When we talk about workplace stressors that have an impact on employee's mental health and overall job satisfaction, we tend to focus on big events like layoffs or pay cuts.
These types of major disruptions are usually rare and don't happen often enough to be the primary cause of workplace burnout. Instead, it is the smaller things like microaggressions and exclusionary practices that can really take their toll over time. Microaggressions are subtle, insulting comments or actions directed towards someone because of their identity. They can be related to race, gender, sexual orientation, age, religion, disability, body type, etc. Examples include making jokes based on stereotypes, ignoring someone during meetings, assuming someone is unqualified for a position without knowing them, or interrupting people when they speak up. These behaviors may seem harmless, but they add up and create a hostile environment that negatively affects employees' well-being. On the other hand, inclusionary practices mean creating an environment where everyone feels valued and respected. This includes having diverse teams, open communication channels, and ensuring that everyone has equal opportunities for advancement. When individuals feel included in the workplace, they are more likely to perform better and stay with the company longer.
Microaggressions and exclusion in professional contexts have been linked to increased rates of depression, anxiety, and even physical illnesses like heart disease. They also contribute to feelings of isolation, which can lead to decreased productivity and engagement at work. People who experience these stressors regularly may start to doubt themselves or feel like they don't belong in the workplace.
This can lead to burnout, resentment, and ultimately quitting the job altogether. To combat this, employers need to create policies that address microaggressions and promote inclusive behavior. This can include training programs for managers on how to recognize and respond appropriately to these issues, as well as providing resources for employees who need support. By creating a culture of belonging and respect, companies can improve employee retention, morale, and overall success.
Microaggressions and exclusion in the workplace have serious consequences for mental health and career satisfaction. Companies should make efforts to promote inclusive behavior and address any instances of discrimination. Doing so will not only benefit individual employees but also the organization as a whole.
How do microaggressions and exclusion in professional contexts affect mental health and career satisfaction?
Researchers have found that microaggressions and exclusion in professional contexts can negatively impact mental health and career satisfaction of individuals from marginalized groups, such as women, people of color, LGBTQ+ community members, immigrants, and individuals with disabilities. Microaggressions are subtle, yet harmful comments or behaviors that communicate bias towards a particular group and convey a message that one is less worthy than others.