/mental-health-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>mental health<\/strong><\/a>.<\/p>\n\n\n\n<p>According to <a href=\"https:\/\/pubmed.ncbi.nlm.nih.gov\/25867692\/\" target=\"_blank\" rel=\"noreferrer noopener\">research on microaggressions and traumatic stress<\/a>, there is a strong correlation between microaggressive behavior and depression.<\/p>\n\n\n\n<p>Aside from that, microaggressions lead to other health problems, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Increased anxiety<\/strong>,<\/li>\n\n\n\n<li><strong>Chronic stress<\/strong>,&nbsp;<\/li>\n\n\n\n<li><strong>Headaches<\/strong>,&nbsp;<\/li>\n\n\n\n<li><strong>Difficulties with sleep<\/strong>, and&nbsp;<\/li>\n\n\n\n<li><strong>High blood pressure<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p>These all disrupt the work environment, decreasing task performance and increasing counterproductive work behavior.&nbsp;<\/p>\n\n\n\n<p>Also, <a href=\"https:\/\/www.mentalhealth.org.uk\/explore-mental-health\/a-z-topics\/black-asian-and-minority-ethnic-bame-communities\" target=\"_blank\" rel=\"noreferrer noopener\">mental health statistics<\/a> published by the Mental Health Foundation show that minority groups are at a greater risk of experiencing mental health struggles. These results are, in part, due to discrimination and microaggression directed toward members of minority groups.&nbsp;<\/p>\n\n\n\n<h3 id=\"2-decrease-employees-sense-of-belonging\" class=\"wp-block-heading\">#2: Decrease employees\u2019 sense of belonging<\/h3>\n\n\n\n<p><strong>Microaggressions can damage both your personal and professional life.&nbsp;<\/strong><\/p>\n\n\n\n<p>One of the things they affect in the workplace is <strong>a sense of belonging<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Members of marginalized groups already feel underrepresented in the workplace, and microaggressions add to their injury by emphasizing those insecurities. So, people are left with only a sense of exclusion.&nbsp;<\/p>\n\n\n\n<p>A study on <a href=\"https:\/\/journals.sagepub.com\/doi\/10.1177\/0002764219859613\" target=\"_blank\" rel=\"noreferrer noopener\">racial microaggression<\/a> also confirmed this, finding that <strong>people who experience higher levels of racial microaggressions reported a weak sense of belonging<\/strong>. Conversely, people who faced fewer microaggressions reported a stronger sense of belonging to their group.<\/p>\n\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Build relationships with your employees over Pumble<\/a><\/p>\n\n\n\n<h3 id=\"3-negatively-impact-employees-careers\" class=\"wp-block-heading\">#3: Negatively impact employees\u2019 careers<\/h3>\n\n\n\n<p>When, as a member of a marginalized group, you feel <em>like an outsider <\/em>in the workplace, your first impulse might be to keep your head down and not draw attention to yourself.<\/p>\n\n\n\n<p>In other words, <strong>when you feel like you don\u2019t belong, you don\u2019t fully participate in your workplace<\/strong>.<\/p>\n\n\n\n<p>You don\u2019t take any professional risks involving greater <a href=\"https:\/\/pumble.com\/blog\/increase-visibility-at-work-as-a-remote-worker\/\" target=\"_blank\" rel=\"noreferrer noopener\">visibility<\/a>, <a href=\"https:\/\/pumble.com\/blog\/employee-recognition\/\" target=\"_blank\" rel=\"noreferrer noopener\">recognition<\/a>, or professional achievement, thereby decreasing your chances of career advancement.&nbsp;<\/p>\n\n\n\n<p>That is why the lack of members of marginalized groups in positions of power is unsurprising.<\/p>\n\n\n\n<p>For instance, the <a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/women-in-the-workplace\" target=\"_blank\" rel=\"noreferrer noopener\">Women in the Workplace 2023<\/a> report shows that women \u2014 particularly women of color \u2014 are still dramatically underrepresented in leadership roles.<\/p>\n\n\n\n<p>Although women of color have (<em>barely<\/em>) broken into senior leadership positions, they remain virtually absent from the C-suite.&nbsp;<\/p>\n\n\n\n<h2 id=\"how-to-deal-with-microaggressions-at-work\" class=\"wp-block-heading\">How to deal with microaggressions at work?<\/h2>\n\n\n\n<p>Microaggressions, even in the workplace, are our unfortunate reality \u2014 but, <a href=\"https:\/\/pumble.com\/blog\/diversity-in-communications\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>diversity, equity, and inclusion<\/strong><\/a><strong> can be an effective antidote<\/strong>.