For a long time, microaggressions have been seen as a warning sign of deteriorated professional relationships. But recent research by Basima Tewfik of the MIT Sloan School of Management and Summer Jackson of Harvard Business School provides an important nuance. According to these researchers, these clashes are not necessarily irreversible. They can be overcome, provided that everyone adopts the right attitudes and demonstrates a sincere desire to re-establish dialogue after the incident.
Microaggressions refer to small, indirect remarks or behaviors subtly targeting a person’s identity, often made by a person from a dominant group towards someone belonging to a minority. Faced with these hurtful words or attitudes, we often react reflexively, with anger, by avoiding the situation or by withdrawing into ourselves.
However, when there is already a solid relationship or common interests, it is possible to transform these tensions into a springboard for real rapprochement. “Many of us react instinctively by seeking to protect ourselves. However, to improve the situation, we must adopt a proactive attitude and get out of this protection zone. And it’s entirely possible“, explains Basima Tewfik in a press release.
Promote inclusiveness
The behavior of the person causing the microaggression also plays a key role. If she interprets the victim’s reaction as a personal attack, the situation can quickly escalate. On the other hand, a sincere awareness, accompanied by a real desire to discuss, can transform a misunderstanding into a lever for team cohesion.
Positive exchanges in the past can encourage a more open and constructive attitude between two people. The bond between them and the desire to continue working together also count a lot in the possibility of reconciliation. According to Summer Jackson, “it is essential that perpetrators of verbal abuse actively engage in the process“This does not diminish the role of the victim, on the contrary: it helps to better distribute the emotional burden and to move forward in a fairer way. When victims and perpetrators choose a positive approach together, relationships have a greater chance of rebuilding in the long term.
For these positive initiatives to take root over the long term, businesses have a key role to play. It’s about creating a culture based on cooperation, recognition and inclusion. “People will make mistakes, we are human. Companies can work to establish a culture in which employees believe their work is meaningful, while emphasizing cooperation and openness to others.“, as Basima Tewfik recalls.
This requires a clear framework: the possibility of reporting deviations, commitment charters, the integration of these issues into professional evaluations. But above all, we must diversify the profiles within the teams, and act firmly in the event of a repeat incident. Because a clumsy sentence can happen to anyone. What makes the difference is how we respond to it. And the common desire to do better, together.