Microaggressions are subtle, often unintentional or indirect verbal, nonverbal, and environmental slights that are derogatory or denigrating to people based on their race, gender, ethnicity, religion, sexual orientation, or disability. They can occur between individuals or groups and can have a significant negative impact on relational satisfaction, trust, and team dynamics. Microaggressions may be interpreted differently depending on context and relationship status but can include comments about someone's appearance, cultural differences, beliefs, values, abilities, or background.
How microaggressions affect relational satisfaction
Microaggressions can cause harm to individuals and damage relationships if left unaddressed. When someone feels attacked or insulted by a microaggression, it can create feelings of anger, resentment, hurt, betrayal, and mistrust. This can lead to decreased communication, increased conflict, and ultimately a lack of connection and intimacy within the relationship. Microaggressions also perpetuate power imbalances and reinforce stereotypes, which can further exacerbate these issues.
Example 1:
A Black colleague is frequently asked to explain racist jokes that others make in meetings. While she tries to laugh along with them, this constant need to educate others takes an emotional toll and leaves her feeling frustrated and exhausted. Her boss praises her for being so patient and understanding, while other colleagues joke about how much they appreciate her explanations. This creates an environment where the microaggression is normalized, and she feels isolated from the rest of the team.
Example 2:
In a group chat, one person makes an offensive comment about women's abilities in STEM fields. Another member defends the first person, saying that there are many successful women in science who prove that women are just as capable as men. The original poster continues to argue their point, despite others trying to change the subject.
The group becomes divided, and trust begins to erode as members wonder whether anyone truly has their back.
How microaggressions affect trust
When individuals experience microaggressions regularly, they may begin to question the trustworthiness of those around them. They may feel like they cannot fully be themselves or speak openly without fear of repercussions. They may withdraw from relationships or avoid interactions altogether, leading to feelings of isolation and loneliness. This can have long-term effects on mental health and wellbeing.
Example 1:
During a conversation about workplace policies, a transgender employee is referred to by their deadname (their former name before transition). They correct the speaker, but the person continues to use it multiple times throughout the discussion. Eventually, the transgender employee leaves the room, unable to participate further. Others in the room may not realize what happened, but the transgender employee feels betrayed and disrespected.
Example 2:
A disabled colleague mentions needing accommodations for a meeting and is met with resistance from other teammates. They explain how important these accommodations are to their success, but the rest of the group dismisses them, arguing that they don't want to make special exceptions for one person. As a result, the disabled employee stops speaking up and misses out on key conversations and decisions within the team.
How microaggressions impact team dynamics
Microaggressions can create tension between individuals and groups, which can lead to reduced productivity, morale, and overall performance. When team members feel unsupported or marginalized, they may become less invested in their work and less likely to collaborate effectively. This creates a negative environment where everyone suffers.
Example 1:
At a company retreat, an Asian American employee makes a joke about Chinese food being cheap and plentiful. Other attendees laugh along, but several Asian employees leave the room, feeling hurt and excluded. The next day, the company CEO apologizes publicly for the comment and vows to do better moving forward.
Many employees still feel uneasy around each other and worry about potential future incidents.
Example 2:
A lesbian couple attends a team-building event but avoids socializing due to comments made by another member of the team. After the event, they express concerns to their boss, who assures them that everyone was just joking around.
The couple feels targeted and ostracized, leading to decreased engagement and motivation within the team.
How do microaggressions impact relational satisfaction, trust, and team dynamics?
Microaggressions can have significant effects on interpersonal relationships within teams. Microaggressions are subtle forms of discrimination that often go unnoticed but can negatively impact the level of satisfaction, trust, and cohesion among team members. These incidents may occur when someone makes an offensive comment or gesture towards another member of the group based on their race, gender, sexual orientation, age, religion, or other characteristics.