\u00a0<\/p>\n\n\n\n<p><strong>Equity is a big factor in learning how to stop microaggressions<\/strong> \u2014 at least that\u2019s what our contributor <a href=\"https:\/\/www.linkedin.com\/in\/chandesai\/\" target=\"_blank\" rel=\"noreferrer noopener\">Chandni Desai<\/a>, Account Strategist and Manager at Otter PR, thinks:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai.jpeg\" alt=\"Chandni Desai\" class=\"wp-image-5866\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai.jpeg 800w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-768x768.jpeg 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cThe Equity part of DEI plays a huge role in becoming more aware of microaggressions in the workplace.&nbsp;<\/em><\/p>\n\n\n\n<p><em>For example, playing into stereotypes like asking women to smile more is a microaggression \u2014 perhaps not one that immediately sticks out to people, but it is. If we view women as equal in the workplace, that won\u2019t happen, and then this further goes into larger issues like pay disparities, racial bias, etc.&nbsp;<\/em><\/p>\n\n\n\n<p><em>You cannot invalidate competence and physicalities or gaslight anyone who is not the hegemonic norm, and this must be established early into business development. DEI must be at the forefront of every business.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Another contributor of ours, <a href=\"https:\/\/www.linkedin.com\/in\/janetmariestovall\/\" target=\"_blank\" rel=\"noreferrer noopener\">Janet Stovall<\/a>, Global Head of DEI at the NeuroLeadership Institute and Founder of Pragmatic Diversity, a DEI consultancy, believes that <strong>we must first learn what microaggressions are<\/strong>:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"783\" height=\"783\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg\" alt=\"Janet Stovall\" class=\"wp-image-5865\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg 783w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-768x768.jpeg 768w\" sizes=\"auto, (max-width: 783px) 100vw, 783px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cThe best way to increase awareness of microaggressions is to educate yourself on what they are. Once you start listening, you\u2019ll hear them everywhere.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Now, it\u2019s time we see some ways we can deal with microaggressions.<\/p>\n\n\n\n<p>We\u2019ll provide you with several tips on stopping them, no matter whether you\u2019re:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>The target<\/strong>,<\/li>\n\n\n\n<li><strong>The bystander\/witness<\/strong>, or<\/li>\n\n\n\n<li><strong>The perpetrator<\/strong>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 id=\"what-to-do-when-youre-the-target\" class=\"wp-block-heading\">What to do when you\u2019re the target<\/h3>\n\n\n\n<p>Let\u2019s start with maybe the most pressing matter \u2014 <strong>how to respond to microaggressions when you\u2019re on the receiving end<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Mind you, <em>how<\/em> and <em>whether<\/em> you\u2019re going to respond to microaggression is entirely up to you.&nbsp;<\/p>\n\n\n\n<p>Don\u2019t put any more pressure on yourself than you need to.<\/p>\n\n\n\n<p>Whatever you decide, we offer you some advice that may help you if you choose to respond.<\/p>\n\n\n\n<h4 id=\"tip-1-pause-and-consider-the-context\" class=\"wp-block-heading\">Tip #1: Pause and consider the context<\/h4>\n\n\n\n<p><strong>First, decide whether the perpetrator is someone you\u2019d like to maintain a relationship with<\/strong>.<\/p>\n\n\n\n<p>If not, you can respond in whatever way you want \u2014 bluntly or tactfully.&nbsp;<\/p>\n\n\n\n<p>However, if the perpetrator is a person closely connected to you, you shouldn\u2019t be too direct.<\/p>\n\n\n\n<p>After all, you want to keep that person in your life.<\/p>\n\n\n\n<p>Right after the microaggression, respond as you see fit, but <strong>schedule a time to discuss it later<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Give the perpetrator some time to think about what they have said or done.