09/01/2025

Microaggressions in the workplace: 4 strategies for better communication

Blog article

Two people sit at a table with drinks. One, wearing a white t-shirt, smiles while looking at a laptop. The setting has brick walls and large windows.

Microaggressions in the workplace are often subtle but can still have a profound impact. Even small comments can cause emotional stress and strain the work environment. In this blog post, we explore how microaggressions arise and the effects they can have on workplace communication. Join us as we share four practical strategies to foster greater empathy and inclusion.

‘Oh, your German is really good.’ It’s a sentence that many people in Germany will recognise all too well. What may seem like a compliment at first glance has long since lost its sheen for many.

For Toni Shtereva, Advanced Visual Designer at IBM iX, it is a remark that she has heard many times. Although she has been living in Germany for 12 years, she encounters such comments time and again. They may be well-intentioned, but they often come with a bitter aftertaste, because they serve as a reminder that, despite all her efforts, she isn’t perceived as being a ‘full’ member of society. Instead, she remains the eternal ‘newcomer’.

People of colour who were born or raised in Germany frequently find themselves in such situations. These remarks may seem harmless enough, but they leave a more lasting mark than it might seem at first glance. Such comments are what is known as a ‘microaggression’. These everyday quips and jibs often have a big impact on the emotional well-being of their recipients.

To raise awareness of this issue, IBM iX has created a platform as part of its ‘Let’s Talk About Mental Health’ series. Together with mental health expert Aurelia Hack, Toni Shtereva talked about the concept of microaggressions and shared her own experiences. Her openness and practical tips prompted an honest, lively discussion that made people think – and encouraged them to change their behaviour.

What are microaggressions?

Microaggressions are subtle, often unintentional actions or comments that convey an offensive, biased or stereotypical message to marginalised or minority groups.

These statements can affect many facets of a person’s identity – be it social status, gender or sexual orientation, ethnic origin, mother tongue, age, body type, disability or religion.

Microaggressions often stem from deep-rooted prejudices and unconscious thought patterns. Although such comments tend not to be meant in a malicious way, they nevertheless leave their mark on their recipients– and reinforce existing inequalities in the process.

Micro-attacks are deliberate, intentional actions or remarks aimed at deliberately hurting a person. However, in a society that places great value on politeness, such direct attacks are comparatively rare.

Examples of micro-attacks:

assuming that someone does not speak German because of their appearance
commenting on a person’s hair type or hairstyle
inferring a person’s sexual orientation or gender identity based on their appearance
doubting a person’s accomplishments or qualifications due to their identity

Micro-insults are indirect or subtle remarks that demean a person’s origin, identity or abilities. These insults are often disguised as compliments or even jokes.

Examples of micro-insults:

making jokes about a person’s origin or ethnicity
assuming someone is a model minority by virtue of their background
commenting on a person’s ‘exotic’ appearance
telling a person with a disability that their way of dealing with it is inspiring
telling a transgender person that they don’t ‘look transgender’ or that their gender identity isn’t even noticeable

Micro-humiliations are comments that deny marginalised people their own experiences or feelings. A typical remark is that a person is overreacting in a certain situation.

Examples of micro-humiliation:

claiming someone’s sexual orientation is just a phase
asking someone where they really come from, even though they identify as German, for example
assuming an older person has no technical knowledge (Interesting article on the topic of ageism)
assuming someone has achieved something solely on the basis of their identity

Everyday examples and their impact

The open debate during the round table discussion confirmed the prevalence of microaggressions in their various forms as part of everyday situations involving families, former employers and acquaintances. Constant interruptions, mansplaining, asking colleagues about the desire to have children or even implying to someone that they only spend their money on shoes and handbags are microaggressions that the participants shared with others.

Comments intended as jokes can be inappropriate, too. Mental health expert Aurelia said that, as half-French, she is constantly hearing the comment that her favourite food is probably frogs – a statement that has long since ceased to be funny and is simply disrespectful.

Microaggressions can be even more subtle than this, as one participant demonstrated in convincing fashion. Something as seemingly minor as an inappropriate emoji in a chat or email that is then picked up on by others and turned into a recurring joke can be extremely hurtful.

