Despite the growing recognition of inclusivity and diversity in today’s world, microaggressions– subtle dismissive behavior or unintentional acts of discrimination– are still all too common. They impact marginalized individuals in significant ways, undermining their contributions. This is especially true for many women in leadership roles. 

Microaggressions show up in various forms, from seemingly offhand comments or actions that diminish someone’s abilities, to assumptions rooted in outdated stereotypes. For women in leadership, microaggressions can be especially harmful, as they often challenge their competence and authority. 

I recently attended a professional event that brought this issue to light. 

During an engaging panel discussion, a female panelist- and the only woman on the panel- patiently waited for her question and began to respond. She had only just begun to speak when she was abruptly interrupted on stage by another male panelist.  As he went on to command the conversation, she very calmly and confidently asked him to stop and let her finish her thoughts before voicing his opinions, ever so gracefully calling out his lack of self-control. 

As she went on to respond with poise and clarity, he went on to display his lack of professionalism through abhorrent body language and exaggerated facial expressions. It was a complete and utter lack of respect for her as an industry professional, fellow panelist, and peer.

What happened next served as an important lesson for us all. 

Despite his behavior, she remained calm and rooted in her confidence. She regained command of the conversation, continued to stand her ground, and ever so eloquently expressed her powerful insights, effectively schooling him on the importance of listening before responding. 

I, along with the rest of the audience, applauded her. Not only for the valuable perspectives she shared, or for her ability to present these concepts in a way that resonated with so many in the room, or for the unfortunate conditions in which she had to do it. 

I applauded her for addressing a microaggression that is all too common for women in leadership. This time, instead of it happening behind the closed doors of an office or board room, it happened right on a stage, for all of us to witness.  Luckily, because of her leadership, we were also able to witness what it looks like to challenge a microaggression with grace, dignity, and professionalism. 

This incident was a reminder for us all that microaggressions, no matter how subtle or seemingly unintentional, should never be swept under the rug. They must be addressed so that the contributions of all individuals, especially those in leadership, are respected and valued.

Calling out these behaviors is the first step in addressing them. Staying silent only allows a culture of acceptance to persist. By naming and challenging microaggressions, we validate the experiences of those impacted and create an environment where others feel encouraged to speak up. 

And while it’s critical to address microaggressions and challenge the existing norms, the manner in which we do so is equally as important. Leading with grace and compassion allows us to address these issues constructively, raising awareness, fostering understanding, and encouraging dialogue. It’s about creating spaces for open conversations, where people can learn and grow. When we lead with empathy, we cultivate an environment where everyone feels valued, heard, and respected.

As leaders, we have a responsibility to show what this can look like through our leadership in moments of microaggression. 

It’s essential for those in roles of power and authority to take the lead in these efforts, setting an example that empowers others to do the same. This is how we can begin to actively dismantle the barriers that have long excluded and marginalized so many. However, we must not place this responsibility on those with titles alone.  During moments of microaggression, we must all activate the leader within us.

Challenging these norms requires courage. Disrupting the status quo means standing firm in our truth and advocating for ourselves and others. Being unapologetically ourselves, embracing who we are, sharing our experiences, and holding firm to our values– that is leadership.

In this sense, standing up against microaggressions is not just a personal act of courage. And it’s not solely reserved for those in positions of power. It’s a collective responsibility. So let’s move forward, together, to show up fully and authentically, to challenge the behaviors that limit us, as well as pave the way for others to do the same.