<\/p>\n\n\n\n<h4 id=\"tip-2-criticize-the-microaggression-not-the-perpetrator\" class=\"wp-block-heading\">Tip #2: Criticize the microaggression, not the perpetrator<\/h4>\n\n\n\n<p><strong>When microaggression occurs, it\u2019s important to criticize the very deed, not the doer.&nbsp;<\/strong><\/p>\n\n\n\n<p>So, instead of accusing someone of being homophobic or sexist, <a href=\"https:\/\/pumble.com\/blog\/assertive-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">be assertive<\/a> and explain to them how their statement or behavior made you feel.&nbsp;<\/p>\n\n\n\n<p>That\u2019s exactly Stovall\u2019s advice:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"783\" height=\"783\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg\" alt=\"Janet Stovall\" class=\"wp-image-5865\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg 783w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-768x768.jpeg 768w\" sizes=\"auto, (max-width: 783px) 100vw, 783px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cFocus on what the person said or did rather than who they are. If they think you\u2019re judging them, they may get defensive. Then, express how the comment or action made you feel.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Likewise, another expert we\u2019ve contacted, <a href=\"https:\/\/www.linkedin.com\/in\/sachathompson\/\" target=\"_blank\" rel=\"noreferrer noopener\">Sacha Thompson<\/a>, an executive coach for DEI practitioners, suggested some useful <strong>phrases you could use while addressing the problem<\/strong>:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"399\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Sacha-Thompson.jpg\" alt=\"Sacha Thompson\" class=\"wp-image-5868\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Sacha-Thompson.jpg 400w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Sacha-Thompson-300x300.jpg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Sacha-Thompson-150x150.jpg 150w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cIdentify the feeling that caused the pause.&nbsp;<\/em><\/p>\n\n\n\n<p><em>\u2018<\/em><strong><em>I\u2019m sure you didn\u2019t mean it, but that comment made me feel as if you did not expect me to be articulate.<\/em><\/strong><em>\u2019&nbsp;<\/em><\/p>\n\n\n\n<p><em>or&nbsp;<\/em><\/p>\n\n\n\n<p><em>\u2018<\/em><strong><em>I know you didn\u2019t mean anything by that, but something didn\u2019t quite feel right about what you said. Can we talk it through?<\/em><\/strong><em>\u2019\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In the exchange below, after a meeting in which her manager mispronounced her name, Saoirse wrote to her manager and explained how she felt about it.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"635\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1.png\" alt=\"Criticizing microaggressions in Pumble, a team collaboration app\n\" class=\"wp-image-10783\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1-300x159.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1-1024x542.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1-768x406.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Criticizing-the-microaggression-in-Pumble-1-18x10.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">Criticizing microaggressions in Pumble, a team collaboration app\n<\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Resolve issues quickly over Pumble<\/a><\/p>\n\n\n\n<p>She\u2019s not criticizing her manager, Katie, but rather Katie\u2019s microaggression. Aside from that, she\u2019s even offering a quick solution to the problem.&nbsp;<\/p>\n\n\n\n<h4 id=\"tip-3-pick-your-battles\" class=\"wp-block-heading\">Tip #3: Pick your battles<\/h4>\n\n\n\n<p>Although people from privileged backgrounds might think that marginalized people are overreacting when it comes to microaggressions, that can\u2019t be further from the truth.<\/p>\n\n\n\n<p>Namely, <strong>most members of marginalized groups ignore the majority of microaggressions because dealing with each one of them would be exhausting<\/strong>.<\/p>\n\n\n\n<p>On the other hand, psychologists say that responding to microaggressions might be empowering.<\/p>\n\n\n\n<p>Still, the question remains \u2014 how do you decide which battles to fight?&nbsp;<\/p>\n\n\n\n<p>That is precisely why Dr. Kevin L. Nadal developed a <a href=\"https:\/\/ncwwi-dms.org\/resourcemenu\/resource-library\/inclusivity-racial-equity\/cultural-responsiveness\/1532-a-guide-to-responding-to-microaggressions\/file\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Guide to Responding to Microaggressions<\/em><\/a>.