To create inclusive, welcoming and healthy workplaces, you must actively combat microaggressions

Workplace violence is a huge problem in today’s business world. It doesn’t matter what type of business you have, how many employees, or how big or small your business is--- your job is to protect your employees, clients and visitors. It is also important for you to prevent uncomfortable and insensitive comments or situations that can lead to misunderstandings and even to violence. In order to effectively do this, you need to understand what microaggressions are and the impact they can have on your business, your employee morale and retention, and the potential costs to your business.

Traditionally, microaggressions were thought to be aimed only at marginalized communities. It is now believed that microaggressions can happen to anyone, of any color, background, nationality, at any level, and in any type of business.

Essentially, the definition of microaggressions is that they are offenses that can be subtle or not, but they are always hostile in some form. Microaggressions can be verbal, behavioral or even environmental. They often include some type of gender, racial, religious, disability, socioeconomic or other prejudice. They can even be committed by individuals who are actually unaware of the impact of their insensitive behavior and hurtful comments. Even well-meaning comments can be considered microaggressions. These microaggressions can negatively impact physical or mental health, contribute to stress, work absences, employee retention issues, and even violence.

Some examples of microaggressions can include what may seem on the surface to be innocuous or even complimentary statements like “You speak very good English, where are you from?” or even something like “You don’t have kids, right?”. While these often seem like simple comments, they hold deeper meaning for many and can easily be viewed as offensive, intrusive or menacing.

To create inclusive, welcoming and healthy workplaces, you must actively combat microaggressions. Doing so requires an understanding of how they show up, and how you as a business owner or manager should respond in a manner that is positive and productive. It doesn’t matter whether the microaggressions happen to you, your colleagues, to your employees or even to clients or visitors, microaggressions must be dealt with and stopped. Inclusive work environments are not just nice to have — they are essential for mental and physical health and to maintain a positive company culture.

So, what’s the best way for you to deal with microaggressions?

• First and foremost, have a strong policy that outlines zero tolerance for exclusionary or discriminatory language toward any employee, client or visitor.
• Provide training on topics like microaggression so you, your managers and your employees understand what microaggressions are and how best to correct or stop them.

Becoming more aware of microaggressions does not happen overnight. It will take time and awareness. As our workplaces become more inclusive as well as more culturally diverse, it is critical to understand and to take the necessary steps to create a safe, homogenous workplace for all. If not properly addressed, microaggressions can lead to issues with company culture, costly retention issues, and even workplace violence. Embrace positive communication and training. It will not happen overnight. It is often an on-going process of learning, evolving and growing, but one that will benefit your business in many ways.

Timothy A Dimoff, CPP, Founder and President of SACS Consulting and Training Center, is a nationally recognized expert in corporate security and HR issues, with over 40 years of experience in workplace security, labor and human resource consulting to corporations, associations, religious entities, educational facilities, non-profit organizations and others.  He consults, trains and develops solutions for workplace issues including substance abuse, management training, sexual harassment, documentation procedures, liability reduction, hiring/firing, pre-employment screening, employee motivation, workplace violence, bullying, corporate investigations, internal theft, security analysis/vulnerability assessment and security measures. He provides commentary and profiling analysis for television, radio and print media worldwide.

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