Microaggression in the Workplace – A Barrier to Women's Professional Growth

In recent years, there has been active discussion about gender equality in the workplace and narrowing the pay gap between women and men. However, subtle and often unnoticed forms of behaviour still exist—both professionally and in everyday life—that undermine women's sense of security, self-worth, and professional growth. One such form is microaggression: a small but repeated, often unconscious action whose impact is far from harmless. These aren’t overt insults, but seemingly trivial remarks or actions that, over time, erode confidence and professional potential.

Everyday, Often Unconscious Remarks

The concept of microaggression was first introduced in the 1970s, initially linked to prejudice against African Americans. It has since been expanded to include gender, sexual orientation, religion, and other aspects. Psychologist Derald Wing Sue defined microaggression as everyday, often unconscious comments or behavioural patterns expressing implicit bias. This subtlety makes microaggression hard to identify—it’s often disguised as a joke, an innocent comment, or even a seemingly well-meaning compliment.

“You look tired” or “You should smile more”

To recognize microaggression, one must first tune in to their own feelings. Many women experience a vague discomfort after a certain conversation or situation—a sense that “something wasn’t quite right,” but it's hard to pinpoint exactly what. This emotional signal is already an indicator. Microaggression often hides behind seemingly harmless phrases like “You look tired,” “You should smile more,” “You’re too emotional,” or “You can give in—you’re a woman.” These statements carry a clear message: a woman is being judged by her appearance, not her skills, or her opinion is dismissed because she’s perceived as too sensitive.

Calling Women “Little Girl”

In addition to these remarks, it’s common for women to be interrupted in meetings, ignored, excluded from decision-making, or assigned only formal, less significant roles. Sometimes, even if a woman is the responsible person, she’s not given the opportunity to present important matters—delegated instead to a man with the excuse that “it’s too complex.” Terms like “little girl” or “nurse” (when referring to female healthcare professionals) in professional settings infantilize women, undermining their competence and role.

Microaggression Must Be Addressed

It’s important to recognize that microaggression is often unconscious. The person making the remark or acting a certain way usually doesn’t intend harm, but intent and impact are not the same. If a woman feels hurt, that’s reason enough to speak up. To fight microaggression, it must be talked about, and women must feel empowered to respond appropriately. It’s important to name such situations calmly but firmly—saying the remark was inappropriate or made one uncomfortable. One can also simply ask, “What did you mean by that?” This question often disrupts habitual bias and prompts reflection. Another approach is to clearly express one’s boundaries—stating that evaluations should be based on professional achievements, not gender or appearance.

Support and the Employer’s Role

Support is crucial—from employers, colleagues, mentors, and others. Often, it turns out others have had similar experiences, and this shared reality strengthens the conviction that it’s not “just in your head.” If women feel uncomfortable, they have the right to say “no” and the right to be respected—no strings attached. Employers play a vital role here. Combating microaggression is not just an individual fight—it’s a cultural shift that must be driven at the organizational level. Employers must be informed, proactive in education, and committed to creating an environment where microaggression is neither tolerated nor excused. It’s essential to foster a space where everyone can express opinions without fear of interruption or dismissal, where task assignments depend on competence, not gender, and where appearance-based comments have no place in professional dialogue.

Microaggression is not imaginary—it is real, and almost every woman has encountered it. It damages self-worth, hinders growth, and erodes trust in the workplace. But it’s a solvable issue—with awareness, courage, and respectful accountability. Every time we recognize, name, and respond to microaggression, we move a step closer to a healthier, more inclusive work environment and society.