&nbsp;<\/p>\n\n\n\n<p>In there, he offers a list of <strong>5 questions you should ask yourself when considering whether to respond to a microaggression<\/strong>:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<ol class=\"wp-block-list\">\n<li><em>\u201cIf I respond, could my physical safety be in danger?<\/em><\/li>\n\n\n\n<li><em>If I respond, will the person become defensive, and will this lead to an argument?<\/em><\/li>\n\n\n\n<li><em>If I respond, how will this affect my relationship with this person?<\/em><\/li>\n\n\n\n<li><em>If I don\u2019t respond, will I regret not saying something?<\/em><\/li>\n\n\n\n<li><em>If I don\u2019t respond, does that convey that I accept the behavior or statement?\u201d<\/em><\/li>\n<\/ol>\n<\/blockquote>\n\n\n\n<p>This useful tool will help you reach a decision and pick your battles.<\/p>\n\n\n\n<h3 id=\"when-youre-a-witness\" class=\"wp-block-heading\">When you\u2019re a witness<\/h3>\n\n\n\n<p>Have you heard of <em>the <\/em><a href=\"https:\/\/www.britannica.com\/topic\/bystander-effect\" target=\"_blank\" rel=\"noreferrer noopener\"><strong><em>bystander effect<\/em><\/strong><\/a><em>?&nbsp;<\/em><\/p>\n\n\n\n<p><strong>It\u2019s when the presence of others discourages you from taking action against a bully.<\/strong><\/p>\n\n\n\n<p>The irony is that the greater the number of bystanders, the less likely it is that anyone would help a person in distress.&nbsp;<\/p>\n\n\n\n<p>Still, you don\u2019t have to succumb to this effect \u2014 you can be an ally.&nbsp;<\/p>\n\n\n\n<p>Typically, an ally comes from a privileged social group but is a great supporter and advocate for marginalized groups.&nbsp;<\/p>\n\n\n\n<p>In her <a href=\"https:\/\/www.ted.com\/talks\/luvvie_ajayi_jones_get_comfortable_with_being_uncomfortable\" target=\"_blank\" rel=\"noreferrer noopener\">TED Talk<\/a>, Luvvie Ajayi Jones encourages us to embrace the uncomfortable and become <strong>the first domino<\/strong>. When the first domino falls, the rest will follow.&nbsp;<\/p>\n\n\n\n<p>Let\u2019s see how we can all be better allies to marginalized groups.<\/p>\n\n\n\n<h4 id=\"tip-1-educate-yourself-about-microaggressions\" class=\"wp-block-heading\">Tip #1: Educate yourself about microaggressions<\/h4>\n\n\n\n<p>Rule number 1 \u2014 know your enemy!<\/p>\n\n\n\n<p>To be able to recognize these sometimes elusive offenses, <strong>you need to educate yourself about different forms of microaggressions<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Also, as microaggressions are most often unintended, some people might not even notice them.&nbsp;&nbsp;<\/p>\n\n\n\n<p>One of the experts we\u2019ve reached out to, <a href=\"https:\/\/www.linkedin.com\/in\/kimberlyleeminor\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kimberly Lee Minor<\/a>, President at Bandier, agrees that this is a good first step:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"531\" height=\"531\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png\" alt=\"Kimberly Lee Minor\" class=\"wp-image-5867\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png 531w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-300x300.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-150x150.png 150w\" sizes=\"auto, (max-width: 531px) 100vw, 531px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201c<\/em><strong><em>Before becoming more aware in the workplace, you must understand what microaggressions are and why they are so damaging<\/em><\/strong><em>. I recommend doing some self-discovery to develop an <\/em><a href=\"https:\/\/cake.com\/blog\/empathetic-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>empathetic approach<\/em><\/a><em> to being and then educating yourself on what microaggressions are. Identifying them will be difficult initially because they are micro and might not mean much to those not directed to them. Marry your empathy and education and personalize it. It will make it much easier to identify at work and in life.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, you need to allow yourself to <a href=\"https:\/\/pumble.com\/blog\/empathic-communication\/\" target=\"_blank\" rel=\"noreferrer noopener\">be more empathic<\/a> and teach yourself to notice microaggressions around you.