Microaggression is an everyday behavior that hurts and excludes people who are different from the norm. It can be anything that shows disrespect to someone's race, gender identity, sexual orientation, religion, ethnicity, physical ability, body size, socioeconomic status, age, education level, or any other aspect of their personality. Bisexual employees are especially vulnerable to these microaggressions because they often experience discrimination based on both their gender identity and sexual orientation. Research shows that bisexuals face more negative attitudes than heterosexuals or homosexuals and feel less accepted in society. In the workplace, bisexuals may also encounter verbal abuse, harassment, and discrimination from colleagues. This paper will explore how bisexual employees respond to microaggressions and overt discrimination in professional settings.
Examples of Microaggressions and Overt Discrimination
Microaggressions come in many forms, including insensitive comments about personal experiences, assumptions about sexuality, stereotyping and misgendering, and dismissive behaviors.
A manager might say something like "You're just confused" when a bisexual employee expresses their sexuality. Or they might ask questions like "So do you sleep with everyone?" or "Which one is your real partner?" Such remarks not only make bisexuals feel uncomfortable but also send a message that their identities are invalidated and misunderstood. In addition, biphobia is prevalent in some workplaces where bisexuals are called "greedy," "promiscuous," or even "selfish." These labels reinforce the idea that bisexual people are promiscuous and non-monogamous, which can lead to harmful consequences for them at work.
Responses of Bisexual Employees
Bisexual employees have various ways of dealing with these aggressions, depending on their personality, situation, and experience. Some choose to ignore them and focus on their work, while others confront them directly.
It is crucial for employers to create an environment that values diversity and inclusivity so that bisexual employees feel safe reporting such incidents without fear of retaliation. When microaggressions occur, employers should intervene immediately and take appropriate action against offenders to ensure that all employees feel valued and respected.
Impact on Workplace Productivity
Microaggressions and overt discrimination can negatively impact bisexual employees' productivity and well-being. They may struggle to concentrate on their tasks due to anxiety or depression caused by constant stressors. They may also avoid socializing with colleagues or miss out on opportunities for promotion due to lack of confidence. This can hurt both individual performance and team morale.
It creates a hostile environment that affects other members of the LGBTQ+ community who may feel unsafe or excluded. It is essential for employers to recognize this issue and implement measures to address it effectively.
Microaggression and overt discrimination based on sexual orientation and gender identity are prevalent in professional settings, especially for bisexuals. Bisexual employees respond differently, but they must be supported by their organizations through effective policies and practices. Inclusive environments foster a sense of belongingness and enable everyone to perform at their best, regardless of their identities. Employers must take steps to prevent these aggressions and provide resources for victims to report them confidentially. Only then will workplaces become more welcoming spaces where all employees can thrive.
How do bisexual employees respond to microaggressions and overt discrimination in professional settings?
Bisexual individuals are often subjected to microaggressions and overt discrimination at work. This can have negative consequences on their self-esteem, mental health, and job performance. The most common forms of microaggressions include ignoring, invalidating, stereotyping, biphobia, and bi-erasure.