Microaggressions: More Than Just a Buzzword

You’ve probably heard the term microaggression before—maybe in a workplace training or social media. But what does it actually mean? 

The short answer: microaggressions are subtle (but harmful) comments or actions that reinforce stereotypes or make people feel othered. And while they might seem like no big deal to the person saying them, they can have a lasting impact on the person receiving them.

Microaggressions are often unintentional—but intent doesn’t erase impact. They can come in the form of backhanded compliments, jokes, or even well-meaning questions that reinforce biases and stereotypes.

The term was first introduced by Dr. Chester M. Pierce in the 1970s to describe the everyday insults and dismissals Black individuals faced. Since then, it’s been expanded to cover a wider range of experiences across race, gender, sexuality, disability, and more.

Examples of Microaggressions You’ve Probably Heard (and Maybe Said)

Here are some classic examples that tend to fly under the radar:

• Race-related: “Wow, you’re so articulate!” (Translation: I didn’t expect you to speak so well because of your race.)
• Gender-related: “You don’t look like an engineer.” (Translation: I assume men dominate your field, so you must be the exception.)
• LGBTQ+ related: “Who’s the man in the relationship?” (Translation: I only understand relationships through a straight, gendered lens.)
• Disability-related: “You don’t look disabled.” (Translation: I expect disabilities to be visible, and I don’t believe you unless I see proof.)

A lot of times, people say these things without malicious intent. But the thing is, they still reinforce harmful narratives—ones that make people feel like they don’t belong or that they have to prove themselves in spaces where they should feel accepted.

One comment might not seem like much, but imagine hearing the same subtle dig over and over again throughout your life. It wears on people. It creates self-doubt. It makes workplaces, classrooms, and social spaces feel less welcoming.

Studies show that microaggressions contribute to increased stress, anxiety, and even decreased job satisfaction and academic performance for marginalized groups. These “small” comments have big consequences.

How to Be More Aware

If you’re realizing you’ve said some of these things before—breathe. We’ve all internalized biases, and no one is perfect. The goal isn’t to shame anyone, but to encourage awareness and growth. Here’s how we can all do better:

1. Listen & Learn – If someone points out a microaggression, don’t get defensive. Take a step back, reflect, and learn from it.
2. Check Your Intent vs. Impact – You might mean well, but if your words hurt someone, that’s what matters.
3. Speak Up – If you hear a microaggression, call it out (or call it in with kindness). A simple, “Hey, that comment might come across as harmful” can make a difference.
4. Commit to Doing Better – Awareness is the first step. Keep educating yourself and being mindful of how language shapes people’s experiences.

At the end of the day, microaggressions might seem “micro,” but their impact is anything but. Being intentional with our words and actions creates spaces where everyone feels respected, valued, and included. And that’s something we should all strive for.