&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>\ud83d\udca1 <strong>Pumble Pro Tip<\/strong><\/p>\n\n\n\n<p>Improving your emotional intelligence might come in handy on this journey, so if you need help with becoming a more empathic and self-aware ally, check out our blog post on emotional intelligence at work:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/emotional-intelligence-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">Emotional intelligence in the workplace<\/a>&nbsp;<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h4 id=\"tip-2-make-the-invisible-visible\" class=\"wp-block-heading\">Tip #2: Make the invisible visible&nbsp;<\/h4>\n\n\n\n<p>After you\u2019ve educated yourself and learned to notice microaggressions around you, the next thing you can do is <strong>make the invisible visible<\/strong>.<\/p>\n\n\n\n<p>If a perpetrator is unaware of the microaggression they\u2019ve committed \u2014 and the chances are they are \u2014 it\u2019s your turn to speak up.<\/p>\n\n\n\n<p>For starters, this simple sentence is enough: <em>\u201cWhat do you mean by that?\u201d<\/em><\/p>\n\n\n\n<p><strong>Give the perpetrator a chance to explain themselves.<\/strong><\/p>\n\n\n\n<p>Kimberly Lee Minor advises:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"531\" height=\"531\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png\" alt=\"Kimberly Lee Minor\" class=\"wp-image-5867\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png 531w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-300x300.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-150x150.png 150w\" sizes=\"auto, (max-width: 531px) 100vw, 531px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cIn a situation where you witness a microaggression, it is good practice to apologize to the targeted person and then ask the offender if you can speak to them and explain why it was offensive. Encourage the offender to apologize and check themselves for the motive.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>However, make sure you speak for yourself, not in the name of the target, as Janet Stovall suggests:&nbsp;&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"783\" height=\"783\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg\" alt=\"Janet Stovall\" class=\"wp-image-5865\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg 783w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-768x768.jpeg 768w\" sizes=\"auto, (max-width: 783px) 100vw, 783px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201c<\/em><strong><em>Since you can\u2019t speak for another person, focus on the impact it had on you \u2014 especially if you and the aggressor share the same in-group.<\/em><\/strong><em>\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>So, instead of: <em>\u201cWhat you said is offensive to Black people.\u201d, s<\/em>ay: <em>\u201cWhat you said made me feel uncomfortable.\u201d<\/em><\/p>\n\n\n\n<p>This way, you\u2019ll avoid the so-called <strong>savior complex<\/strong> \u2014 helping others in a self-serving manner that perpetuates racial bias and narratives of White superiority.&nbsp;<\/p>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-landing-1\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Improve Team Communication<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Secure, real-time communication for professionals. Discuss, share &amp; collaborate.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\" target=\"_blank\">Learn more<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-stretch \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n\n\n\n<h4 id=\"tip-3-reach-out-to-your-coworker-who-experienced-microaggression\" class=\"wp-block-heading\">Tip #3: Reach out to your coworker who experienced microaggression<\/h4>\n\n\n\n<p>When microaggression happens, it\u2019s important to <strong>validate your coworker\u2019s feelings and experience<\/strong>.<\/p>\n\n\n\n<p>So, confirm to a colleague that what they experienced really <em>is<\/em> inappropriate microaggressive behavior.<\/p>\n\n\n\n<p>Don\u2019t let them think they imagined it, and assure them they\u2019re not being hypersensitive.<\/p>\n\n\n\n<p>They\u2019re probably used to second-guessing their every feeling, so this reassurance will certainly be welcome.