The WIT Network

Blog: Microaffirmations: Flipping the script

Microaffirmations: Flipping the script on subtle workplace interactions

Host to Pride Month as well as Juneteenth, the month of June is particularly vibrant when it comes to promoting calls for inclusivity and equality among both Black and LGBTQ2S+ members of our community, not to mention those who find themselves at the intersection of these and other underrepresented groups.

While the voices of group members must be at the forefront, allies play an active role in advocating and supporting the mission of these groups. It is an ongoing process that requires continuous effort and a willingness to listen and learn from underrepresented communities.

There are many ways to show up as an ally in the workplace: amplify the voice of marginalized colleagues, challenge stereotypes, become a mentor, leverage your connections to build alliances, unlearn harmful behaviors, and call out microaggressions when they happen.

Another, lesser-known approach to becoming a better ally is to train yourself in the habit of issuing subtle encouragements.  

Microaffirmations: Flipping the script on subtle workplace interactions

Everyone is familiar with the concept of microaggressions – as women, and especially for women of color or those who identify as LGBTQ2S+ – microaggressions can be a taxingly common workplace experience.

While most resources around microaggressions focus on developing awareness and the tools to interrupt microaggressions in the moment, there are also more preventative steps you can take: microaffirmations.

Microaffirmations function as a countermeasure against microaggressions. In a TED article based on her book, How to be an Ally: Actions You Can Take for a Stronger, Happier Workplace, Melinda Briana Epler describes microaffirmations as little ways that you can affirm someone’s identity; recognize and validate their experience and expertise; build confidence; develop trust; foster belonging; and support someone in their career.

These small actions, says Epler, help chip away at the detrimental effects of historical oppression, systemic inequity, cultural marginalization and personal biases.

Here is a summary of microaffirmations you can try in your workplace:

  1. Get to know people and pay close attention to their words and ideas. Show genuine curiosity, compassion, and empathy.
  2. Mirror the language that someone uses to describe their own identity, for example, how someone pronounces their name, describes their identity and uses their pronouns. 
  3. Acknowledge important religious and cultural holidays and life milestones. Keep an eye out for key moments in their life – like Diwali, Indigenous People’s Day, Hispanic Heritage Day, or Black History Month – and take a moment to send a quick note.
  4. Work hard to encourage participation from everyone on your team, by soliciting ideas or feedback on projects, even if it means reaching out separately to those who don’t contribute in group settings.  
  5. When someone isn’t participating, take notice and support them.
  6. Acknowledge people’s expertise and skill. Counter known biases toward women and people of color by acknowledging their expertise and giving them opportunities to shine.
  7. Recognize people’s achievements through conversation or in larger ways, like public awards or broader communications.
  8. Amplify underrepresented voices by using your platform to share and credit other’s ideas, elevate their status, and share your influence.
  9. Invite someone to speak and share their expertise. Be aware that if someone is experiencing imposter syndrome, they may need more encouragement before agreeing.
  10. Provide regular, high-quality feedback. Women, particularly women of color, tend to receive less quality formal and informal feedback, and when they do, it’s often around communication style. Focus on actionable feedback about skills they can develop to further their career.
  11. Establish consistent performance standards ahead of time by tying progress and feedback to team and business goals, and using the same feedback criteria for everyone in a role.
  1. Provide both positive feedback and constructive criticism in tandem to both build confidence and help them develop.
  2. Provide subtle feedback to others during presentations and idea sharing through your body language to show you are fully present, such as nodding, leaning in, or indicating you want to know more.

Read Melinda Briana Epler’s article How to be an ally in the workplace: 13 ways to do it  to learn more.  

Putting allyship to work

No matter where we are today, each of us has a responsibility to deepen our understanding of the lived experiences of others and grow in our allyship. The more dedicated we are to this growth, the more we can contribute to creating an inclusive workplace that allows everyone to bring their whole selves and contribute to their full potential.

Taking a couple simple steps today can get the ball rolling for a lifetime of allyship. Here are a couple ideas: