TechHR
ex
L&D
UNPLUGGED
Sphere
About Us • Contact Us
People Matters ANZ
People Matters Logo
Login / Signup
People Matters Logo
Login / Signup
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

 

 

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
  • About Us
  • Advertise with us
  • Become a sponsor
  • Contact Us
  • Feedback
  • Write For Us

Follow us:

Privacy Policy • Terms of Use

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

People Matters Logo
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast
Login / Signup

Categories:

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
How micro-validation combats microaggression

Story • 29th Jun 2023 • 4 Min Read

How micro-validation combats microaggression

CultureLife @ Work

Author: Alyssa Navarro Alyssa Navarro
1.9K Reads
Microaggressions in the workplace harm marginalised groups. But practising micro-validations can counteract the harm.

Microaggressions are pervasive in the workplace, affecting the well-being and performance of team members, especially those from marginalised groups.

While efforts to recognise and avoid microaggressions are important, simply eliminating negative interactions is not enough. To counteract the harm caused by microaggressions, it is also crucial to practise micro-validation.

What is micro-validation?

Micro-validation entails small, positive actions that encourage or affirm individuals. This article explores the prevalence of microaggression and the need for micro-validation, and provides practical strategies to combat microaggressions in the workplace.

Understanding microaggression

Microaggressions refer to subtle acts of exclusion that negatively impact individuals belonging to historically underrepresented or devalued groups. Common examples include making assumptions about someone's sexual orientation, mispronouncing names, or underestimating a colleague's technological skills. Microaggressions have been found to contribute to chronic stress and hinder career progression for marginalised individuals.

The power of micro-validation to combat microaggression

Micro-validations are equally subtle but powerful actions or language that demonstrate affirmation, encouragement, and belief in a person's potential.

They include acknowledging one's presence, validating one's identity, voicing appreciation for a person, holding people to high standards, and affirming leadership potential and status. These small, positive acts help address the deficit of positive interactions experienced by individuals.

Studies conducted by organisations such as the Center for Positive Organisations and the Gallup Institute reveal that highlighting employees' strengths and contributions leads to improved performance, engagement, and overall well-being.

READ MORE | How to spot microaggression in the workplace

Micro-validations have the potential to foster a more inclusive and supportive work environment where individuals feel valued and empowered. Real-life examples illustrate how micro-validations can help individuals recognise their strengths, build confidence, and achieve professional success.

Five micro-validation practices you can follow:

  • Acknowledge presence: Greet colleagues warmly, maintain eye contact, and give them your full attention when they speak. These simple gestures make individuals feel valued and included.

  • Validate identity: Respect people's preferred names and pronouns, and be open to learning about their backgrounds and experiences. By acknowledging and understanding diverse identities, you create an inclusive environment where individuals feel seen and accepted.

  • Voice appreciation for contributions: Recognise and publicly appreciate the contributions of all colleagues, including dissenting opinions. By highlighting achievements and accomplishments, you counteract the tendency to overlook individuals' work and promote a culture of inclusivity.

  • Hold people to high standards: Avoid praising individuals based on stereotypes or low expectations. Instead, set high standards for all team members and provide challenging assignments accompanied by necessary support and developmental feedback.

  • Affirm leadership potential and status: Express confidence in emerging leaders from marginalised groups, offer coaching and support, and ensure their voices are heard in discussions relevant to their responsibilities. Use formal titles as a sign of respect.

  • Understand the impact of micro-validation: While micro-validations are powerful tools, they are not a one-size-fits-all solution. Tailor your micro-validations to individuals and the specific context. It is essential to ensure sincerity and avoid affirmations that lack supportive actions. Leaders play a crucial role in modelling micro-validations and inspiring others to create a more equitable workplace culture.

Case study: Addressing microaggressions in the workplace

Martin, a passive-aggressive leader, provides a real-life example of how microaggressions can have a toxic impact on team morale and productivity. In this case, Martin consistently displayed disrespectful behaviour towards two women of colour in his team. He would interrupt them during meetings, dismiss their ideas, and make snide remarks about their abilities. These actions created a hostile work environment for the two women, affecting their confidence, job satisfaction, and overall well-being.

The microaggressions they experienced took a toll on their performance and engagement. They found it challenging to contribute their ideas freely, fearing they would be undermined or dismissed by Martin. The constant micro-invalidations they encountered eroded their self-esteem and made them question their abilities and value within the organisation.

READ MORE | Back off! How to stand up to office bullying

By addressing the microaggressions and implementing micro-validations, the organisation demonstrated its commitment to creating a more inclusive and supportive workplace. It sent a powerful message that microaggressions would not be condoned, and employees would be held accountable for their actions. This case study serves as an illustration of how organisations can respond to microaggressions effectively and take proactive measures to prevent their recurrence.

Combating microaggressions requires a proactive approach that goes beyond mere recognition. The case study highlights the detrimental impact of microaggressions on team dynamics and individuals' well-being.

Implementing micro validations, such as the steps outlined in the case study, can significantly impact the work environment and promote a culture of inclusivity. The organisation must take concrete actions, establish support systems, and foster awareness to address and prevent microaggressions effectively.

Read More

Did you find this article helpful?


You Might Also Like

Are you facing workplace bullying?

STORY • 29th Apr 2025 • 3 Min Read

Are you facing workplace bullying?

Culture
The Glass Ceiling: Women an Uphill Battle

STORY • 17th Mar 2025 • 5 Min Read

The Glass Ceiling: Women an Uphill Battle

Learning & DevelopmentCultureDiversityLeadership Development#PowerWomen#WomenofChange
10 corporate jargons that are driving staff crazy

STORY • 10th Jan 2025 • 4 Min Read

10 corporate jargons that are driving staff crazy

Culture#HRTech#EmployeeExperience#HRCommunity
NEXT STORY: Life at Work: The best hours for working from home

Trending Stories

  • design-thinking-hr

    ChatGPT Walks It Back — AI Giants Race Ahead

  • design-thinking-hr

    Skype is dead: Did Microsoft's leadership let a billion-doll...

  • design-thinking-hr

    From copy-paste to creative spark: mastering generative AI i...

  • design-thinking-hr

    Keeping the C-suite in the C-suite - how do we reduce execut...

People Matters Logo

Follow us:

Join our mailing list:

By clicking “Subscribe” button above, you are accepting our Terms & Conditions and Privacy Policy.

Company:

  • About Us
  • Advertise with us
  • Become a sponsor
  • Privacy Policy
  • Terms of Use

Contact:

  • Contact Us
  • Feedback
  • Write For Us

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

Get the latest Articles, Insight, News & Trends from the world of Talent & Work. Subscribe now!
People Matters Logo

Welcome Back!

or

Enter your registered email address to login

Not a user yet? Lets get you signed up!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

People Matters Logo

Welcome! Let's get you signed up...

Starting with the absolulte basics.

Already a user? Go ahead and login!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

Let's get to know you better

We'll never share your details with anyone, pinky swear.

And lastly...

Your official designation and company name.