&nbsp;<\/p>\n\n\n\n<h3 id=\"when-youre-the-perpetrator\" class=\"wp-block-heading\">When you\u2019re the perpetrator<\/h3>\n\n\n\n<p>You probably think this part doesn\u2019t concern you.&nbsp;<\/p>\n\n\n\n<p>You have egalitarian views and never commit microaggressions, right?<\/p>\n\n\n\n<p>We hate to be the bearer of bad news, but \u2014 <em>wrong<\/em>!&nbsp;<\/p>\n\n\n\n<p><strong>The trouble is that microaggressions usually emerge from our unconscious biases against people who are different from us<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Of course, a rule of thumb is to work on your awareness of these biases and make sure you don\u2019t make these kinds of mistakes.<\/p>\n\n\n\n<p>However, the reality is that you probably <em>have<\/em> made them and possibly <em>will<\/em> in the future. To err is human, but that doesn\u2019t mean you shouldn\u2019t work on your mistakes and do your best not to repeat them.&nbsp;<\/p>\n\n\n\n<p>So, what <em>should<\/em> you do when you commit a microaggression?<\/p>\n\n\n\n<h4 id=\"tip-1-take-a-breath-and-own-up-to-the-mistake\" class=\"wp-block-heading\">Tip #1: Take a breath and own up to the mistake&nbsp;<\/h4>\n\n\n\n<p>OK, the worst has happened \u2014 you committed a microaggression towards your colleague, and they called you out for it.<\/p>\n\n\n\n<p>You might feel embarrassed, defensive, and stressed \u2014 which is normal.<\/p>\n\n\n\n<p>The first thing you need to do is <strong>take a deep breath and calm yourself down<\/strong>.&nbsp;<\/p>\n\n\n\n<p><strong>The fact that you made a mistake does not make you a bad person. You just did or said something bad unwittingly.<\/strong><\/p>\n\n\n\n<p>Now\u2019s the time to own up to your actions and take responsibility, says Desai:<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai.jpeg\" alt=\"Chandni Desai\" class=\"wp-image-5866\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai.jpeg 800w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Chan-Desai-768x768.jpeg 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cIf one has committed a microaggression, it\u2019s best to acknowledge it, take responsibility, and make a change. Request 1-1 DEI training, apologize, and move on.&nbsp;<\/em><\/p>\n\n\n\n<p><strong><em>Accountability must be prioritized, which ties into creating a more forgiving workplace and killing toxic corporate culture<\/em><\/strong><em>.<\/em>\u201d<\/p>\n<\/div>\n<\/div>\n\n\n\n<h4 id=\"tip-2-listen-to-understand\" class=\"wp-block-heading\">Tip #2: Listen to understand<\/h4>\n\n\n\n<p><strong>To fully redeem yourself in your coworker\u2019s eyes, you need to make sure they feel heard<\/strong>.<\/p>\n\n\n\n<p>We know it\u2019s not easy to listen to criticism, but try to have an open heart and mind.&nbsp;<\/p>\n\n\n\n<p>The individual you hurt with your microaggression might want to explain in detail why what you did or said was hurtful. If that\u2019s the case, embrace this learning opportunity and make the most of the situation.<\/p>\n\n\n\n<p>On the other hand, it\u2019s completely understandable if they just want to point out to you that you should not say that word or do what you did.&nbsp;<\/p>\n\n\n\n<p>The burden of education is not on your colleagues.&nbsp;<\/p>\n\n\n\n<p>Listen to the colleagues you offended, but don\u2019t expect members of marginalized communities to educate you.<\/p>\n\n\n\n<p>Our contributor Kimberly Lee Minor highlighted this point:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"531\" height=\"531\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png\" alt=\"Kimberly Lee Minor\" class=\"wp-image-5867\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor.png 531w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-300x300.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Kimberly-Lee-Minor-150x150.png 150w\" sizes=\"auto, (max-width: 531px) 100vw, 531px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><em>\u201cMicroaggressions are formed from ignorance and based on stereotypes. If you are ready to learn and grow, you should first apologize. Secondly, make a note of what you said or did and why.<\/em><\/p>\n\n\n\n<p><em>Note the person\u2019s reaction, and do not do it again.