Microaggressions are defined as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups.” The “micro” in microaggression refers to person-to-person interactions, while “macro” refers to systemic racism. Systemic racism includes social structure and institutions.

Racial microaggressions are constant stings and barbs. They negatively impact job satisfaction, self-esteem, and mental health issues of your black employees. They can also impact the physical health.

Racial microaggressions include white employees assuming that a black employee is of a lesser employment status, asking a black coworker to get you a cup of coffee or copies, asking a black woman if you can touch her hair, requesting a white supervisor because you think a black supervisor “isn’t a good fit,” asking a black employee how they got their job, commenting to a black coworker that he is “so articulate,” or referring to a black employee as “you people.”

An example of a microaggression is expressing a belief that race doesn’t make a difference in success in life. For example, “If you just work harder, you’ll succeed.” Another example is a white male saying, “I succeeded because I wasn’t lazy and didn’t rely on society to help me.” The meaning behind these statements is, if I can succeed on my own, you can too — there is nothing stopping you. However, these statements don’t take into account the entitlement one experiences when they are white. It is simply easier to get hired if you are white, based entirely on your race — not your competence.

-Stephanie Sarkis