Examples of Microaggression at Work: What They Look Like and Why They Matter
Microaggressions are subtle comments, behaviours or assumptions that communicate a negative or stereotyped message about someone’s identity or rights. They are often unintentional — but their impact is real. Workplace microaggressions can be linked to poorer psychological wellbeing, reduced physical health, and lower job satisfaction.
This article explains what microaggressions look like at work, why they happen, and practical examples.
What Are Microaggressions?
Microaggressions are subtle comments, behaviours, questions or environmental signals that express negative assumptions about someone’s identity — such as race, gender, disability, sexual orientation, religion, experience, education, heritage or background. They may appear harmless, but they can make people feel excluded, stereotyped or dismissed.
Psychologists group microaggressions into three types:
Microinsults — insensitive comments that demean identity
Microassaults — intentional discriminatory behaviours
Microinvalidations — dismissing or undermining someone’s lived experience
Examples of Microaggression at Work
1. Race‑Related Microaggressions
Race‑related microaggressions occur when assumptions or comments are made based on skin colour, ethnicity or perceived nationality.
Examples
Asking “Where are you really from?” — implying the person does not truly belong
Saying someone’s name is “too hard to pronounce” and choosing a different name instead
Commenting “I don’t see colour” — which can invalidate lived experiences of racism
Assuming skills or hobbies based on race (e.g., “People like you are always good at…”)
Telling someone “You speak English very well” — implying it’s surprising they do
2. Gender‑Related Microaggressions
Gender microaggressions stem from stereotypes, outdated gender roles or assumptions about capability.
Examples
Assuming a woman in a meeting is there to take notes rather than contribute expertise
Benevolent sexism, such as describing femininity as weakness or needing protection
Ambivalent sexism — switching between supportive and dismissive attitudes depending on context
Interrupting women more frequently than men
3. LGBTQ‑Related Microaggressions
These microaggressions include assumptions, jokes or comments rooted in homophobia, biphobia or transphobia.
Examples
Asking invasive questions about someone’s gender identity or sexual orientation
Using phrases like “You don’t look gay” or “You’re too feminine/masculine to be trans”
Treating a colleague’s partner as less legitimate than a heterosexual partner
- Using phrases such as “people like you”
4. Disability‑Related Microaggressions
Microaggressions toward disabled colleagues often involve assumptions about capability or dismissing lived experience.
Examples
Saying “You don’t look disabled” — invalidating invisible disabilities
Speaking to a colleague’s support worker instead of the colleague themselves
Assuming someone cannot perform certain tasks without asking
5. Age‑Related Microaggressions
Age microaggressions target younger or older employees through stereotypes about capability or experience.
Examples
Assuming older colleagues cannot contribute to work productively
Telling a younger colleague they are “too young to understand”
Assuming older employees cannot adapt to new technology
6. Microinvalidations: Dismissing Someone’s Experience
Microinvalidations occur when someone’s lived experience is minimised or dismissed.
Examples
Saying “We all struggle — I know exactly how you feel” when someone describes a challenge linked to identity, such as race or gender. Example: A Black sales person describes barriers in her industry, and a white colleague responds by equating her experience with her own — unintentionally invalidating the additional barriers that Black women face
Responding to concerns about bias with “You’re being too sensitive”
7. Microinvalidations: Communication
Communication microaggression when one person uses words or body language to dismiss another person’s thoughts or right to contribute. These microaggressions are very typical and common in everyday communication especially when the parties are under pressure.
Examples
Rolling eyes during a discussion
Interrupting a person during a discussion
Not giving the other person enough eye contact
Not replying
Why Microaggressions Matter
Microaggressions accumulate over time and can lead to:
poorer psychological wellbeing
reduced physical health
lower job satisfaction
weaker team cohesion
reduced trust in leadership
higher turnover among marginalised groups
Even when unintentional, they shape workplace culture and influence how safe, valued and respected people feel.
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