Engineering teams, characterised by their diversity in thought and background, often face subtle yet damaging behaviours known as microaggressions.

Microaggressions, though often subtle, can have a profound impact on individuals and teams.

These seemingly small actions or remarks can have profound effects on team dynamics, productivity, and individual well-being.

By understanding, addressing, and preventing these behaviours, engineering teams can foster a more inclusive and productive work environment. Leaders and colleagues alike must commit to continuous learning, open communication, and proactive measures to create a culture where everyone feels valued and respected.

Understanding Microaggressions

Microaggressions are brief, everyday exchanges that send denigrating messages to individuals based on their group membership. Although often unintentional, these actions can perpetuate a culture of exclusion and discomfort. Here are the main types of microaggressions that your tech team could encounter:

Microassaults: Explicit, derogatory remarks or actions intended to hurt the target group.

Examples: Using racial slurs, telling sexist jokes, or deliberately excluding someone from a meeting.

Microinsults: Comments or behaviours that convey insensitivity and demean a person’s identity or heritage.

Examples: Saying “You speak English very well” to a non-native speaker, implying surprise at their proficiency, or questioning a woman’s technical ability in a male-dominated field.

Microinvalidations: Statements or actions that negate or nullify the experiences or feelings of the target group.

Examples: Telling a person of colour that “I don’t see colour” or dismissing a colleague’s experiences of discrimination by saying “It’s all in your head.”

The Impact of Microaggressions

Microaggressions, although subtle, can accumulate over time, leading to significant adverse effects on both individuals and the team as a whole:

– Reduced Job Satisfaction: Repeated exposure to microaggressions can diminish an employee’s satisfaction and engagement with their work.

– Decreased Productivity: The emotional toll of microaggressions can distract employees and reduce their overall productivity.

– Higher Turnover Rates: Employees who feel undervalued and disrespected are more likely to leave the organisation.

– Mental Health Issues: Constant exposure to microaggressions can contribute to stress, anxiety, and depression.

– Erosion of Team Cohesion: A culture where microaggressions are unchecked can lead to a lack of trust and collaboration among team members.

Managing Microaggressions as a Leader

As a leader, it is crucial to actively work towards creating an inclusive environment. Here are steps to take:

1. Education and Training:

– Conduct regular training sessions on diversity, equity, and inclusion.

– Ensure that everyone understands what microaggressions are and their impact.

2. Establish Clear Policies:

– Develop and enforce policies that define and prohibit microaggressions.

– Make it clear that such behaviours are unacceptable and will be addressed promptly.

3. Foster Open Communication:

– Create a safe space for employees to voice their concerns without fear of retaliation.

– Encourage feedback and actively listen to employees’ experiences and suggestions.

4. Lead by Example:

– Model inclusive behaviour in your interactions and decision-making processes.

– Address microaggressions immediately when they occur, demonstrating your commitment to an inclusive culture.

5. Support Affected Employees:

– Provide resources such as counselling services or support groups for employees affected by microaggressions.

– Ensure they know their experiences are taken seriously and that they have the support they need.

Managing Microaggressions as a Colleague

If you observe microaggressions among your peers, you can play a pivotal role in addressing and preventing them:

1. Acknowledge and Validate:

– If a colleague shares their experience, listen actively and validate their feelings.

– Avoid dismissing or minimising their concerns.

2. Speak Up:

– Politely but firmly address the microaggression if you witness it. For example, say, “I don’t think that’s an appropriate comment.”

– Use “I” statements to express how the behaviour affects you and the team.

3. Educate Yourself and Others:

– Learn about different forms of microaggressions and their impact.

– Share your knowledge with colleagues to raise awareness and foster a more inclusive environment.

4. Support Affected Colleagues:

– Offer your support and let them know you are there for them.

– Encourage them to report the incident if they feel comfortable doing so.

Steps to Avoid Microaggressions

Creating a microaggression-free workplace requires proactive efforts from everyone. Here are step-by-step actions to take:

1. Self-Awareness: Reflect on your own biases and assumptions. Take implicit bias tests and seek feedback from others.

2. Continuous Learning: Participate in workshops and training sessions on diversity and inclusion regularly.

3. Mindful Communication: Think before you speak. Consider how your words might be perceived by others. Use inclusive language and avoid stereotypes.

4. Encourage Inclusivity: Advocate for diverse perspectives in meetings and project teams. Celebrate the achievements and contributions of all team members equally.

5. Monitor and Evaluate: Regularly assess the workplace climate through surveys and feedback sessions. Use the data to make informed changes and improvements to policies and practices.

The Importance of Building an Inclusive Culture

Inclusive teams make better business decisions up to 87% of the time.

According to a McKinsey report, companies in the top quartile for gender diversity are 25% more likely to have above-average profitability. Building an inclusive culture is not just a moral imperative; it also drives business success. Statistics show that diverse and inclusive teams are more innovative and perform better financially.

Deep dive on how to build one in this interview with Cassandra Hoermann, Employer Branding Expert.