You’ve likely taken part in a workplace training that describes how to recognize and avoid microaggressions. These are subtle acts of exclusion that negatively impact learning, problem-solving, and overall emotional well-being for workers who belong to a historically underrepresented or devalued group — whether because of race, gender, sexual orientation, or other identity. In our work as leadership and DEI academics, practitioners, and advisors, we’ve found that avoiding committing microaggressions is not enough; to remedy the harm they cause, we need to counteract them. To do this, we propose an additional tool: Microvalidations. These are small, positive actions that encourage or affirm.
An Antidote to Microaggressions? Microvalidations.
Five subtle acts of inclusion leaders can start practicing right now.
May 15, 2023
Summary.
People from marginalized groups often experience subtle negative actions called microaggressions that, in aggregate, can adversely affect both performance and well-being. Based on a wide body of research in positive psychology and management, the authors propose a counterstrategy: Microvalidations. These are equally subtle but powerful actions or language that demonstrate affirmation, encouragement, and belief in a person’s potential. They include: Acknowledging presence, validating identity, voicing your appreciation, holding people to high standards, and affirming leadership potential and status.
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New!
HBR Learning
Diversity, Inclusion, and Belonging Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.