Microaggression is a real concern in today’s workplace, but many people do not realize what is happening or what their rights are in these situations. Microaggression describes the practice of feeling seen or judged for the wrong reasons. It is not easy to prove that microaggression is occurring, but when it does happen, it can be a serious violation of your rights, and you should speak up with the help of an employment attorney. A San Francisco employment attorney from The Armstrong Law Firm can help you with this type of issue.
Understanding What Microaggression Is
Microaggressions are stereotype-formed subtle behaviors that affect people, often in a marginalized group. Over time, they add up and become a conflict-causing concern. Sometimes, it may be a stressor that is behavior, while others could be verbal or environmental factors that contribute to this sense of being judged. In short, no one is outright making a discriminatory accusation, but there is something that just is not right, and ultimately, this leads to conflicts.
Examples of Microaggressions
In the workplace, such types of microaggressions are simply not okay. Yet, they happen more often than many people realize. Consider the following examples:
- Microassault: This is overt discrimination or some type of criticism that occurs intentionally to discredit another group. This could include belittling actions, put-downs, or bullying, often with racial epithets or symbols or even graphic displays.
- Microinsults: These are situations in which there is some type of communication about a demographic group being not respected, often related to some type of stereotype. For example, a person may assure you that you are not a stereotype for people of your culture or background. They may judge a woman as being “harsh” even though the same actions by a male are considered accepted.
- Microinvalidations: Another common type of concern relates to comments or actions that dismiss another person’s experiences or the experiences of disadvantaged group members. When members of that group express the need for change or a way to express themselves, and others within the workplace mock that, this could be concerning.
When to Do Something About Microaggressions in the Workplace
These examples are just examples of what could occur. If you feel as if someone else is making fun of you, abusing you, or otherwise discriminating against you, even at the level of a microaggression, you have the right to take legal action. It is critical that you document what is happening and ensure that you are reaching out to your own attorney to hold those who hurt you accountable. If you feel you are the victim of microaggressions, note that this is something you can take action against. Seek out the support of your peers and loved ones, recognize your own values, and address the situation head-on by confronting the person making the statements or engaging in the activity. Then, seek out action from the human resources department. If they fail to take action and you continue to experience these abuses, contact a workplace discrimination attorney in San Francisco to discuss your case. Doing so can help you to get results.