Microaggressions training is useful for all employees in diverse workplaces. It is especially important for managers, supervisors, and HR staff who set the tone and respond to complaints. It helps people who have unintentionally offended a colleague and people who have been targeted. The 14-minute video is available in English, Spanish and French.

A single microaggression is usually not illegal by itself. However, repeated slights tied to race, sex, religion, or another protected trait can create a hostile work environment. Title VII of the Civil Rights Act of 1964 prohibits that kind of harassment. The EEOC treats such patterns as a form of harassment and discrimination.

Common workplace microaggressions include asking a coworker where they are really from, praising someone's English, or repeatedly mispronouncing a name after correction. Others include talking over women in meetings, assuming a colleague is support staff, and calling a person's opinion too emotional. Each may seem small but adds up over time.

Microassaults are deliberate, often explicit put-downs, such as slurs or offensive jokes. Microinsults are subtle, often unconscious remarks that demean a person's identity or ability. Microinvalidations dismiss or deny someone's experiences, such as insisting race does not matter. Environmental microaggressions are exclusionary messages built into surroundings, like decor or names.

If you commit a microaggression, listen to the person without getting defensive, and avoid arguing about your intent. Offer a brief, sincere apology, acknowledge the impact, and avoid making the moment about your own feelings. Then reflect on the assumption behind the comment and change how you speak or act going forward.