We often think of discrimination and prejudice as loud, explicit, and obvious. But the most pervasive form of harm is far more subtle microaggressions. These are the everyday comments, actions, or behaviors that, often unintentionally, communicate bias or reinforce stereotypes. They may seem small or insignificant on the surface, but their cumulative effect can be devastating.

What Are Microaggressions?
Coined by psychiatrist Dr. Chester M. Pierce in 1970, the term originally described the subtle slights and insults Black Americans faced. Today, it encompasses any subtle behavior or comment that marginalizes someone based on their race, gender, sexual orientation, disability, or other identity markers.

Examples include:

Race-based microaggressions: Asking a Black colleague, “Where are you really from?” or complimenting an Asian student with, “You’re so good at math!”
Gender microaggressions: Telling a woman in leadership she’s “bossy” instead of “assertive.”
Disability microaggressions: Speaking louder to someone in a wheelchair as though they have a hearing impairment.
While often disguised as compliments or jokes, microaggressions reveal unconscious biases that perpetuate inequality.

Why Microaggressions Matter
To those unaffected, microaggressions may seem harmless or overanalyzed. However, for the recipient, they can feel like tiny cuts that never fully heal. Over time, they contribute to:

Emotional strain: Constantly feeling the need to prove oneself or explain one’s identity.

Workplace inequity: Undermining the confidence and contributions of marginalized individuals.
Cultural exclusion: Reinforcing the idea that some people don’t “belong” in certain spaces.

How to Address Microaggressions
Acknowledge and reflect: If someone points out your comment as a microaggression, listen. Avoid becoming defensive and reflect on the impact of your words.

Educate yourself: Learn about biases and stereotypes, so you’re less likely to perpetuate them.

Call it out: If you witness a microaggression, gently but firmly address it. Use “I” statements to avoid escalating tension, e.g., “I think that comment could come across as hurtful.”

Create safe spaces: Foster environments where marginalized individuals feel seen, heard, and valued.

Recognizing and addressing microaggressions requires empathy and humility. It’s not about shaming individuals but about fostering understanding and creating a world where everyone feels they belong.

In the end, the question is not whether microaggressions are “too small” to matter. The real question is: Can we afford to ignore the damage they inflict? Let’s choose to see the subtle knives and dull them with compassion.

By Edima Columbus