Microaggressions and workplace trauma

Author: Amrita Joerawan

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In this article, you’ll learn:

What microaggressions are and how they harm workplace culture
How repeated microaggressions lead to workplace trauma and lost productivity
The financial consequences of unchecked microaggressions
How DIEP (Diversity, Inclusion, Equality, and Purpose) strategies eliminate hidden costs
A case study showing how inclusive leadership improves retention and engagement

Workplace culture is built in the small moments, the comments, the conversations, and the everyday interactions. And sometimes, what seems “small” can have a big impact.

Microaggressions, subtle, often unintentional slights based on identity, can slowly erode psychological safety, well-being, and trust. When they go unaddressed, they create workplace trauma, drain engagement, and increase costs through absenteeism, turnover, and lost innovation.

Embedding DIEP-driven practices transforms this dynamic. It replaces exclusion with belonging and trauma with thriving.

What are microaggressions?

Microaggressions are subtle behaviors or remarks that reinforce stereotypes or biases. They may not be intended to harm, but they impact people deeply over time.

Common examples at work:

Assuming someone’s seniority or expertise based on gender or race
Questioning credentials or authority rooted in stereotypes
Making jokes tied to race, gender, or cultural identity
Interrupting or dismissing underrepresented voices in meetings
Consistently mispronouncing names after corrections

The connection between microaggressions and workplace trauma

When employees regularly face microaggressions, it creates ongoing psychological stress, damaging health, motivation, and connection to their work.

Key impacts:

Increased mental health challenges : Higher rates of anxiety, depression, and burnout
Higher

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