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group pro-tip\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p><strong>\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n<p>Sharpening our listening skills can help us understand our coworkers better and see how our actions and words affect them. To get a head start, check out the following guides:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/pumble.com\/blog\/deep-listening\/\" target=\"_blank\" rel=\"noreferrer noopener\">How to engage in deep listening in the workplace<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/pumble.com\/learn\/communication\/active-listening\/\" target=\"_blank\" rel=\"noreferrer noopener\">Active listening: Benefits, skills, and tips<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h4 id=\"tip-3-acknowledge-and-apologize-but-dont-overdo-it\" class=\"wp-block-heading\">Tip #3: Acknowledge and apologize, but don\u2019t overdo it<\/h4>\n\n\n\n<p><strong>Last but not least, you need to <\/strong><a href=\"https:\/\/pumble.com\/blog\/say-sorry-professionally\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>say you\u2019re sorry<\/strong><\/a><strong> for what you said or did.<\/strong><\/p>\n\n\n\n<p>Communication experts claim that your apology has to include 3 elements. You need to:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Address the hurtful comment or behavior<\/strong>,<\/li>\n\n\n\n<li><strong>Acknowledge its impact on your colleague<\/strong>, and<\/li>\n\n\n\n<li><strong>Commit to doing better<\/strong>.<\/li>\n<\/ol>\n\n\n\n<p>Even though you didn\u2019t have bad intentions, the impact is real, as noted by Janet Stovall:&nbsp;<\/p>\n\n\n\n<div class=\"wp-block-columns pro-blockquote is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"783\" height=\"783\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg\" alt=\"Janet Stovall\" class=\"wp-image-5865\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall.jpeg 783w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-300x300.jpeg 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-150x150.jpeg 150w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Janet-Stovall-768x768.jpeg 768w\" sizes=\"auto, (max-width: 783px) 100vw, 783px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p>\u201c<em>Acknowledge and apologize for the negative impact you had. <\/em><strong><em>Intent doesn\u2019t matter, impact does.<\/em><\/strong><em>\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In the Pumble exchange below, Judith Debord, a new project manager at a mobile phone company, expresses her concerns about a microaggression that occurred in the meeting.&nbsp;<\/p>\n\n\n\n<p>Her colleague John Bautista is surprised but grateful to her for trusting him enough to share her concerns.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"625\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1.png\" alt=\"Acknowledging and apologizing for microaggressions in Pumble, a team messaging app\n\" class=\"wp-image-10784\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1-300x156.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1-1024x533.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1-768x400.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Acknowledging-and-apologizing-for-microaggressions-in-Pumble-1-18x9.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">Acknowledging and apologizing for microaggressions in Pumble, a team messaging app\n<\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"custom-btn\"><a href=\"https:\/\/pumble.com\/register\" target=\"_blank\" rel=\"noreferrer noopener\">Give your communication a boost with Pumble<\/a><\/p>\n\n\n\n<p>Additionally, when confronted with their transgressions, many people tend to over-apologize. This kind of behavior is counterproductive since it shifts the focus from the target to the perpetrator.&nbsp;<\/p>\n\n\n\n<p>You should not expect your colleague to comfort you for your mistakes.&nbsp;<\/p>\n\n\n\n<p>Let\u2019s see what over-apologizing looks like in another example.<\/p>\n\n\n\n<p>The situation is the same, but this time, John has a different reaction to Judith\u2019s concerns about his microaggression.