Microaggressions at Work: Examples and How to Interrupt Them

Workplaces thrive when people feel respected, valued, and seen. Yet sometimes organizations unintentionally foster environments where subtle slights chip away at employees’ sense of belonging. While often unintentional, microaggressions send harmful messages about identity, capability, and/or worth. Addressing them directly and compassionately is key to building an inclusive workplace culture. 

What Are Microaggressions? 

Microaggressions are everyday comments or behaviors that communicate bias, stereotypes, or exclusion. They can be either intentional or unintentional, but their impact can be significant, especially when repeated over time. For the recipient, it can feel exhausting, invalidating, and alienating. 

Common Examples of Workplace Microaggressions 

Here are a few ways microaggressions often show up at work: 

• Assumptions about competence 

  • Asking a woman in a technical role, “Are you sure you know how to fix this?” 

  • Speaking more slowly or simply to a colleague with an accent. 

• Stereotyping based on identity 

  • Assuming a colleague of Asian descent is “good at math.” 

  • Asking Black employees to weigh in on every DEI issue because of their race. 

• Invalidating experiences 

  • Saying, “I don’t see color,” which dismisses the realities of racism. 

  • Responding to a concern with, “You’re being too sensitive.” 

• Exclusionary behavior 

  • Consistently mispronouncing someone’s name despite corrections. 

  • Leaving colleagues out of informal networks or social events. 

How to Interrupt Microaggressions 

Everyone has a role in creating a respectful, inclusive workplace. Whether you’re the person on the receiving end, a bystander, or the one who unintentionally caused harm, interrupting microaggressions is an important skill. 

1. Name the Impact 

Focus on the effect, not the intent. This avoids defensiveness and centers the person impacted. 

• “When you said that, it made it sound like [colleague’s name] doesn’t belong here, and I know that’s not what you meant.” 

2. Redirect or Reframe 

Gently shift the conversation or offer an alternative. 

• “Instead of assuming, maybe we can ask about their perspective directly.” 

• “Let’s be sure we’re pronouncing her name correctly—it matters.” 

3. Support the Person Impacted 

Afterward, check in privately. Simple phrases like, “I noticed what happened—how are you doing?” can validate their experience. 

Why Interrupting Microaggressions Matters 

Left unchecked, microaggressions erode trust, reduce engagement, and harm retention. But when organizations create a culture where interruptions are normalized, employees feel safer, more respected, and more motivated. Over time, these small moments of intervention add up to meaningful culture change. 

If you’d like to learn more about microaggressions or bring us to speak about microaggression in your organization, contact us today!