In this blog post, we’ll explore strategies for recognizing and addressing microaggressions and biases, both overt and covert, in the workplace.

Microaggressions and biases can be insidious barriers to the success and well-being of non-binary individuals of color in corporate settings. These subtle and sometimes unintentional acts of discrimination can significantly impact their experiences. In my younger years, I wore my hair in locs. Grown out of attending college in the “lily white” town of Owosso, Michigan, I knew I couldn’t find anyone to braid my hair, let alone do a relaxer, so I decided growing locs was the easiest and most practical decision for hair maintenance. 

When I graduated college, I returned to my hometown in the DMV (DC., MD, VA). I got my first job working at a nonprofit supporting adults with differing abilities on government contracts. The microaggressions abounded in my first “professional” job, and the most surprising part was that many came from people of color. It was surprising because I didn’t realize how internalized racism, bias, and prejudice we, being people of color, had against ourselves and against each other. Additionally, having just returned home to “Chocolate City” from a place (and time) where, in the year 2000, I was referred to as “colored” as the most positive of adjectives by white people, I found myself overtly judged for my “blackness.

I recall a time when a colleague, someone with more internalized hatred than I’d ever seen, having just met me, asked me, “Did you get hired with your hair like that?” When I clarified that the “that” she was referring to was my locs, she smirked as if to say, “How dare they!” Over the years, my experiences with microaggressions in the workplace would include inquiries about my education and if I grew up “in the ghetto,” worries that I may speak black, or more often if I wanted to “transition” because my preference is for men’s clothes rather than women’s. There were more than not; I had to educate, redirect, or downright ignore questions that crossed my boundaries.

Not all microgressions are as overt as my experience. There will be moments when you ask yourself if what you heard, felt, and understood was true. This can be especially challenging when managing situations where the aggressor could be someone you trusted as a friend, someone you expected better from, and someone in a position of power. 

Before addressing microaggressions and biases, it’s crucial to recognize them. Here are some tips to help identify these harmful behaviors:

• Educate Yourself: Familiarize yourself with common microaggressions and biases and the experiences and challenges faced by non-binary people of color. Spend some time understanding the experiences of others and be clear on where your boundaries lie.
• Understanding what to look for is the first step.

• Trust Your Instincts: Trust your gut feeling when something feels wrong. Microaggressions often manifest as subtle comments, gestures, or body language that may not be immediately obvious.
• Listen Actively: Pay attention to what others say and how they say it. Be attuned to any patterns of disrespectful or dismissive language or behavior directed at non-binary individuals of color.
• Seek Feedback: Encourage open communication with colleagues and friends who can provide honest feedback about their experiences and observations in the workplace.

Addressing Microaggressions and Bias:

Addressing concerns or issues in the workplace can be difficult for people of color. It is a very real experience to have someone tell you that you are overreacting, reading too much into it, or making a big deal out of nothing. Moreover, not one of us has not been in a position when we’ve addressed a habitual line stepper only to be told that we were too aggressive, misunderstood the intention, or needed to calm down. Still, we take back our power when we call attention to behavior we know is inappropriate or likely intended to offend.  

I support all attempts to call attention to and address offenses swiftly, respectfully, and purposely. Once you’ve identified microaggressions and biases, it’s essential to take action to address them constructively:

• Stay Calm and Composed: It is true reacting calmly is more effective than losing your temper or responding in anger. Moreover, it may serve to off-balance someone who intended to off-balance you. In the face of microaggressions, it can be challenging to remain calm, but doing so can help you address the issue effectively. Take a deep breath and compose yourself.
• Address Privately: Note: This should only be done if you feel safe. If you are clear that the person’s behavior is nefarious and their intent is malicious follow formal reporting practices and speak to your EEOC employment hotline, if one exists. If safe, explain how their words or actions were hurtful and request a more respectful approach in the future.
• Document Incidents: As someone who has worked in HR for much of my career, keep a record of any microaggressions or bias incidents you encounter, including dates, times, locations, and those involved. This documentation can be valuable if you need to escalate the issue.
• Seek Support: Reach out to supportive colleagues, supervisors, or HR representatives to discuss your experiences. They may be able to offer guidance, mediate conflicts, or advocate for change.
• Promote Awareness: Consider participating in diversity and inclusion initiatives within your organization. Advocate for workshops, training, or awareness programs that address microaggressions and bias.
• Encourage Allyship: Encourage colleagues to be allies and bystanders. Allies can help address microaggressions when they witness them and offer support to those affected.
• Know Your Rights: Familiarize yourself with workplace policies and anti-discrimination laws that protect your rights. Seek legal counsel or HR support if necessary.
• Self-Care: Prioritize self-care and mental health. Dealing with microaggressions and bias can be emotionally taxing, so ensure you have coping strategies in place.

Recognizing and addressing microaggressions and bias is crucial for creating more inclusive and equitable workplaces. By educating ourselves, staying composed, seeking support, and advocating for change, we can contribute to a corporate culture that respects and values the experiences of non-binary individuals of color.