In some cases, workplace discrimination is obvious, overt and clearly offensive or even illegal. If an employee puts their name in for a promotion and is told that they are being denied based on their race or their gender, for example, they are clearly being discriminated against. They may be able to make a claim against their employer.
But it is also important to remember that some types of discrimination are more subtle. These are often referred to as microaggressions. They can still constitute a hostile work environment and harm an employee’s career, even though they are not as overt as direct statements or actions that are discriminatory in nature.
What could this look like?
One common example of a microaggression is when someone makes assumptions about a person based on their perceived inclusion in a certain class.
For example, say that an Asian American employee has a Caucasian coworker. That coworker comments that they are surprised how well their Asian American counterpart speaks English, saying that they sound surprisingly educated or well-spoken.
Even though this has been framed as a compliment, it could actually be a microaggression. The implication is that the Caucasian employee assumes that the Asian American employee would be uneducated or would not be able to speak English because of their ethnic background.
Not only is this an offensive assumption, but the Asian American employee may have been born in the United States and spoken English all their life. The assumptions made about them are simply based on their appearance and their ethnic background, as passed down by their own parents.
Taking appropriate legal steps
You can imagine how experiencing consistent microaggressions creates a hostile work environment. If you find yourself in this position, be sure you understand your legal rights and the options at your disposal.