You might have felt a bit off after a comment – wondered why? That could be a microaggression. They’re those small, sometimes unintentional, things people say or do that can leave others feeling not-so-great.

Now that we know what they are, how can we deal with them?

Promote Awareness and Education

Conducting workshops or #training sessions can help employees understand what microaggressions are and how they can affect others. HR can help employees identify and address microaggressions in the workplace.

Develop and Implementing Clear Policies

HR should develop and implement clear policies that condemn such behavior. By having these policies in place, HR can send a strong message that microaggressions will not be tolerated within the organization.

Establish a Reporting System

HR should establish a confidential reporting system to encourage employees to report incidents of microaggressions. It is crucial for HR to create a safe space for employees to voice their concerns and be assured that their complaints will be handled seriously.

Implement Implicit Bias Training

HR should implement implicit bias training programs to help employees become aware of their unconscious biases. This training can help individuals recognize and counteract these biases, fostering a more inclusive work environment where microaggressions are less likely to occur.

Provide Support and Resources

This can include access to counselling services, networking opportunities, mentorship programs, and diversity-focused training initiatives.