Many people don’t even notice that they have crossed a line. The participants noted that microaggressions are often an unconscious, albeit unhealthy, coping strategy for dealing with stressful situations at work, and they often trigger a harsh response.

These examples show how microaggressions often occur unconsciously, yet still leave a lasting mark. However, not every unpleasant situation can be attributed to a microaggression. Often, such situations arise simply due to a lack of understanding or sensitivity. To better understand such situations, it is important to understand what miscommunication entails.

How does miscommunication occur?

Miscommunication often arises due to cultural and social differences or having different personal backgrounds.

Cultural differences

Our cultural backgrounds influence the way we communicate, e.g. directly or indirectly. Individuals from countries like Germany appreciate clarity while in cultures like Japan, hinting at something or demonstrating restraint is considered more polite. A direct request could be perceived as impolite, whereas an indirect allusion would not be understood as such.

The same applies to how body language and eye contact are interpreted. In some cultures intense eye contact is seen as a sign of interest and respect, while in others (e.g. Asian cultures) it is a mark of disrespect.

Social differences

Different social backgrounds lead to different expectations and values. One example is the use of formal or informal salutations in different social classes or professional contexts.

In Germany, informality (the ‘Du’ form) can be interpreted as both disrespectful and trust-building, depending on the social structure. Formality (the ‘Sie’ form) is generally considered polite, but younger people in particular often feel unnecessarily old and uncomfortable as a result.

Personal background

Personal experiences and ideas shape our perception and interpretation of statements and elicit different responses. For example, someone with negative experiences in a particular area (e.g. discrimination) might well be more sensitive to comments than someone who has not encountered similar experiences.

A person’s own style of communication can also lead to misunderstandings. Introverts often communicate with caution, which is easy to interpret as a lack of interest, while extroverts may be considered intrusive.

The possible consequences of microaggressions and miscommunication

Microaggressions have a negative effect on our psyche and our emotions. Those affected may experience increased stress levels and become frustrated as a result. Mental health is also affected in the long term, with the effects manifesting as anxiety, depression and low self-esteem.

Misunderstandings and conflicts in the workplace often have an adverse effect on team cohesion, collaboration and mutual trust, which can lead to lower motivation and productivity. Conflicting instructions or expectations can cause confusion and delays in completing tasks.

Tips from participants

Toni stresses that before making a comment, a person should ask themselves: Does this really help the situation? If the answer is ‘no’, silence is often the better choice. Empathy is essential. If someone does make an inappropriate comment, they shouldn’t hesitate to apologise later. Admitting that they made a mistake can do a lot to rectify the situation.

Being an ally is also important: an ally can address inappropriate behaviour and raise awareness – especially in situations where those affected feel uncomfortable discussing the problem themselves. However, it is important that all parties speak openly with each other if a comment has a negative impact in retrospect.

At the same time, everyone should work on their own resilience. One participant remarked that we unfortunately do not live in a world where everyone treats each other with consideration, making it important to take measures for self-protection and navigate difficult situations in a conscious way. A person’s mood is often a key factor: if someone is in a bad mood, even harmless comments can be offensive. In such cases, it can help to look at things from a distance.

Ultimately, it is not always important whether a comment was a microaggression or a misunderstanding – the focus should be on the fact that it made someone feel bad. The best way to deal with this is to have an open conversation: what hurt me? How does my counterpart perceive the situation?

If we are conscious of the impact that even minor remarks can have and treat each other more with more consideration, we can create a basis for more respectful and compassionate communication.

Additional resources

Biases test: implicit-association tests

Derald Wing Sue: ‘Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation’

Erin Meyer: ‘The Culture Map: Breaking Through the Invisible Boundaries of Global Business’

Free online course: ‘Diversity and Inclusion in the Workplace’ on Coursera by the University of Virginia

Toni Shtereva

Toni Shtereva is an Advanced Visual Designer at IBM iX in Berlin and is additionally engaged in the field of Diversity & Inclusion.

Aurelia Hack

Aurelia Hack is an organisational psychologist and an expert in workplace mental health (www.hackcorporatehealth.de).

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