Workplace Microaggression –

All That You Need To Know

By: Poorvi Gupta

“Why are you leaving early today?” or “will you be able to travel to the interiors
of India” are all examples of microaggression at the workplace, says Diversity
and Inclusion consultant, Shruti Swaroop during her conversation with Ungender.
Shruti tackles sexist questions head-on, and this one time countered with, “Would
you have asked the same question to the gentleman sitting next to me?.”

What is Gendered Microaggression and Why Is It Important?

The term “microaggression” was coined only about 50 years ago by Harvard
University professor Chester M Pierce and is therefore a relatively new idea.
While microaggression is a term given to the inherent biases and stereotypical
behaviour that people have to face because they belong to a certain gender, race,
community, caste, creed, nationality etc. hampering their dignity, today we are
tackling gendered microaggression.

Contrary to popular perception and the age of the term – gendered

microaggression is very common in our society and is one of the many
ways that harassment manifests itself in the workplace.

It becomes important to recognize gendered microaggression at the workplace

because a hostile workplace is not just against the law but also because
microaggression can be detrimental to women’s participation in the workforce.
India slipped in its rankings on the World Economic Forum’s Gender Gap Index,
this year, to a rank of 112 from 108 – a fall of five places putting us
behind countries like China (106th), Sri Lanka (102nd), Nepal (101st), Brazil
(92nd), Indonesia (85th) and Bangladesh (50th). While it would be an
exaggeration to blame microaggression alone for it, we all know how difficult it is
work or live with passive aggression of any kind.

Given this it is worthwhile to try and address the root cause of microaggression,
“At the base of it all, are the power equations dictated by patriarchal mindsets.
Patriarchy is a social and ideological construct, which allows specific roles to men
and women with the underlying theory that men are superior to women. When
you dissect it, it is nothing more than power play to fit men and women into
stereotypes. It is not cultural, and it certainly is not natural,” says Dr Saundarya
Rajesh, founder of Avtar, which provides both strategy and implementation
solutions in Diversity & Inclusion.

The Fallout of Microaggression

Smiti Deorah, Co-Founder and COO at Advantage Club, shares some more
examples of microaggression as she notes, “From a microaggressive behaviour
standpoint, people don’t really realize, and it is primarily unintentional. Most
common responses are that it was a joke, or it was not supposed to not be taken
seriously. While asking women if they are married or single during a job
interview is a very common example, there are also other ways it manifests – for
example if employees are going out for a team meeting and a male employee
refuses to carpool with a woman because they think women are bad drivers. In
fact, women also carry biases against other women, for example, women in
leadership can also be victims of the mindset that the productivity of a woman
may be less than a man because there might be distributed priorities while
recruiting.”

On how gendered microaggression makes women or members of the

LGBTQIA community, for example, feel and how it impacts their work,
Swaroop believes that it primarily leads to self-doubt. “The greater
number of times a person is looked down upon, the worse it impacts their
mental well-being. These are such deep-rooted biases that they don’t just
manifest at the workplace but in life. Organizations are also the
representation of the society we live in. When you are being characterized
by your gender and being taunted for belonging to a certain gender, how
is that workplace going to be non-toxic and non-exhausting for anyone?”

Is Change Afoot?
Dr Rajesh adds that the change is indeed happening, at least in corporate set ups.
“In the last decade when conversations on Diversity & Inclusion became
mainstream and an important part of business discussions, initiatives driving
inclusion have had several different avatars. At the core are initiatives to looking
to create gender consciousness as part of the organizational culture – from
training interventions to fostering a culture of male allies; to diversity
appreciation sessions to training programmes on POSH; these interventions span a
wide spectrum. Deepening on an organisation’s commitment to create an inclusive
culture, we see these organizations offering generous paid paternity leave, and in
some cases gender-equal and neutral parental leave,” says Dr Rajesh.

Menstrual products company, Sirona founder Deep Bajaj also shares how he
keeps microaggression at bay in the workplace in his company. “The company
has a special place for the female members of the Sirona family. It is called Sirona
Sisterhood. We have reserved an hour-long slot for them to enjoy some quality
sister time at the office every Wednesday evening. This is their time when they
can chill, share stories, have fun and bond with each other. Of course, no men are
allowed, but the entire office lights up with their laughter around this time every
Wednesday (these meetings take place in the conference room). We have an all-
women Facebook community as well with the same name- Sirona Sisterhood.
This is a space for women to connect with each other and discuss issues without
any filters. This group is open to other women too.”

Experiences of companies such as Sirona contain valuable lessons for the

rest of us – working in a space so personal to women that it almost still
continues to be a taboo, men likely find it hard to completely understand
the issues women face and then create products around it.

We asked Bajaj how being an observer and listener in this industry feels, in his
own words “having closely observed my wife suffer due to inadequate
infrastructure to cater to women’s intimate hygiene needs, I feel strongly for the
issues Sirona aims to resolve. Yet, operating in this domain, I often find myself in
spots where I feel if only I were a woman, I would have understood things much
better. Here, our female members come to the rescue, taking over important roles
in product development, need analysis and so much more! We hold extensive
discussions, numerous internal reviews before product launches and our women
are the ones to guide the rest of the team”.

It seems like placing women at the center of a workplace is both

productive and helps keep a microaggression-free workplace for all.

First Principles To Keep Microaggression At Bay

While Bajaj’s policies particularly of collectivizing women is a good idea for
other companies to follow Dr Rajesh has additional suggestions which can help
reduce instances of microaggressive behaviour at the workplace:

While responding to micro-aggressive behaviour, one principle to remember is

that the aggressor should not feel that he or she is under attack for his/her
comment. If we want people to hear what we are saying and potentially change
their behaviour, we must think about things that will not immediately make them
defensive.

Learning to draw boundaries and finding support among allies are important steps
in dealing with microaggression. While responding to microaggression, using the
three tactics below can help in confronting or responding to the individual who
has been using microaggression as a strategy to put down female colleagues:

Ask for clarifications: “Could you say more about what you
mean by that?” OR “How have you come to think that about
me?”

Separate intent from impact: “I know you didn’t realize this,

but when you said/did this (comment/behaviour), it was
hurtful/offensive. Instead, you could have said/done this
(different language or behaviour.)”

Share how you manage your own behaviour in a similar

situation: “I noticed that you said/did (comment/behaviour). I
used to do/say that too, but then I learned that people get
hurt.”

Also read: How To Differentiate Between ‘Harmless’ And ‘Harassing’

Behaviour
About the author: Poorvi Gupta is a freelance journalist working in the gender
space. She is mostly optimistic about the progress women are making in male-
dominated spaces and feels passionately about women speaking up at the
workplace or in public spaces battling intersectional odds.

Ungender Insights is the product of our learning from advisory work at

Ungender. Our team specializes in advising workplaces on workplace diversity
and inclusion. Write to us at contact@ungender.in to understand how we can
partner with your organization to build a more inclusive workplace.