Microaggressions 101: Recognising the hidden biases women face at work

Whenever the FIFA World Cup comes up in conversation, I can’t help but think back to the 2018 edition when I was in high school. Football was the only topic during lunch, and I remember excitedly mentioning my favourite team. And, of course, the boys’ immediate response was, “Name five football players of that team.” Funny how, when one of the boys mentioned his favourite team, no one asked him to list anything. Just the usual assumption that a girl talking about sports must be bluffing. At the time, I didn’t realise there was a term for this behaviour: Microaggression. This assumption, even if it wasn’t malicious, fits into the category of microaggression because it is a subtle yet biased reaction based on gender. It’s the casual “prove it” mentality reserved exclusively for women.

Such microaggressions follow women through every stage of life, especially in their careers. Deloitte’s Women @ Work report reveals that 40% of women from ethnic minorities and 45% of women with disabilities encounter microaggressions in the workplace. Furthermore, research from McKinsey shows that these microaggressions caused 78% of women to self-shield and quit.

So, what exactly are microaggressions?

Microaggressions are often unconscious ways people express sexism, racism, or other biases against marginalised groups. These aren’t full-on aggressions. Instead, they come off as subtle comments or actions.

Even people with the best intentions can unknowingly discriminate or harm others through unconscious bias. “You speak English really well.” It’s nice to see a woman in a leadership role.” “Are you sure you want to do that?” These seemingly innocent comments or actions are still microaggressions.

In many workplaces, people often describe a woman’s actions in ways they wouldn’t use for a man. Society proudly calls male entrepreneurs “young and promising,” while they label women “young and inexperienced.” They refer to men as “experienced and knowledgeable,” but call women “experienced but worried.” They see men as “cautious, sensible, and level-headed,” yet view women as “too cautious and unsure.” These are just a few examples of gender microaggressions, which have become so common that we often overlook them.

Being told You are ‘too sensitive’ or ‘too emotional’

Suppose a woman does call out her colleague for his sexist comments. Instead of addressing the issue, he turns to her and says, “You’re too uptight. Can’t you take a joke?” This response is a microaggression in itself, implying that women are overly sensitive and lack a sense of humour.

You might ask, why is calling someone “emotional” a microaggression? In many workplaces, people put women down, as if being emotional makes them less “rational.” Women are told to “calm down” or tone down their emotions at work. And it’s not just at the office. This label gets thrown at women in politics, entertainment, the medical field, or anywhere they try to speak up.

Women’s work miscredited

There’s nothing more frustrating than having someone take credit for your work. Nearly every working woman, especially interns who are just starting their careers, has faced this situation at least once. Ever shared an idea in a meeting, only for it to be brushed off, and then ten minutes later, a man repeats the same thing, and suddenly everyone thinks it’s brilliant? Such microaggressive behaviour sidelines women’s voices in the workplace.

There are countless examples of women not getting credit for their inventions, ideas, or products. Many of the things we use today were actually made by women, yet their male colleagues often won the awards.

According to McKinsey’s “Women in the Workplace 2023” report, 32% of women with disabilities feel others take credit for their ideas, as do 26% of LGBTQ+ women. About 21% of all women experience this, with 21% of white women, 17% of Asian women, 15% of Latinas, and 22% of Black women saying someone else gets the recognition for their work.

Benevolent sexism: Another form of microaggression

Benevolent sexism is another type of microaggression when male coworkers play the overprotective, fatherly role, treating women as too “pure,” “innocent,” or “helpless” to handle workplace stress or workload. In other words, they get infantilised, stripped of their professional agency, and subtly sidelined.

Benevolent sexism is very different from what’s called “hostile” sexism because it often appears well-meaning or harmless, which is precisely why it’s a microaggression. A manager who displays hostile sexism might refuse to promote a woman, claiming she can’t handle the job simply because she’s a woman. However, with benevolent sexism, the manager might think she’s a great employee but decide not to promote her, assuming the new role would be too stressful or dangerous for her. It’s basically overhelping, meant with good intentions, but it ends up being patronising and holds women back.

Invasion of space and inappropriate touching

Inappropriate touching at work includes any intentional contact made without consent. Sometimes, it’s driven by sexual intent, sometimes not, but either way, let’s not normalise it.

Microaggressions around personal space go beyond inappropriate touching. Think about “manspreading.” While it might not seem like a huge issue, it is still microaggressive behaviour rooted in sexist cultural values and gender norms. Men often take up more physical space than women and feel encouraged to do so. It is a quiet display of entitlement that women’s personal space should adapt to men’s needs and desires.

Pet names at work is also a microaggression

Pet names at work, you know, the “honey,” “sweetheart,” or “dear” that, oddly enough, only women seem to deal with. Calling women employees these names are not appreciated, and many find it offensive, and rightfully so.

Sure, you might think you’re being nice when you drop a “sweetheart” in the conversation. However, it quickly goes from a casual gesture to something that undermines the woman’s role and professionalism. It’s not cute; it’s condescending.

Having your competence/qualification questioned

Working women report that colleagues and clients regularly underestimate them. Even when doing their job perfectly, women often experience situations where a male colleague approaches to “check-in” and asks if everything is okay. Despite confirming that everything’s fine, the questioning almost always continues with comments like, “Are you sure?” or “Really?” The classics are, “Do you need help?” or “Let me take care of it,”  implying that their competence is still in doubt.

The final thoughts

When we allow the above microaggressions, and many others not mentioned in the article, to get by, we unintentionally enable sexist and racist behaviours to continue without calling them out. It’s hard to create a fair workplace when unconscious bias pushes employees away. The words we choose really matter, especially when it comes to creating a workplace that values respect and inclusivity. So, the next time you see a woman at work, remember she isn’t waiting for your backhanded compliment. She’s busy doing her job, not seeking validation disguised as praise.

Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.