Microaggressions in the workplace: Why inclusive language is important

If you’re looking for an indicator of workplace toxicity, start by observing the language used at work. Phrases like “where are you really from?” and racist language can make work uncomfortable for employees from marginalized communities. Since race and ethnicity are topics people are often afraid to even discuss, it’s common for microaggressions to go unchecked. In this Pacific Prime article, we take a closer look at microaggressions in the workplace.

What are microaggressions?

Microaggressions describe harmful subtle behavior (both verbal and non-verbal) directed at a person from a marginalized group that has a derogatory effect. Typically occurring in the form of statements, these microaggressions are typically brushed off with comments like “it was just a joke” or “that’s not how I meant it”.

Regardless of whether these behaviors are conscious or unconscious, cumulatively they can have a “macro” impact on mental health and wellbeing. This is especially true for people who spend the majority of their lives at work. To create a better, more human working environment, we first have to understand and reduce the occurrence of microaggressions.

Microaggressions typically stem from our ingrained biases against people who are different from us, which often trace back to how we were raised. Many people are not even aware of their biases until they are directly confronted with them during a conversation or dispute.

Microaggressions in the workplace

Making mistakes is part of being human and our limited perspectives can get in the way of understanding other communities. What matters is what happens once we’re aware of our biases and how they show up as microaggressions.

Microaggressions can manifest at work in several different ways. They can be verbal, behavioral, and/or environmental, such as the following examples.

Examples of microaggressions at work

A verbal microaggression takes place when a person makes an offensive or disrespectful statement to a marginalized group. Mispronouncing a person’s name and saying their name is “too difficult” is one example. Another example is complimenting someone’s English skills based on the assumption they weren’t raised speaking English.

Behavioral microaggressions are insensitive or problematic actions that typically feed into stereotypes. For example, mistaking a colleague from an ethnic minority background for a service worker or telling a female employee to “smile more” during a performance review. Other examples include assuming a coworker might not be able to use technology due to their age or attend an after-work event due to a disability.

Lack of representation, diversity, and inclusion are ways that environmental microaggressions are expressed in our society. These typically manifest through not providing accessibility and not having protocol for gender pronouns at work.

Microaggressions can contribute to a toxic work culture that impacts employee engagement, employee experience, and overall organizational health. Employees on the receiving end of microaggressions may find it difficult to perform at work, feel like they don’t belong, and so much more. On top of that, microaggressions can weaken a company’s diversity and inclusion efforts.

Inclusive workplace language

Inclusive language is communication that uses welcoming words, phrases, and expressions in a proactive manner. It involves avoiding assumptions that could exclude (and have a negative impact) on others where possible. Inclusive language includes communication at work across the board, from marketing materials and imagery to websites and social media.

Some inclusive language examples include:

• Using gender-neutral terms like members or employees instead of guys or girls.
• Introducing yourself with your pronouns, such as “I am John and the pronouns I use are him/he”.
• Asking inclusive questions when you’re not sure of someone’s preferred pronoun or sexuality.
• Apologizing if you identify someone incorrectly by mistake.
• Using factual language instead of value-laden statements.
• When generalizing, note that there are exceptions to the rules.
• Avoiding assumptions about biological parents and that there is a mom and dad by saying guardian, carer, or caregiver instead.

The importance of inclusive language at work

Communication that doesn’t speak to all intended audiences is not effective. Inclusive language at work acknowledges diversity and shows respect to everyone. Due to language’s fluid nature, words and their meanings can change quickly. That’s why applying inclusive language principles is more important than always keeping up with the right phrases.

According to a Deloitte survey, the correlation between perceptions of workforce diversity and loyalty is very strong. Almost 70% of employees working at companies they view as diverse plan to stay there for five years or more. Candidates may turn down jobs based on the language used in interviews. Similarly, candidates can often tell a company’s policies based on tone and phrasing used in recruitment alone.

At its core, inclusive language is about human connection. It’s about the way we listen, hear, and interact to expand our horizons and make sure we work together and converse in a way that’s best for everyone.

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Jantra Jacobs

Senior Copywriter at Pacific Prime

Jantra Jacobs is a Senior Copywriter at Pacific Prime with over 10 years of writing and editing experience. She writes and edits a diverse variety of online and offline copy, including sales and marketing materials ranging from articles and advertising copy to reports, guides, RFPs, and more.

Jantra curates and reports on the results of Pacific Prime’s monthly newsletters, as well as manages Pacific Prime’s Deputy Global CEO’s LinkedIn posts. Complemented by her background in business writing, Jantra’s passion for health, insurance, and employee benefits helps her create engaging content - no matter how complex the subject is.

Growing up as a third-culture kid has given her a multicultural perspective that helps her relate to expats and their families while 8 years of working remotely have given her unique insight into hybrid work arrangements and enthusiasm for employee benefits.

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