Microaggressions
Important concepts to understand
What are microaggressions?
Microaggressions are comments or actions that subtly and often unconsciously or unintentionally express a prejudiced attitude toward a member of a marginalised group, such as a racial minority.1
Microaggressions leave people feeling unwelcome, belittled, hurt or excluded.2 You may not be aware of the term, but all of us have both experienced and committed a microaggression at some point in our lives.
They can be the result of calculated malice or, quite simply, carelessness. The 'microaggressor' is often unaware that they have done or said anything offensive. They may even have intended to be positive or complementary. But the reality is that microaggressions communicate hostile, derogatory or negative messages towards a person based on an aspect of their identity.3
This is what many people call the intention-impact gap. A lot of the time, there is a gap between what someone intended to do or say and the impact of their actions on another person.4
When having conversations on race, we need to understand that sometimes people do get it wrong, and we need to assume positive intent. That does not mean letting microaggressions or other forms of racial discrimination slide, but instead allowing room for growth and learning through dialogue.
People from the Global Majority face racially motivated microaggressions on a regular basis, which adds to their experience of being discriminated against or treated unfairly.
Why do they matter?
Microaggressions vary in terms of the impact they have on people. Some people argue that certain microaggressions were intended as humour, or complain that the concept is just a product of 'political correctness'. But evidence shows that microaggressions can have a significant impact on people.
For some people, these put-downs are a regular occurrence in the workplace, classroom and other public places. They can have seriously negative effects on their physical, mental and professional wellbeing, even if the effects may not be visible or obvious to others around them.
Microaggressions can lead to hostile and uncomfortable work environments for those experiencing them and can prevent individuals from thriving at work.
What is an example of a racial microaggression?
Microaggressions come in many forms but they can broadly be categorised as verbal, behavioural or environmental.5
An example of a verbal racial microaggression is saying "You're so articulate" to someone from the Global Majority. This insinuates that it's surprising that they speak English well. This could be deeply offensive to someone who was born and/or raised in this country but is not white, because it sounds like you have assumed that because of the colour of their skin they must not be from this country. And if they were born and/or raised elsewhere, or if they are an international recruit, drawing attention to their language skills could make them feel othered or like they are being assessed.
An example of a behavioural racial microaggression is giving someone a nickname without their permission because you're uncomfortable saying their full name, instead of learning how to say it.
An example of an environmental racial microaggression is naming rooms and buildings after white people only, or never promoting anybody from the Global Majority.
What do I do if I witness a microaggression?
When we witness a microaggression, we have a choice to make. We can choose to say something and become an active bystander, or we can choose to let it go and be a passive bystander.6
Pretending the microaggression didn't happen tends to perpetuate the problem. It can signal that this kind of language and behaviour is acceptable, and we all have a role to play in creating an environment where unacceptable behaviour is prevented.
Acknowledging that the microaggression happened is also very important. That doesn't necessarily have to involve confronting the person who committed the microaggression. Being an active bystander can be as simple as taking the person who received the microaggression aside and asking them if they're OK, and whether they would like to talk about what happened.
You can ask them if they'd like you to have a gentle word with the microaggressor to let them know that their words or actions have impacted someone negatively. Of course, if you know the individuals involved, use your knowledge of them and how they might respond to inform the way you take action.
What do I do if I think I've received a microaggression?
If you feel able to speak with the microaggressor about how they made you feel, that can be a great place to start. A lot of the time, people are simply unaware of the impact of their words or actions. All they may need is a quiet word to understand what they can do differently.
If you don't feel able to do that, get support from:
- colleagues you feel safe with
- your manager
- HR
- us, here at the RCN
- race networks and support groups that exist in many health care organisations
If you would like to learn more about microaggressions, we recommend exploring the following resources:
Toolkit: Challenging microaggressions, Imperial College Healthcare NHS Trust, (2022)
Racial Microaggressions in Everyday Life, Derald Wing Sue et al. (2007)
Disarming Racial Microaggressions, Derald Wing Sue et al (2019)
Speaking up: Challenging Microaggressions in the Workplace, The King's Fund (2022)
Microaggressions: Clarification, Evidence, Impact, Monnica T Williams (2017)
