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The following article was published in our article directory on February 1, 2017.
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Minimizing Microaggressions To Drive Workplace Performance, Productivity and Profitability

Article Category: Leadership

Author Name: Theodore Henderson

Microaggressions exist wherever there is a hint of racism, sexism, or homophobia. It�s no longer surprising how it has encroached all workplaces making professional lives more challenging. But how it impacts your business is even more incredible. More than $500 billion worth of productivity is lost per year because of microaggressions in the workplace.

While microaggression is nothing new, it cannot be accepted as a norm in the workplace. More so, incoming generations joining the workforce cannot be left to deal with it defenseless. It is, therefore, important to recognize microaggressions in the workplace, manage it effectively and know how it can be used for driving performance, productivity and profitability.

Microaggressions in the workplace is a byproduct of diversity. Although the ultimate end is good, you cannot allow microaggressions to consume your people as well as your profit. Recognize where it starts, learn how to micro-manage them and grow with the process.
Recognize where it starts
Microaggression is a subtle way to show one�s biases and discriminating tendencies. Any statement, jokes or inquiries alluding to someone�s gender, race, or even age, can be a sign of microaggression, most especially, if it�s said in the context of one�s weakness.

A high turn over rate can also be a sign of microaggressions in the workplace. Any personal attack based on one�s unique qualities can build up feelings of incompetence or inadequacy, which leads to underperformance and settling for a different job.

Microaggression can also be seen in how your work achievements or experience are evaluated and how these are used against you. If the company executives are mostly male, or the whole company is made up only of 2 to 3% African American, Asian and Hispanic, this could potentially be a sign of microaggressions in the workplace.
Micro-managing microaggressions
The workplace is every worker�s second home. The environment should make them feel secure and respected. This starts with having an open communication line among workers and with the management. Create sessions that are intended solely for discussing microaggressions to raise awareness and to minimize these behaviors at work.

There has to be support groups or forums that allows reporting of incidences of microaggressions. This could inspire making new policies that are more inclusive and improve the company�s ethical standards.

It�s also good if the workers are involved in the community. This allows them to learn about each other and the bigger problems out there that they can help to solve together.
Grow with the process
Make your workers aware that working for professional success is not an end in itself. A person�s self-worth also comes from the wealth of experience and relationships he or she has built over the years.

Celebrate every worker�s uniqueness in the workplace especially on International Women�s Day (March 8), LGBT Pride Month (June), International Day of Older Persons (October 1), and International Day of Persons with Disabilities (December 3). This uniqueness can bring more quality and value to the work environment. It enriches one�s work-life experience by being able to embrace their true person.
Microaggressions in the workplace will continue to challenge every aspect of the business � its processes, organizational structure, network of people, ethical standards and its overall success. Regardless of size or nature, every organization should lay an effective groundwork for a workplace that secures both its people and the business in the years ahead.

Improving work relationships may not have a numerical value on its own, but better quality of work environment does translate into higher productivity. And that�s what makes the people such an invaluable resource directly impacting your profitability.

Keywords: microaggression, microaggression and teamwork, leadership and microaggression, emotional intelligence and microaggression, microaggressions in the workplace, dealing with microaggressions at work, gender and microaggression, being black in the workplace, microaggressions in everyday life

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