This article will assist you to understand Microaggressions and Microgestures in the workplace; why they matter and what to do about them.

In today’s workplaces, organisations are increasingly focused on fostering diversity, inclusion, and psychological safety. While policies, training, and leadership support are important foundations, what often goes unnoticed—and can significantly impact workplace culture—are the everyday interactions between colleagues. Among these, microaggressions and microgestures play a powerful but often invisible role in shaping how people feel at work.

What Are Microaggressions?

Microaggressions are subtle, often unintentional, comments or behaviours that convey bias or stereotype, typically towards someone based on their gender, race, age, sexual orientation, disability, or other aspects of identity. They may seem minor on the surface, but over time, they accumulate and can lead to feelings of alienation, frustration, and exclusion.

Examples include:

• Asking a person “Where are you really from?”
• Interrupting a colleague repeatedly during meetings.
• Making assumptions about someone’s ability based on age.
• Complimenting someone’s English as if it’s surprising that they speak it fluently.

The tricky thing about microaggressions is that they’re often brushed off as harmless or unintentional. But their impact is real. People on the receiving end may start to second-guess their belonging, feel hyper-aware of how they present themselves, or avoid speaking up altogether.

Introducing Microgestures

Microgestures are the often-overlooked counterpart to microaggressions. These are small, subtle acts that either promote inclusion or exclusion, consciously or not. Unlike microaggressions, microgestures are not always verbal—they can include body language, facial expressions, or small choices about who is invited to meetings or how someone is acknowledged in a group.

Positive microgestures (microinclusions) include:

• Nodding when someone is speaking to signal engagement.
• Making eye contact with everyone during a discussion.
• Including quieter team members in conversations.
• Remembering and using someone’s correct name or pronouns.

Negative microgestures, on the other hand, can be dismissive:

• Rolling eyes while someone speaks.
• Looking at your phone when a junior colleague is talking.
• Physically turning away from a coworker during a discussion.
• Routinely leaving someone out of casual social invites.

These small signals can speak volumes. While they may not be called out in a formal complaint, they shape the emotional climate of a workplace. And over time, they influence whether employees feel respected, seen, and safe.

Why These Subtleties Matter

It’s tempting to dismiss micro-level behaviours as minor or not worth addressing. But research and real-world experience show that culture is built from the ground up—one interaction at a time. Employees who face microaggressions or exclusionary microgestures may disengage, underperform, or seek employment elsewhere. Even those who witness these behaviours—bystanders—can lose trust in the workplace if they see it going unaddressed.

On the flip side, small, inclusive gestures compound too. When leaders and colleagues consistently model respect, curiosity, and genuine care, it builds a culture where people thrive.

What Can Leaders and Teams Do?

1. Raise Awareness Without Blame
   Education around microaggressions and microgestures should be part of regular training. This isn’t about shaming people but encouraging reflection. Many people simply haven’t considered the cumulative impact of their everyday behaviours.
2. Encourage Feedback Loops
   Foster a culture where employees can give and receive feedback—formally or informally. Peer-to-peer feedback can be a powerful tool for surfacing and resolving unintended harm.
3. Model Inclusive Behaviour
   Leaders set the tone. If you’re in a position of authority, your microgestures matter more than you might think. Demonstrate respect, listen actively, and acknowledge contributions across all levels.
4. Check Patterns, Not One-Offs
   It’s easy to shrug off one questionable comment. But if the same types of microaggressions or exclusions are happening regularly, it’s time to dig deeper and address the systemic issues underneath.
5. Celebrate the Positive
   Recognise and celebrate inclusive behaviour just as you would hard work or innovation. This helps reinforce what a healthy, respectful workplace looks like in action.

Final Thought
No workplace is perfect, and no individual is either. But by paying attention to the small things—the words we choose, the gestures we make, the assumptions we challenge—we can create workplaces that are not only productive but also genuinely inclusive. Because in the end, it’s the little things that often make the biggest difference.

Need Support?

If you’re noticing microaggressions or subtle exclusion in your workplace—or you’re unsure how to address them—acting early is key. Small issues can escalate quickly if left unattended. Contact CIRCLE HR today to discuss any issues you have.

Written by Elia Churiguera

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.