Microaggressions can show up in what we say and how we respond. They are often indirect, phrased as comments, questions, or jokes.

Common forms include language that diminishes a person, assumptions about capability, or stereotypes tied to identity. Microinvalidations exclude or deny experiences, such as dismissing concerns about bias.

Look for signals such as surprise at a colleague's competence, comments that essentialize identity, or questions that center the speaker rather than the experience of the person affected.

Impact on individuals can include increased stress, reduced trust, and a sense of invisibility. Teams may experience lower psychological safety and collaboration challenges.

Tips to recognize patterns include listening for repetitive themes, noting emotional reactions in conversations, and reflecting on whether remarks generalize a group rather than an individual.

• Language that relies on stereotypes
• Assumptions about abilities or roles
• Questions about origin or accent that frame identity as an issue