Microaggressions
date: 22/01/2026
By Alisa Kelley
This month, we are launching a campaign in FISMA called “Express Yourself Freely, Respect Others Fully!”. The aim of the campaign is to raise awareness about microaggressions – what they are, why they matter, and what to do if you encounter them. In addition to this article, the campaign consists of a survey, a series of posters around the building and on the intranet, and an online event that will take place at the end of January. The campaign will end in the last week of February.
What are microaggressions?
But first, what exactly is a microaggression? The term dates back to the 1970s, when it was used to describe some of the racism experienced by African Americans in the United States. Derald Wing Sue, a professor of counselling psychology at Columbia University, defines microaggressions as “brief, everyday exchanges that intentionally and often non intentionally send denigrating messages to certain individuals because of their group membership”. There are different types of microaggression, and the focus can be for example a person’s ethnicity, gender, sexual orientation or – in a work environment – their grade or staff category.
More concretely, an example of a microaggression could be asking someone who has told you that they are (for instance) French where they are “really from”, because they are not white. Or perhaps telling somebody they “speak good English for a (for example) Bulgarian”. Microaggressions also encompass sweeping statements based on false stereotypes like “the French are arrogant”, “Italians are always late”, “all gay men dress well”, “women are too emotional…” In a work setting it might be consistently saving higher-level work for male colleagues, while giving more mundane tasks such as minute-taking to women. Or it could be making a point of saying that a policy-focused event or training course is open to “everyone – even ASTs”. While likely not intended to be offensive, this kind of thing can come across as condescending and insensitive.
Sometimes – though not always – the individual comment itself is not particularly offensive, but it’s the fact that it happens repeatedly that makes it problematic. It’s a bit like mosquito bites – one or two is OK, 15 becomes very uncomfortable. If one person tells you that you’re organised because you’re German, it’s perhaps a little irritating but hearing it repeatedly can get upsetting. It’s also important to note that these comments are very frequently not intended to offend. Somebody asking a non-white colleague where they are “really from” may genuinely feel they are simply showing an interest in that person’s background.
Neuroscience 101
So why do people do it?
First, a quick bit of neuroscience. Basically, our brains love stereotypes! This is because they make it easier to learn and process information. As children, we learned that a “dog” was something that had four legs, fur and a tail – we didn’t learn all the different individual species in order to understand the concept of “dog”. So, our brains are drawn to stereotypes because they are mental shortcuts to break down huge amounts of information into manageable “chunks” and help us simplify a complex world.
But if these comments are very frequently not intended to offend, then why does it matter? It matters because microaggressions are the expression of discrimination and unconscious bias towards a person or group. Consequently, we need to understand them from the point of view of the recipient, who may have been left feeling uncomfortable and excluded by an action or remark. Research shows that experiencing repeated microaggressions can lead to stress, lack of confidence, depression and anxiety. It can also have a negative effect on the victim’s professional relationships and engagement, and ultimately their performance at work.
What can we do?
Bystanders
How should you react if you witness a microaggression aimed at another person? To begin with, make sure you heard correctly – and if necessary, double check to be certain of what was really meant. If you feel you are capable of reacting in a measured and constructive way, then approach the situation directly. If not, it’s better to wait and maybe ask someone else for support afterwards or even try to divert the conversation to another topic. And it’s important to be aware of the person you think may have been on the receiving end of the comment – assess how hurt or upset they are, check with them to make sure they’re OK, and send some kind of signal of empathy.
Victims
What if you are the one on the receiving end of a microaggression? Again, check that you didn’t misunderstand or mishear, and make sure you feel able to react in a measured and constructive way. If possible, calmly point out what the person said and how it made you feel. As previously mentioned, many microaggressions are not intended to be offensive, so this has the benefit of educating people and (hopefully) making it less likely to happen again.
Managers
It’s important for managers to recognise that – as a person in a position of power – their response to offensive behaviour acts as a benchmark for others' behaviour and reactions. Furthermore, managers are less likely to suffer reputational damage when intervening. This means they have a vital role to play in leading by example.
Perpetrators
But what if you are the one to inadvertently offend someone? Try not to get defensive or dismiss the person’s feelings. Just because you didn’t mean any harm, or think you were “just joking”, doesn’t mean their reaction isn’t valid. Make sure the other person feels heard, offer a genuine apology, and try to avoid it happening again.
Joking aside...
Saying something was “just a joke” or telling the person to stop being so sensitive is a fairly common reaction from a person who sees they’ve offended someone. It’s important, especially in a multinational working environment like ours, to recognise that we’re all coming at this issue from different starting points. Some of us grew up in very diverse, multicultural environments, others in a more homogeneous milieu with little diversity. Nobody wants to feel paranoid about what they say or how they communicate. But society, and our understanding of and attitudes towards different issues, is constantly evolving. So, we need to be aware of our own unconscious biases and cognitive automatisms, so that we evolve with it. In this way, we can make DG FISMA an even more respectful, considerate and diverse place to work!
Do you want to know more? Check out these resources: