How Many Of Us Are Using These Microaggressions?
They can be hidden in plain sight.
Have you ever had a procurement colleague seem a little miffed after you’ve said something, but you have no idea why what you said was offensive?
One of the reasons why this could be happening is what’s called microaggressions. Microaggressions are an outcome of structural and systemic inequalities over generations that manifest in smaller snippets of behaviours. This can include racism in the form of comments, stereotypes on people’s racial identity that are a form of prejudice.
Although the name ‘micro’ may make these aggressions sound harmless, they most certainly are not. Those who experience them over the course of their career are more likely to suffer from stress and poor mental health, and they also negatively impact people’s careers, including increasing burnout and decreasing job satisfaction.
Microaggressions form part of a negative behaviour that needs to be stopped – whether people want it or not – good governance and protection of people at work, means it needs to happen.
Here are some microaggressions often found in the workplace*:
- Mental health
With more procurement professionals than ever before experiencing burnout, it’s critical that we all take mental health seriously. Yet, there are so many phrases that we commonly use that reference mental health in a derogatory way.
To avoid causing offense when it comes to mental health, avoid doing the following:
- Using terms that reference mental health to otherwise describe something astonishing, for example, ‘That’s insane’, or ‘That’s crazy.’
- Minimizing the experience of those currently experiencing mental health issues. For example, if you know or suspect someone is depressed, avoid saying ‘You don’t seem depressed … you seem fine!’
- Speculating on whether or not a colleague has a mental health issue based on their behaviour.
- Using mental health diagnosis to describe someone’s behaviour (even if it’s in a positive light). For example, for someone who is brilliant, organised or a little socially awkward, don’t joke about that person ‘being on the spectrum,’ or ‘a bit OCD.’
- Race, ethnicity and citizenship
All procurement professionals know that we perform best when we work in diverse teams and for that to happen, we are all responsible for creating welcoming and inclusive environments.
To do so, ensure that you’re not doing any of the following:
- Making comments that are meant to counter stereotypes, but do the exact opposite. For example, saying something like ‘You’re not like other Asians!’ signifies that there are stereotypical expectations of a certain race.
- Questioning merit, for example, statements such as ‘I believe the most qualified person should get the role.’ If you are selecting someone from a minority race, this may be misinterpreted to mean that that person was given an unfair advantage.
- Asking someone where they are really from or commenting on how good their English is. These statements signal that a person may not really be from their place of origin or that English, as their second language, isn’t as good.
- Gender and sexuality
Despite the pandemic presenting a once-in-a-lifetime opportunity for gender equality in procurement, sadly, we have not reached it. In order to create a more gender and sexuality-equal work environment, though, avoid the following:
- Making comments based on stereotypes, for example, saying to someone (typically a woman) that she’s being too ‘sensitive’ or ‘emotional.’
- Calling people inappropriate nicknames, even if they are meant in an endearing way, for example, saying ‘Thank you, sweetheart/darling.’
- Saying things such as ‘this is so gay’ to signify something is bad.
- Asking someone whether they have a husband or wife. These questions assume heteronormativity.
- Parental status
With almost 4 in 5 of us becoming parents at some point in our life, it’s important that we make parents feel welcome in the workforce, but also that we make non-parents feel equally welcome.
To do so, avoid doing the following:
- Making assumptions about why someone wants to work flexibly. For example, saying things like ‘she’ll definitely only work part-time when she’s back from maternity leave.’
- Equating paternity leave to a holiday. For example, when someone returns to work, asking them how their ‘time off’ was.
- Assuming someone wants, or doesn’t want, certain opportunities or to work certain hours based on their parental status.
- Assuming that someone can work longer hours because they aren’t a parent.
We hope the list above causes you to think and rethink what you hear and what you say to others at work. If you are unsure if you have caused a microaggression, don’t be afraid to be vulnerable and ask for feedback and if you have, learn to apologise meaningfully and do better next time. When you are observant of your own behaviour, and are willing to change, it makes all the difference to others’ experience of respect and inclusion.
Do you have any thoughts? Please let us know in the comments below.
