Dealing with Microaggression in the Workplace

Microaggressions are subtle, often unintentional behaviors or remarks that can make colleagues feel excluded, stereotyped, or disrespected. For admin professionals, especially those who navigating complex team dynamics, these everyday slights can quietly erode morale and trust over time. 

Cultivating a respectful, inclusive workplace is part of the job. Learn more as we share five strategies to help you recognize and respond to microaggressions while maintaining professionalism and fostering belonging in your organization.

1. Recognize the Signs

Microaggressions can be verbal, nonverbal, or environmental. They might sound like:

• “You don’t look like a manager.”

• “Wow, your English is so good!”

• Interrupting or speaking over someone repeatedly
  

Learning to identify these subtle signals is the first step toward addressing them. As an admin, being attuned to microaggressions helps protect both yourself and your team from harm. If someone makes a remark that feels backhanded, this is a sign that microaggressions are being used. 

2. Pause and Reflect Before Responding

It’s natural to feel caught off guard when you hear someone say a comment like the above examples. If you experience a microaggression, pause and take a breath. Then ask yourself:

• Was this intentional?

• How did it make me (or someone else) feel?

• Is this part of a pattern?
  

You don’t have to respond immediately but acknowledging your feelings is valid. Choosing to respond calmly and intentionally is a leadership skill, especially in settings where collaboration and social emotional intelligence is essential. 

3. Use Clear, Constructive Language

When you do decide to address a microaggression, clarity is key. Consider using “I” statements or curiosity-based questions:

• “I felt dismissed when I was interrupted. Can we make space for everyone to finish their thoughts?”

• “I’m curious, what did you mean by that?”
  

They may not have known they were acting in an aggressive manner, and a gentle acknowledgement or question can make them aware and defuse the microaggressions. This approach opens up dialogue while minimizing defensiveness. It’s especially effective for admins who want to model professionalism and empathy.

4. Back Up Your Team

When microaggressions affect others on your team, it can be challenging to know what to do. If you witness a colleague being sidelined or stereotyped, it’s important to speak up. You might say:

• “Let’s hear them out—I think they were still talking.”

• “That comment might come across differently than you intended.”
  

Allyship is a powerful tool. It shows your team that you value them and prioritize respect and inclusion over silence or discomfort.

5. Promote a Culture of Accountability

As an admin, you play a key role in shaping workplace culture. Consider these ways to promote a culture of accountability:

• Bringing microaggression training to your team meetings

• Creating anonymous feedback channels

• Encouraging professional development around diversity and inclusion

• Highlight non-confrontational, open communication
  

Even if your organization is small or resources are limited, reinforcing inclusive values helps everyone thrive. The 2025 ASAP State of the Profession Report confirms that administrative professionals across various industries want stronger pathways for growth and belonging. Addressing microaggressions is part of that progress.

Ready to Lead by Example?

Join a network of administrators who are shaping the future of the profession and start leading your team by example. The tools, training, and community you need start here with the American Society of Administrative Professionals.