Navigating Professional Challenges: Strategies for Dealing with Micro-Aggressions in the Workplace
Nadia Riepenhausen, the Senior Communications Manager, Digital & IT, at The our group, shares her experiences with microaggressions in Switzerland, a country where she moved for work. Born in Zimbabwe and of mixed race, Riepenhausen has felt a more acute sense of difference in Switzerland compared to other countries, including the US and UK.
Riepenhausen, who speaks English fluently, finds it surprising when others comment on her fluency. Similarly, comments about her hair, which is very curly, were not overtly racist but had an intent to highlight her difference. In response, she uses sarcasm to highlight that her hair is as much a part of her as someone's face is a part of them.
One specific instance of a microaggression occurred when someone asked Riepenhausen: "How does a Zimbabwean get to Switzerland and work in a Swiss bank?" Such comments often refer to her ethnicity, accent, or education, given that she is originally from Africa. Riepenhausen uses humor as a way of dealing with microaggressions, but also ensures that the behavior is not left unchecked.
Microaggressions serve to highlight Riepenhausen's 'otherness' or 'exotism'. Not many people in Switzerland look like her, and these comments can be covert and insidious, impacting her despite often being unintentional. Riepenhausen does not appreciate being continuously educated by others, especially in her place of work.
To address and prevent microaggressions experienced by individuals of diverse backgrounds in the workplace, employers and employees can implement several key strategies. Creating an inclusive environment that values diverse identities and perspectives is crucial. Leaders should model these behaviors consistently, and clear anti-discrimination and equity policies should be developed and regularly reviewed.
Providing comprehensive training for all staff on recognizing microaggressions, unconscious bias, and diversity, equity, and inclusion (EDI) principles is also essential. Education helps prevent microaggressions before they happen and creates a more aware workplace.
Establishing clear, confidential reporting mechanisms and ensuring employees know their concerns will be taken seriously without fear of retaliation is another important step. Supporting those affected by microaggressions through mentoring, employee support networks, and access to allies who understand the experience is also vital.
Equipping managers with skills to support employees personally and professionally, fostering a sense of belonging and responsiveness to personal challenges, can reduce exclusion and stress linked to microaggressions. Continuously monitoring and evaluating workplace culture and EDI progress is also essential to identify patterns, measure effectiveness, and target interventions where needed.
Implementing these combined steps reduces the incidence and impact of microaggressions by creating a workplace culture grounded in respect, awareness, and support. It also empowers individuals to address issues constructively when they arise and promotes overall employee wellbeing and inclusion.
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- Riepenhausen's experiences with microaggressions in Switzerland, a country with limited diversity, highlight the importance of education and self-development in understanding and addressing these subtle, insidious forms of discrimination.
- In response to the frequent microaggressions she encounters, Riepenhausen advocates for fashion-and-beauty and personal-growth strategies that empower her to manage these situations with humor and resilience.
- To create a more inclusive workplace environment, employers should take proactive steps, such as adopting politics focused on diversity, equity, and inclusion (EDI), providing general-news on the impact of microaggressions, and fostering relationships based on respect and support.
