Microaggressions – more than just “harmless” comments!

“You think really rationally for a woman” or “No, I mean, where are you really from?” seem harmless at first glance, or even meant as a compliment. In fact, they are expressions of subtle and often unintentional forms of discrimination based on stereotypical assumptions. These are also called “microaggressions” because they come across as inconspicuous. Such remarks can also be found in sentences such as “You speak German really well!”, “You're not as sensitive as I thought,” “That was probably just luck,” or “I wouldn't have expected that at your age.”

Precisely because these statements seem banal at first glance, their discriminatory implications often go unrecognized. For those affected, however, they can have noticeable consequences – from irritation and frustration to a feeling of exclusion, whether at work, in education, or in their private lives.

 

What are microaggressions?

Research offers various definitions: Microaggressions are described as brief, everyday verbal, nonverbal, or environmental messages that contain both conscious and unconscious derogatory or hostile meanings toward minorities or groups subject to prejudice. ₁

The study by Sue et al. (2007) distinguishes between three main forms of microaggressions:

1. Microaggressions: Microaggressions are overt and intentional acts of discrimination or insults, which manifest themselves, for example, through the use of derogatory terms or the deliberate exclusion of individuals.
2. Micro-injuries: Subtle comments or behaviors are referred to as micro-injuries. These imply low expectations (e.g., “You speak German well” to a person who was born in Germany).
3. Micro-devaluations: Micro-devaluations are statements that downplay or devalue the negative experiences of members of a minority (e.g., “I don't see skin color; we are all the same”).

The second and third forms are particularly common and at the same time difficult to recognize and classify.

 

Microaggressions in the workplace

Power, pressure to perform, and the pursuit of social recognition shape everyday working life, making the workplace a particularly sensitive place for microaggressions. Women, members of ethnic or social minorities, and younger and older employees are particularly affected. Microaggressions often manifest themselves in subtle ways, such as interruptions or being ignored in meetings, or by repeatedly questioning someone's skills and expertise. They result from the assumption by the so-called aggressor that a person does not have enough skills to make useful contributions in meetings or to be up to a certain task. This is often based on a marginalized characteristic such as age, origin, or gender.

Discrimination against women through microaggressions is a sign that women in the workplace are still not attributed the same competence as men. They are perceived as less effective, receive less positive performance evaluations, and are less likely to be hired in male-dominated professions. ₂

“You're so sensitive” is a prime example of one of the most common microaggressions women encounter in the workplace. Such statements devalue legitimate emotions and arguments by portraying women as overly emotional across the board.

Although many workplaces ideally take an active stance against overt forms of microaggressions, subtle forms of discrimination often go unrecognized or are downplayed, even by those affected. As a result, they are an everyday problem in many organizations. Even where formal equality exists, subtle structures of inequality can persist in this way.

 

Effects of microaggressions in the workplace

Even though individual microaggressions may seem harmless at first glance, numerous studies show that their cumulative effect can be considerable. Repeated subtle disparagement or discrimination can have a variety of effects. Those affected often report

• Increased stress and emotional exhaustion
• Declining self-esteem and self-confidence
• Lower job satisfaction and motivation
• Higher likelihood of burnout and turnover (withdrawal or even resignation) ₃

A recent study by IKK Classic provides more detailed results on this topic. ₄ The effects of discriminatory microaggressions on the psyche of those affected are particularly significant. These effects are also linked to poorer work performance.

Why companies should actively combat microaggressions

Companies often underestimate the extent of damage that microaggressions can cause in the long term. Yet there is evidence that eliminating them from the workplace also brings considerable economic benefits:

1. Better working atmosphere and psychological safety: Teams that work together respectfully and inclusively are more creative, productive, and resilient. ₅
2. Lower turnover and higher retention: Employees stay where they feel valued and can therefore invest more energy in their work.
3. Greater diversity and profitability: People from a wide variety of groups feel comfortable being part of the company. Studies show that the more diverse a company is, the more likely it is to be above-average profitable in the next quarter, by 62%. ₆

Starting points for prevention and intervention in the case of microaggressions

It is crucial to recognize that microaggressions can also be an everyday problem in one's own work environment. Self-reflection and acknowledging possible misconduct or unconscious biases are key steps in effectively addressing the causes of such dynamics. A supportive work environment is created where those affected feel safe to openly share their experiences and feelings, and where perpetrators of microaggressions are willing to take responsibility and reflectively adjust their behavior. A culture of respectful interaction forms the crucial foundation for this.

It is helpful to establish clear guidelines that provide guidance on how to deal with microaggressions. These include direct conversations between the affected person and the perpetrator, the option of contacting a trusted contact person, or raising the issue in employee appraisals. Clear consequences should also be defined to ensure that discriminatory behavior is neither trivialized nor denied. Such measures help those affected feel that they are being taken seriously, supported, and protected.

In addition, training and education on dealing with microaggressions for both managers and employees can help raise awareness and promote constructive forms of communication in conflict situations.

 

 

SOURCES:

₁ Diehl, A. B., Stephenson, A. L., Dzubinski, L. M. & Wang, D. C. (2020). Measuring the invisible: Development and validation of the Gender Bias Scale for Women Leaders. Human Resource Development Quarterly, 31(3), 249–280.

₂ Sue, Derald Wing, Christina M. Capodilupo, Gina C. Torino, Jennifer M. Bucceri, Aisha M. B. Holder, Kevin L. Nadal, und Marta Esquilin. 2007. „Racial Microaggressions in Everyday Life: Implications for Clinical Practice.“ American Psychologist 62(4):271–86. doi:10.1037/0003-066X.62.4.271.

₃ Wong, Gloria, Annie O. Derthick, E. J. R. David, Anne Saw, und Sumie Okazaki. 2014. „The What, the Why, and the How: A Review of Racial Microaggressions Research in Psychology“. Race and Social Problems 6(2):181–200. doi:10.1007/s12552-013-9107-9.

₄ IKK-Studie (2025): Vorurteile und Diskriminierungen machen krank. https://www.ikk-classic.de/gesund-machen/vorurteile-machen-krank (last access december 09, 2025).

₅ McKinsey & Company. (2024). Diversity Matters Even More: Continental Europe. https://www.mckinsey.com/de/~/media/mckinsey/locations/europe%20and%20middle%20east/deutschland/news/presse/2024/2024%20-%2003%20-%2006%20diversity%20matters/diversity-matters-even-more%20europe.pdf (last access december 09, 2025).

₆ McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters. https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf (last access december 09, 2025).