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"648\" src=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1.png\" alt=\"Over-apologizing in Pumble, a team communication app\n\" class=\"wp-image-10785\" srcset=\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1.png 1200w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1-300x162.png 300w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1-1024x553.png 1024w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1-768x415.png 768w, https:\/\/pumble.com\/blog\/wp-content\/uploads\/2022\/11\/Overapologizing-in-Pumble-1-18x10.png 18w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><figcaption class=\"wp-element-caption\">Over-apologizing in Pumble, a team communication app by <a href=\"https:\/\/cake.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">CAKE.com<\/a><\/figcaption><\/figure>\n<\/div>\n\n\n<p>Long story short \u2014 <strong>apologize, but don\u2019t overdo it<\/strong>.&nbsp;<\/p>\n\n\n\n<h2 id=\"learn-how-to-address-microaggressions-and-create-a-more-inclusive-workplace\" class=\"wp-block-heading\">Learn how to address microaggressions and create a more inclusive workplace<\/h2>\n\n\n\n<p>All of us can be perpetrators and witnesses, and many of us (if not all) can be targets of microaggressions in the workplace.&nbsp;<\/p>\n\n\n\n<p><strong>If we want a more inclusive workplace, we need authentic conversations about tough topics \u2014 that includes racism, homophobia, and sexism.&nbsp;<\/strong><\/p>\n\n\n\n<p><strong>Once again, communication is key.&nbsp;<\/strong><\/p>\n\n\n\n<p>The more we talk about microaggressions and the more aware of them we are, the greater the chances for a workplace where all employees feel comfortable in their skin \u2014 regardless of its color.&nbsp;<\/p>\n\n\n\n<p class=\"has-background\" style=\"background-color:#e5f6fe\">\u2709\ufe0f What about you? Have you noticed any microaggressions in your workplace? How do they impact your workplace environment? <br><br>Do you have any additional tips on what to do when you witness microaggressions? Share your experience and tips at <a href=\"mailto:blogfeedback@pumble.com\" target=\"_blank\" rel=\"noreferrer noopener\">blogfeedback@pumble.com<\/a> and we may include your answers in this or future posts.&nbsp;<\/p>\n\n\n\n\n<div class=\"banner banner-dark pumble-gradient-features\">\n    <div class=\"banner-text lg:pr-[6rem]\">\n        <span class=\"h4 text-lg translation-block mb-0\">Empower Team Communication<\/span>\n        <p class=\"translation-block mt-1 mb-3\">Discuss, share &amp; collaborate with Pumble, a team communication app.<\/p>\n\n        <div class=\"banner-buttons d-flex gap-4 align-items-center translation-block justify-content-center justify-content-sm-start\">\n            <a class=\"bg-white rounded px-3 py-1 text-gray-dark\" href=\"https:\/\/pumble.com\/register\" target=\"_blank\">Sign up<\/a>\n\n                            <a class=\"button-2\" href=\"https:\/\/pumble.com\" target=\"_blank\">Learn more<\/a>\n                    <\/div>\n    <\/div>\n\n    <div class=\"banner-image banner-image-middle \">\n        <picture>\n            <source srcset=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features@2x.png 2x\" alt=\"Illustration\"  media=\"(min-width: 1022px)\" \/>\n            <img decoding=\"async\" src=\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features.png\"  alt=\"Illustration\" \/>\n        <\/picture>\n    <\/div>\n<\/div>\n    \n","protected":false},"excerpt":{"rendered":"<p>Learn about the different types of microaggressions in the workplace and how to address them, along with practical tips and examples.<\/p>\n","protected":false},"author":11,"featured_media":13259,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[13],"tags":[],"class_list":["post-5873","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workplace-culture"],"acf":[],"_links":{"self":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/5873","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/comments?post=5873"}],"version-history":[{"count":98,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/5873\/revisions"}],"predecessor-version":[{"id":23057,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/posts\/5873\/revisions\/23057"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/media\/13259"}],"wp:attachment":[{"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/media?parent=5873"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/categories?post=5873"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pumble.com\/blog\/wp-json\/wp\/v2\/tags?post=5873"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}