Microaggressions are very subtle words or actions that minimize individuals on the basis of their race, religion, or other identity groups. It does not only come from difficult people. They can be unintentional and come from colleagues, supervisors, or even friends in the workplace.
This has become an important topic in the workplace culture. According to various findings, racial discrimination is one of the most common, and it is the third most common source of discrimination reported by management. Research also found that 74% of their study’s participants had encountered some form of microaggression.
As Muslim professionals, it is important not only to recognize microaggressions but also react to them in a way that is in keeping with Islamic values of respect, justice, and compassion. Recognizing microaggressions at work is important because they contribute to a toxic culture where employees may feel disrespected or alienated, negatively impacting their emotional well-being.
When left unaddressed, these subtle forms of discrimination can escalate into bigger issues, affecting workplace harmony and productivity. Therefore, recognizing microaggressions is a crucial step in creating a positive work culture where everyone can thrive.
Recognizing Microaggressions in the Work Environment
Microaggressions tend to manifest themselves in such a way as to seem harmless comments, yet their overall impact can be harmful. For instance, a statement like, “How do you manage to pray five times a day at work?” might seem to be an interesting question, but it subtly implies that one’s religious practice is uncommon.
Other statements like “You don’t look Muslim.” “Are you sure you’re capable of doing that?” “You’re so lucky to have [insert characteristic]. I wish I had that.” “I didn’t expect you to be so smart.” can appear in a work setting.
Another example situation where a Muslim employee is not invited to social events during Ramadan is not because they are themselves unavailable or disinterested, but because others assume so.
Identifying microaggressions involves understanding these apparently minor but repeating behaviors or statements that make people feel different, othered, or lesser. While these actions may not be meant to hurt anyone, they can still make people feel isolated. Over time, they can create a toxic work environment.
How to Handle Microaggressions in the Workplace
Acknowledge the harm
Identifying the harm of microaggressions is the starting point. Regardless of whether a comment or action appears to be insignificant, it’s important to recognize its impact on the receiver. Islam teaches us to protect ourselves from harm. This means Muslims need to seek protection from any kinds of evil, whether it be from the unseen or seen.
Therefore, it is important for Muslims to be cautious when dealing with others by seeking refuge in Allah so they will be protected from evil eye or harmful forces. Be mindful of those who might cause harm through gossip, slander or malice.
When encountered with microaggressions, respond with wisdom and patience
When you have awareness that something was said or done that harmed you, it is important to get through those feelings before reacting. Answer with patience and wisdom if this feels okay. It is helpful to reply to the microaggression clearly and calmly.
Inform the individual of how their actions or words affected you without further fanning the flames. Responding with both wisdom and patience can clear up the present issue and become someone who is respectful in communication.
Emphasize mutual respect and dignity
If the microaggression was due to ignorance rather than design, take this as an opportunity to educate, but with politeness. In Islam, mutual dignity and respect are at the heart of how we should treat one another. Every person, regardless of their background, deserves to be treated with honor and respect.
As cited in the verse: “Indeed, We created humans in the best form” (Qur’an 95:4). Any human, irrespective of his race, religion, or origins, must be respected with dignity. Microaggressions oftentimes challenge such dignity, that is why one ought to approach them in a manner that will insist on mutual respect.
Encourage open dialogue
If microaggressions keep happening, it may be helpful to start a larger conversation in the workplace about inclusivity. This could include diversity workshops or informal discussions that encourage understanding between different backgrounds.
Studies show that workplaces that prioritize inclusivity tend to have happier employees and better teamwork. Islam also encourages dialogue for learning and growth, as the Prophet Muhammad (PBUH) said, “He who believes in Allah and the Last Day must either speak good or remain silent.” (Sahih Muslim).
Conclusion
Overall, managing microaggressions in the workplace from an Islamic perspective requires a commitment to empathy, respect, and justice. Microaggression awareness, response with wisdom, and giving mutual respect are all essential aspects of creating an inclusive and supportive working environment. By embracing such principles grounded in Islamic teachings, we can assist in creating a workplace where everyone can feel valued, understood, and respected.
