Many actions that create a hostile work environment or lead to allegations of harassment on the job are fairly overt. If someone makes direct and derogatory comments about you based on something like your race or your sexual identity, it’s clear that they’re violating your rights.
But microaggressions are a bit different. They’re more subtle and often feel more like everyday occurrences. They can be both intentional and unintentional. They still exhibit bias based on protected factors, such as race or gender, and they typically focus on groups that have been marginalized throughout history. However, they’re not quite as overt.
What is an example?
In other words, microaggressions can still create a hostile work environment where someone feels marginalized, but they are often easier to overlook. For example, say that you start a new job, and someone says they are surprised and impressed by your command of the English language. This almost sounds like a compliment, but is it?
What may actually be happening is that the person assumed, based on your race, national origin or other such factors, that you would not be well-educated or able to speak English. They’re making assumptions about you based on these characteristics, which is why this microaggression is actually insulting.
Interestingly, you may not even fit the group they assume. For instance, maybe your grandparents immigrated to the United States, so you’re a natural-born citizen and you’ve spoken English your entire life. But based on your physical characteristics, your coworker assumes that you specifically are an immigrant, which is why they made the comment about your language skills.
What options do you have?
You can see how these types of issues can become complex, but still create a hostile work environment. Be sure you know what legal steps you can take if this happens to you.