It’s Actually NOT All in Your Head

Confronting Competence-Based Microaggressions and Bias in the Workplace and Beyond

Competence-based microaggressions are often dismissed as misunderstandings or paranoia, yet the data and countless personal experiences tell a different story. The Women in the Workplace Report by LeanIn.org and McKinsey & Company demonstrates how pervasive and damaging these microaggressions can be, especially for women navigating their careers in corporate settings, among other things. In its tenth year, this report encourages corporate America to continue focusing on women’s representation, experiences, and company practices.

It Starts Early

Last week, my high school daughter told me about a frustrating microaggression she experienced. As one of two female members in a school club, she was reprimanded for being late to a meeting and dismissed when she told her male classmate he was mistaken. She felt minimized even though her correct assertion was later validated when a different male peer intervened. This situation resulted in my bold, headstrong daughter questioning herself and feeling less confident and smaller. This incident is a microcosm of the daily realities many women face in professional settings, from the classroom to the boardroom.

Connection to Broader Trends

According to the Women in the Workplace Report, women are more likely than men to have their judgment questioned—29% of women responded as such. This data illustrates an ongoing issue that affects women’s confidence and careers and contributes to a myriad of inequities. Moreover, while women have made inroads into leadership, they still only make up 29% of C-suite positions, with women of color holding a mere 7%.

Impact on Women of Color

As a cisgender white woman, I’ve witnessed the heightened microaggressions that women of color endure. My experiences are not layered with the racial biases that these women navigate daily. Recognizing this difference is crucial as I reflect on my challenges and advocate for inclusivity and equity across all spectrums of gender and race. The report demonstrates that women of color contend with more frequent and severe microaggressions, amplifying the professional hurdles they must overcome. For example, Black women and Latinas report higher incidences of having their intelligence and capacity underestimated, suggesting a deep-seated bias that undermines their professional credibility and authority.

Mentoring Young Professionals

Mentorship is critical in empowering young women to identify and confidently address competence-based microaggressions in the workplace. Effective mentorship can transform these challenging experiences into opportunities for growth and change.

1. Recognition Training: Implement training within mentorship programs that helps mentees identify microaggressions. This includes understanding subtle cues and language that may undermine women’s competence.
2. Response Techniques: Equip mentees with practical strategies to address microaggressions when they occur, such as assertive communication techniques that allow them to call out these behaviors constructively.
3. Engaging Allies: Foster an environment where mentors help both male and female colleagues recognize their role in perpetuating or combating bias. This includes training mentors to facilitate workshops or discussions that enlighten colleagues about microaggressions and encourage them to act as allies.
4. Advocacy and Support: Encourage mentors to advocate for organizational changes that address systemic bias and support a culture of feedback and openness to ensure that microaggressions are recognized and actively discouraged.
5. Creating Networks of Support: Networks of support connect people to share experiences, which builds out a support system for all participants, making it easier to tackle microaggressions collectively.

As women in leadership roles, we should participate in mentorship programs that support young women’s professional growth and prepare them to navigate and reshape the workplace culture. We can create a new dynamic when we empower young women and engage allies across gender lines to openly address and eradicate microaggressions.