Microaggressions can be difficult to spot because they are often relatively subtle. But they can certainly still be a form of discrimination or harassment, often based on protected classes, such as race, ethnicity, national origin, sex or gender.
Many microaggressions are verbal, but they can also be nonverbal. They are usually minor interactions, but they reinforce the fact that one person is in a relatively marginalized group. In this sense, they can still be a part of discrimination in the workplace.
Framing insults as compliments
One common example of a microaggression is when someone makes a statement that sounds like it is a compliment, but there is actually an implied insult within that statement.
For instance, say that someone from a certain ethnic background is told by a coworker that they speak impressively good English. The implication here is that the coworker believed someone with their racial background would not have a good grasp of the English language or would not be well educated.
In many cases, there is not even any basis for this assumption. Regardless of that person’s background, they may have lived in the United States their entire life. They may have had all of the same educational opportunities as their coworker, and English may be their native language. But they are still being marginalized based on physical characteristics, such as their skin color.
As such, even though the statement was framed in a positive way, it could still be an example of racial discrimination.
What are your options if you are facing discrimination?
Workplace discrimination can take many forms, including microaggressions. If this happens to you, it can help to work with an experienced attorney to explore all of your legal options.