Microaggressions is not a new subject for me. I’ve written and spoke about it more than a few times:

• In this interview in Black Enterprise 
• In this Q&A for Ultimate Software‘s Women In Leadership blog
• In this #BlackBlogsMatter post
• And in another #BlackBlogsMatter post about Diversity Fatigue

 

And now that we’re working remotely during the COVID-19 pandemic, many are seeing a resurgence of micro-aggressive behavior toward marginalized people arising out of greater exposure to people’s intimate spaces thru video calls.

 

Comments about hair stylings, accessories, and coverings

 

Comments about food choices

 

Comments about home decor and the surrounding living environment

 

Comments about partners, children and pets

 

That is why I decided to talk about microaggressions again as part of my #ReOpeningAfterRona crossover series on The Buzz on HR blog and the Leading In Color podcast

 

Shameless plug:  If you haven’t subscribed to my blog, podcast and newsletter yet — NOW is a great time to do it! I will spend the next 2 months giving my advice and interviewing experts about navigating the world of work during and after this pandemic. I’ll also be giving away exclusives like surveys, checklists, and scripting to use in preparing and communicating with your workforce during this time. You’re not going to want to miss this! So sign up HERE

 

Microaggressions are defined as “the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.”

The reason it is called micro is because microaggressions are less extreme and immediately harmful than being beaten or lynched or shot to death or other having your property stolen or destroyed. The latter are macro-aggressive things. “Micro” is used to highlight that the incidents are less overt, less extreme, and possibly unintentional in the harm caused. The harm of microaggressions comes from the prolonged, repeated exposure — versus the immediate harm that comes from the “macro” things.

But make no mistake: there is harm from microaggressions … Being stared at, followed, touched without permission, interrupted, dismissed, ignored, slurred, and accosted day in, day out, for year and years and years absolutely takes a toll.

Just because the research on it is still new and developing doesn’t make it false … People once thought Earth was flat — and they laughed at the new, developing research that showed you wouldn’t fall off the planet when you hit the horizon. Prevailing theories that we’ve held as factual and true can be proven incorrect and can expire.

Microaggressions absolutely is one such theory. I believe that wholeheartedly.

The COVID-19 pandemic has opened much of our workforce to a new surge of microaggressions by inviting coworkers as unwelcomed guests in their homes thru video-chatting and -meetings. Through the webcams on our phones and computers, our bosses and co-workers can see our families and furniture. They can hear the background noise from our neighborhoods. They see us with our hair, faces and clothes less put together than usual due to the closure of the shops and salons that help us look most presentable to the mainstream world … And in trying to connect or correct us, our bosses and coworkers make comments about it.

Employees are unsure what to do about it because of the 1) typical unintentional nature of microaggressions, 2) unlikelihood of being believed, and 3) fear of discipline or retaliation. No one wants to rock the boat too hard in a time when people are being furloughed without knowing when they’ll be able to return and laid-off in a job market full of uncertainty, especially when states are experiencing record delays in approving and processing unemployment claims.

Leaders and HR departments have to step up in this moment to protect employees from microaggressions. Here’s a few tips to help you do it:

1. Review etiquette for web calls. Encourage neutral backgrounds for webcalls to limit the ability to view inside others’ homes — or gamify webcalls by creating a calendar of themes for employees to use as backgrounds (More on this next time!) Also, allow employees the option to turn off their cam or use a phone dial-only option as well.
2. Remind everyone to be sensitive. Now is a great time for refresher training on microaggressions, harassment, discrimination and bullying if you haven’t done those trainings yet this year! Add in a few slides that address how these issues can happen remote work — and the consequences for this kind of behavior.
3. Reinforce ZERO tolerance. Make it clear that unnecessary, negative commentary about people’s homes, families, etc is not acceptable. Encourage employees to report micro-aggressive incidents so they can be properly addressed. Use progressive discipline to address issues as they arise — or termination for more severe occurrences.

 

Don’t have a policy for Microaggressions yet??

Fear not!!

I’ll be sharing a FREE policy download with my BuzzARooney Hive subscribers!!

Signup to get yours by May 31st — or email me at hello@buzzarooneyllc.com to request it starting June 1st!

 

If you experience micro-aggressive behavior while you’re working, here’s what you can do:

1. Assess the situation. Pause for a moment and take a few deep breaths. This helps to calm you and allow you to think rationally rather than react emotionally.
2. Ask the questions. Once you are calmed, ask yourself if the event is worth your time and attention to confront. Also ask yourself what you want to achieve by responding to it so that you are clear on the outcome you desire … You may want to ask the person to repeat their words or action so you can observe the event again. This also brings the offense to the attention of the other person, allowing them the opportunity to clarify, correct or apologize.
3. Address the behavior. With calmness and clarity, you can discuss the incident with the individual involved directly. You may want to request a private conversation with them to avoid further attention — or you may choose to address it in the same medium in which it occurred. You may also choose to escalate your concern to a supervisor or your HR department so they can be present to witness and/or mediate the conversation.
4. Adjourn the issue. Once you have discussed the incident with the individual, allow yourself to move on from the issue. It is unhealthy for you to hold onto the hurt from microaggressions. If HR was not present, send an email to them summarizing the incident and ask that it be placed in the offending individuals files.

 

This likely will feel like heavy emotional labor for the person who was microaggressed … because it is!

This is not fair or equitable — but unfortunately, the process for resolving workplace offenses usually isn’t. Too much burden is placed on those already hurt and marginalized in these circumstances. And that’s because our leaders are ill-equipped to address and break the cycle of supremacy and patriarchy that underlies our workplace processes and systems.

The best way to combat this is for employers to educate their workforce against these behaviors before they happen. And for leaders and HR departments to place the burden of correcting these issues where it belongs when microaggression incidents are brought to their attention … Even after the end of my #BlackBlogsMatter challenge, I remain committed to helping Business Leaders and HR professionals do this.

Working thru the COVID-19 pandemic is tough enough. Don’t let microaggressions compound the hardships our employees face.