The Need for Understanding and Addressing Microaggressions in the Workplace
Elisa S M Fattoracci1, Danielle D King1
1Department of Psychological Sciences, Rice University.
Summary
Workplace microaggressions, subtle biases harming employees, require organizational solutions. Addressing these subtle interpersonal biases is key to challenging oppression and building resilience.
Area of Science:
- Organizational Psychology
- Social Psychology
- Workplace Diversity and Inclusion
Background:
- Microaggressions are subtle interpersonal biases that harm targets and perpetuate inequity.
- The workplace, as a microcosm of society, presents unique contexts for studying microaggressions.
- Employees often lack autonomy in workplace interactions, exacerbating the impact of bias.
Purpose of the Study:
- To offer an organizational science perspective on microaggressions.
- To explore the unique manifestations and consequences of workplace microaggressions.
- To propose methods for addressing microaggressions within organizations.
Main Methods:
- Commentary engaging with existing literature on microaggressions.
- Analysis of workplace dynamics and power structures.
- Integration of organizational science principles.
Main Results:
- Workplace microaggressions uniquely impact individuals due to limited interactional autonomy.
- Organizational reward systems can reflect and reinforce systemic disadvantages.
- Addressing microaggressions organizationally is crucial for mitigating harm.
Conclusions:
- Organizational understanding and remediation of microaggressions can challenge oppression.
- Strategies addressing microaggressions foster employee and organizational resilience.
- A focus on organizational science is vital for tackling workplace adversity.
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