Chris Jay: Understanding the impact of disability microaggressions

When we think of discrimination, we tend to imagine obvious, dramatic acts of bias, but what about the subtle, almost imperceptible actions or words that leave you questioning whether you have actually been mistreated at all?

These interactions, known as microaggressions, are understated, indirect, and often unintentional. But don’t let the name fool you, the results of microaggressions are by no means small and can have an enormous impact on a person’s wellbeing.

In fact, a microaggression can be so subtle that even the person delivering it may be unaware. They can also arise from unconscious bias, meaning that, if the person delivering them is confronted, they may genuinely believe they were simply engaging in friendly, harmless banter, cracking jokes, or innocently making conversation.

Experts have compared these interactions to enduring a swarm of mosquito bites or receiving an abundance of small cuts. Whilst one may be tolerable, experiencing a great number can lead to frustration, stress, isolation, hurt, anger, and emotional exhaustion – all of which can take a huge toll on mental health and wellbeing.

Unlike more direct forms of discrimination, microaggressions are much harder to spot and therefore even trickier to address in the workplace. For example, they can take the form of an offhand comment, a well-meaning yet patronising compliment, or even manifest themselves through behaviours such as facial expressions, subtle avoidance of interaction, or exclusion. These interactions, albeit subtle, send a clear message that is often received by individuals from marginalised groups.

Microaggressions Towards a Person with a Disability

For someone with a disability, microaggressions can be commonplace in a working environment. This was highlighted last year when a survey from Deloitte revealed that 41% of respondents with disabilities experienced microaggressions, harassment, or bullying at work within the past year. Of these incidents, only half were formally reported.

One of the reasons these incidents are seldom reported is that microaggressions are not easily identified or categorised, as they come in so many different variations. For example, someone with a disability may encounter a backhanded compliment, such as “You’re so inspiring,” or a patronising question like “You managed to do that all by yourself?” Or they might face assumptions that they are always suffering, though comments such as, “I could never do what you do!”

People may also be subjected to invasive questions that neglect their privacy, such as “Do you use the bathroom on your own?” or “How did you become disabled in the first place?” Then there are dismissive or belittling statements such as “But you seemed okay yesterday.” Additional behaviours might include not inviting a colleague to an event because you assume they can’t participate or choosing inaccessible venues without giving any consideration for them. Another common microaggression is forcing help – for example, clearing away someone’s rubbish without their permission, taking their plate before they are finished, or moving a person’s wheelchair without their consent.

Whilst (in many cases) these statements and actions may seem completely innocent to the person delivering them, they certainly take their toll on the recipient.

Microaggressions, Wellbeing, and Mental Health

Microaggressions, though often subtle, chip away at a person’s self-esteem, leaving them isolated, undervalued, and targeted. The cumulative effect of microaggressions is detrimental to wellbeing and damaging to mental health.

A 2023 report by Diversity for Social Impact revealed that employees who frequently experienced microaggressions were 33% more likely to report poor mental health. Further research also revealed that microaggressions are prevalent for nearly all people with disabilities. Those who experience them have worse mental health outcomes, as indicated by higher scores on the study’s ‘mental health inventory’.

People with physical disabilities were found to experience the highest levels of microaggressions, resulting in the most severe mental health challenges. So, how do we address an issue that’s so deeply rooted yet often so invisible?

Education, Education, Education

Changing the mindset of your staff should always be your first port of call when trying to improve inclusivity in the workplace. Adopting disability awareness programmes tailored to educate staff on disability, etiquette, communication, legislation, and inclusive language can make a world of difference. The trainer should, if possible, have lived experience of disability, this means that they can answer questions that people have around disability in a safe environment and guide towards more appropriate questions or methods. By educating workforces on exactly what microaggressions are, employees can reflect on their own behaviours and interactions while developing a more empathetic outlook.

