Why You Shouldn’t Ignore Workplace Microaggressions
When “Small” Becomes Systemic
In the high-pressure, fast-moving world of film and television, it’s easy to brush off minor slights as part of the job. But microaggressions, those subtle, often unintentional digs, can create a deeply toxic workplace culture. Many people do not realize they are experiencing or witnessing microaggressions, as such behaviors have become normalized in society. What may seem like a harmless comment or offhand joke can, over time, contribute to a climate of exclusion, disrespect, and emotional harm. Microaggressions happen routinely in workplaces and are often overlooked. Ignoring microaggressions enables misconduct to take root, particularly for those creatives who face them daily.
Defining Microaggressions in the Workplace
Microaggressions are subtle, often indirect expressions of bias, whether through words, actions, or omissions. Microaggressions can take many forms, including verbal, behavioral, and environmental. They typically fall into several categories:
Microassaults: direct but coded or “joking” derogatory remarks
Microinsults: rudeness or insensitivity that demeans someone’s identity, such as race, gender, or other identities
Microinvalidations: dismissing or negating someone’s experience or perspective
Behavioral microaggression: non-verbal actions that subtly reinforce stereotypes or imply inferiority, often occurring in everyday interactions and impacting organizational culture
Microaggressions manifest in the workplace through these various forms, affecting individuals differently depending on their experiences and situations. Racial microaggressions are a specific type that targets marginalized groups based on race, but microaggressions can also target other marginalized groups based on gender, religion, sexuality, or other identities. In creative industries, where egos and hierarchies run deep, these behaviors are often disguised as banter, critique, or tradition. But their impact is real and damaging, and microaggressions contribute to discrimination.
Examples of Microaggressions on Set and in Production
“You’re so articulate for a _______.”
This phrase is a textbook example of a verbal microaggression that many workers from marginalized communities encounter in the workplace. When someone says, “You’re so articulate for a [group],” they may think they’re offering a compliment. But the underlying message is rooted in harmful assumptions about that person’s background or identity. For example, when a black person is told they are “so articulate,” it can feel as though their eloquence is unexpected for someone of their race. Such behavior can have a significant impact on a person’s mental health, leading to feelings of frustration, self-doubt, and even fear of speaking up in the future. These comments reinforce stereotypes and create an environment where individuals feel they must constantly prove themselves. To prevent microaggressions like this, it’s crucial to create safe spaces where everyone can express themselves without being subjected to damaging assumptions or having their abilities minimized because of their identity.
Mispronouncing or mocking names repeatedly
A clear sign of disregard, even if unintentional. For example, an Asian American employee whose name is repeatedly mispronounced may feel that their cultural identity is being overlooked, impacting their sense of belonging and how their identities are respected in the workplace. This repeated mispronunciation can be a subtle form of discrimination, signaling that certain identities are not valued or acknowledged.
Jokes framed as compliments (e.g. “You’re not like other [group]”)
These create division and reinforce tokenism. Such comments are often dismissed as 'just a joke', but they reinforce harmful gender stereotypes. Women, especially in the workplace, are frequently targeted by gender-based microaggressions.
Non-inclusion in informal meetings or networking circles
Exclusion from key conversations can be career-limiting and emotionally isolating, negatively impacting the morale of colleagues who are left out. Being excluded from important conversations can have lasting effects on employee mental health, making colleagues feel undervalued and disconnected from the team.
Minimizing discomfort when it’s brought up
Responses like “Don’t take it so seriously” or “We’re just joking” invalidate the person’s experience. When someone brings up discomfort, it’s important they feel heard and that their concerns are taken seriously. Dismissing concerns as 'not a big deal' undermines the importance of open conversation about microaggressions.
How Microaggressions Lead to Abuse
One microaggression might seem minor. But repeated over time, they:
Undermine confidence and sense of psychological safety
Send a message about who is valued and who isn’t
Create a pattern that others may follow or ignore
The cumulative effect of repeated microaggressions can lead to significant harm. Microaggressions matter because their long-term impact can affect employee mental health, job performance, and overall well-being. Raising awareness is a key step in preventing the normalization of such behaviors. What starts as “that's just how it is” can evolve into normalized disrespect and institutionalized bullying.
The Mental Health Impact of “Death by a Thousand Cuts”
Even without yelling or overt exclusion, microaggressions wear people down. Common effects include:
Anxiety and hypervigilance
Difficulty concentrating or speaking up
Imposter syndrome, especially for underrepresented groups
Burnout from having to constantly self-monitor and overcompensate
Microaggressions can negatively affect employee mental health, leading to decreased job satisfaction and overall well-being. This psychological toll often goes unacknowledged but affects performance, creativity, and retention. The impact of microaggressions may cause employees to leave their jobs or hesitate to seek new jobs in similar environments, further affecting workplace engagement and talent retention.
Why People Don’t Speak Up About Microaggressions
Many remain silent out of:
Fear of being seen as overly sensitive
Lack of faith that speaking up will change anything
Pressure to be “tough” and not rock the boat
Victims of microaggressions often remain silent due to fear of repercussions or being misunderstood. Becoming aware of microaggressions is the first step to addressing them. All employees have a responsibility to recognize and address microaggressions to create a more inclusive and respectful workplace. Especially in creative environments where power is decentralized and work is project-based, confronting microaggressions can feel risky.
How to Name, Document, and Address Them
Log incidents privately using tools like MyConnext.org or secure notes
Use simple, respectful language to call attention (e.g., “That comment didn’t sit right with me—can we talk about it?”). If you are called out for a microaggression, it's important to have a conversation focused on understanding and learning.
Find an ally who can support or validate your experience
Escalate if the behavior persists—consider ombuds, union reps, or digital reporting tools
Talking openly and respectfully is key to resolving misunderstandings and promoting accountability. Naming the issue starts the process of accountability.
Small Doesn’t Mean Harmless
Microaggressions might seem trivial, but they are often the roots of deeper workplace toxicity. Every subtle cut adds up, especially for those who face them regularly. By noticing, naming, and documenting microaggressions, we chip away at the systems that allow larger abuses to flourish. Safety and respect start with the small things.