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How Black Leaders Can Protect Their Well-Being From Microaggressions

How Black Leaders Can Protect Their Well-Being From Microaggressions

The unfortunate and sobering truth is that Black leaders in the workplace experience microaggressions at an alarming rate. Despite the ‘racial awakening’ of 2020, which led to widespread marches and protests worldwide and increased spending on workplace diversity and inclusion initiatives, the data doesn’t show a decline in these experiences. Three in five workers echoed this sentiment, as they reported constantly experiencing microaggressions at work based on race, according to a 2023 Mental Health America Survey.

For clarity, “microaggressions” can be defined as offensive insults and invalidating actions or statements against individuals of diverse identities. These identities may be their racial or ethnic background, gender, or religious beliefs, for example. These microaggressions, no matter how innocuous they seem, adversely affect the mental health of the individuals who experience them. The intention of the offensive statement or insult is irrelevant- the impact matters.

The outcome of this survey from Mental Health America also shared this sentiment, as it found that not only did 73% of workers not believe their company would respond to issues of discrimination, but 81% of workers felt that workplace stress impacted their mental health. To further touch on the impact microaggressions have on the mental health of these individuals, this study from McKinsey & Company discovered that Black women are 4.2 times more likely to feel burned out as a result.

The data presented exposes the mental health toll that microaggressions have on Black leaders. It highlights the gross disconnect between the values and emphasis on diversity that many workplaces claim to possess versus the actual lived experiences of disrespect, invalidation, and mistreatment that these individuals have daily.

Although systemic changes are required to cultivate environments where leaders feel psychologically safe to be themselves, it’s more crucial than ever to equip Black professionals with five emotional management techniques to cope with the full impact of microaggressive behaviors. These skills will help leaders release thoughts of self-doubt, avoid internalizing harmful narratives, and protect their emotional well-being.

1. Excuse Yourself From the Conversation

When microaggressions occur, it can feel like being blindsided. You may be unsure of how to respond, and depending on the power dynamics and the situation, it might not feel appropriate. One way to handle this is by excusing yourself from the conversation to regroup, breathe, and process what just occurred.

Removing yourself allows you to think about how you want to address it. It’s important to note that the burden is not on you, the individual who experienced the microaggression, to make the other person feel comfortable in that moment. Your well-being is the priority.

2. Allow Yourself To Feel Angry

Many of us are socialized to view anger as unjustifiable and something to suppress and redirect toward a more positive emotion. However, this is false. When microaggressions occur, it’s important not to suppress justifiable anger but to express and process it through methods such as journaling, exercising, or processing it with a friend. Contrary to popular beliefs, anger isn’t a problematic emotion—the suppression of it and the unhelpful ways it can manifest itself can be.

3. Do a Reality Check

Doing a reality check involves writing down the facts of what occurred while also intentionally removing the demeaning narratives or assumptions that the individual who committed the microaggression attempted to project onto you. Recognizing how their ignorance and bias reflect their lack of education makes you less likely to internalize blame or fault for their microaggressive behavior.

4. Identify Microaffirmations

List the small ways others have recognized or affirmed your expertise and leadership. These are called “microaffirmations.” This practice is essential because when you experience a microaggression, it can often feel as if all of the good you have accomplished or contributed has been diminished or doesn’t matter. Identifying these micro-affirmations is your opportunity to validate yourself, your abilities, and the positive impact that you’ve had.

5. Seek Validation From Peers

Process this experience with other Black professionals or leaders of color who may have experienced similar threats to their self-confidence and well-being. Isolation often occurs when we have experiences with microaggressions because we usually feel shame or embarrassment that it happened. Processing it with other supportive, validating voices helps us to work through those feelings, reduces the impact and longevity of the traumatic experience, and reaffirms our self-worth.

Microaggressions are an uncomfortable, burdensome, and dehumanizing experience that many Black leaders and other professionals of color have in the workplace. While it is not your responsibility to educate and address the person who committed the microaggression, this experience could impact your mental health in the long term. Due to this potential reality, it’s vital that Black leaders have options for protecting their well-being.

See Also

The next time you find yourself in a position of discomfort where you believe a microaggression has occurred, choose one of these emotional skills to manage and protect your mental health. This form of self-care will support you in nurturing your self-confidence and improving your self-worth despite these experiences.

Forbes

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