A focus on thoughtful language, understanding, and empathy will mean that staff give greater consideration before making insensitive statements or clumsy comments. In fact, a European study found that organisations that actively facilitated discussions around diversity saw a 32% reduction in reported microaggressions.

You could also go a step further and roll out unconscious bias training, prompting staff to consider the assumptions they may have, that have been shaped by cultural norms, media portrayals, and personal experiences. With a good training provider, staff will learn how to identify their own biases, challenge lifelong beliefs, and confront biases they may unconsciously hold. This will, not only decrease the likelihood of microaggressions occurring, but also generally improve inclusivity and impact areas, such as recruitment in your organisation.

Open Dialogue and Safe Reporting

Improving how staff perceive disability means creating a culture that embraces openness. Employees should feel completely safe discussing their experiences, knowing that managers are aware of microaggressions and their impact. This can be achieved through regular check-ins, anonymous reporting systems, and zero-tolerance policies that all staff are well aware of. This encourages individuals to come forward when they experience microaggressions.

Senior staff and managers play a crucial role in modelling inclusive behaviour and addressing issues promptly. Open-door policies, well-trained managerial staff, and straightforward reporting systems will reduce the likelihood of microaggressions and ensure incidents are addressed – not just for people with disabilities but for all marginalised groups.

Empowering colleague witnesses

Often, people confide in a colleague after an incident to get their perspective on the interaction, asking if they too found a member of staff’s behaviour to be insulting, patronising, or micro-aggressive. It’s not uncommon for colleagues to respond with comments like, “Oh, don’t worry, that’s just their sense of humour,” or “I wouldn’t let it get to you- they’ve always been like that. They act like that with everyone.” A colleague who dismisses discriminatory behaviour often lacks awareness or has been desensitised due to long-term exposure to poor workplace cultures.

Unfortunately, when microaggressions occur, the silence of bystanders can compound the harm. Empowering colleagues to recognise and speak up against microaggressions creates a much more supportive environment. This requires not just training but also a culture where calling out microaggressions is seen as constructive rather than confrontational.

This shift towards ‘constructive’ is very important, as a blame culture helps no one and if colleagues who make mistakes are stigmatised, then this can cause further problems such as seeing the colleague reporting the microaggression as ‘difficult’ or ‘having a chip on their shoulder’. This can lead to further isolation for people with disabilities. They can also become fearful of being publicly castigated for what was an unfortunate interaction where no malice was intended.

Whilst it is not a person’s responsibility to call out a microaggression, providing training and empowering staff with the skills to do so can make a difference. Encouraging staff to politely and non-confrontationally ask questions such as “What did you mean by that?” or “Why do you ask that question?” can help individuals pause to reflect on their interactions.

Benefits of Change

When an organisation tackles microaggressions, it presents an opportunity to improve the wellbeing of marginalised staff members and simultaneously, create a more supportive, empathetic, and inclusive workplace culture.

And the benefits don’t end there. Addressing microaggressions helps employees feel more comfortable and respected, improving relationships and team cohesion. An Australian study revealed that companies with robust microaggression training experienced a 38% increase in team collaboration and a 35% improvement in overall productivity. A 2023 Japanese study showed a 39% increase in employee satisfaction in organisations that actively addressed microaggressions.

Even turnover has been found to improve, as shown in a recent Canadian study that found that businesses failing to address microaggressions had a turnover rate 27% higher than those with inclusive cultures.

Breaking the Cycle

In summary, it’s easy to dismiss microaggressions as minor, unintentional banter, jokes, or just part of workplace culture, but their cumulative impact should never be ignored. The consequences for the wellbeing of people with disabilities, and many other marginalised groups, can be profoundly negative for the individual and the wider organisation.

By fostering awareness, encouraging dialogue, and promoting inclusivity, workplaces can dismantle the subtle barriers that microaggressions create. Fundamentally, addressing microaggressions is about creating a better culture, one that supports and values every individual, ensuring everyone feels safe, valued, and respected.