6 Common Microaggressions Women Face at Work (and How to Handle Them)

Subtle comments like “Wow, you're so articulate!” may seem harmless, but they’re examples of microaggressions in the workplace that women face daily. Microaggressions are often unintentional, forms of discrimination or bias. These seemingly minor actions create a hostile work environment over time, impacting morale, mental health, and career advancement. 

For women, especially women of color, microaggressions are particularly prevalent, reflecting deep-seated societal biases that persist in professional settings. Interested to see how they might look in practice? We'll list common examples of microaggressions, and—most importantly—how to tackle them head-on.

What is a microaggression?

Microaggressions are everyday verbal, behavioral, or environmental slights that communicate derogatory or negative attitudes. These actions may stem from unconscious biases rather than overt intent, making them challenging to address. While they might seem trivial in isolation, repeated work microaggressions can lead to burnout, diminished self-confidence, and lower job satisfaction.

A closer look at gender microaggressions 

A 2023 McKinsey report revealed that 78% of women have experienced microaggressions at work, highlighting how pervasive this issue is. Gender microaggressions undermine inclusivity and equality in the workplace. They create an environment where women feel undervalued, invisible, or out of place. When left unchecked, these behaviors contribute to systemic barriers that impede career growth and organizational diversity. Addressing gender microaggressions is essential for individual well-being as well as for fostering a more equitable workplace culture.

6 common microaggression examples in the workplace 

There are many types of microaggressions. (Who could imagine rudeness could be so creative?) Read the following microaggression examples so that you can identify derogatory remarks when you hear them. 

1. The “you don’t look like a leader” assumption

What it is: Women are often overlooked for leadership roles or treated as less authoritative because they don’t fit stereotypical images of a leader.

What it might look like in practice: During a meeting, a woman proposes a strategic idea, but a male colleague’s identical suggestion is praised instead. Similarly, women in managerial positions might be addressed by their first name while their male counterparts are given formal titles like “Mr.” or “Dr.”

Impact: These actions can erode confidence and make women feel they must work harder to prove their competence.

How to handle it: Assert your expertise by redirecting the conversation. For example, say, “Thank you for agreeing with my idea” to reclaim your contributions. Building alliances with supportive colleagues can also help amplify your voice.

2. Backhanded compliments

What it is: Backhanded compliments are remarks that seem like praise but carry underlying biases or stereotypes.

What it might look like in practice: Comments like “You’re so articulate for a woman” or “I didn’t expect you to know so much about technology” might be intended as compliments but reveal low expectations.

Impact: Backhanded compliments reinforce stereotypes, making women feel patronized or judged based on gender rather than merit.

How to handle it: Address the comment directly but calmly, such as saying, “I’m curious why you found that surprising.” This shifts the focus back to the speaker and encourages reflection.

3. Interruptions and mansplaining

What it is: Women are interrupted more frequently during conversations or meetings, and their contributions are often explained back to them unnecessarily.

What it might look like in practice: A woman shares an idea during a team discussion, only to be interrupted or have her points rephrased by a male colleague as if she lacked clarity.

Impact: Constant interruptions undermine authority and suggest that women’s voices hold less value in professional settings.

How to handle it: Politely but firmly interject by saying, “I’d like to finish my point,” or “Thanks for elaborating, but I’ve got this covered.” Encourage meeting facilitators to set ground rules against interruptions, to create a more equitable dynamic.

4. Assumptions about family and work-life balance

What it is: Women are often assumed to be less committed to their careers due to caregiving responsibilities.

What it might look like in practice: During a promotion discussion, a manager might say, “We didn’t consider you for this role because we thought you’d want to spend more time with your family.”

Impact: These assumptions unfairly limit women’s career opportunities and reinforce gender roles.

How to handle it: Push back with professionalism. For example, state, “I’m fully committed to my career and have strategies in place to balance all my responsibilities.” Advocating for clear, merit-based evaluation criteria can also prevent such biases.

5. Tokenism

What it is: Tokenism refers to being treated as a representative of all women or minority groups rather than as an individual.

What it might look like in practice: A woman in a predominantly male team is frequently asked to provide “a female perspective” or serve on diversity panels.

Impact: Tokenism places an unfair burden on women to educate others while diminishing their unique skills and expertise.

How to handle it: Shift the focus back to your professional contributions by saying, “I’m happy to share my perspective, but I believe my expertise in [specific area] is also valuable here.” Encourage broader organizational education to reduce reliance on individual employees for diversity insights.

6. Racial microaggressions

What it is: These are subtle comments or actions that single out someone’s race in a way that’s condescending or dismissive. Racial microaggressions are often things white women might never hear, like being told, “You’re so articulate,” as if eloquence is surprising for someone of your background.

What it might look like in practice: A coworker says, “Where are you really from?” during small talk, or expresses surprise at your educational achievements or professional expertise. While they may think they’re being curious or complimentary, these remarks can feel alienating.

Impact: These racial microaggressions reinforce harmful stereotypes and make women of color feel as though they don’t belong in professional spaces.

How to handle it: You can choose to address it directly by saying something like, “Why does that surprise you?” or “I’m curious why you asked that.” If the comment feels too personal or hurtful, confide in a trusted ally or HR representative to strategize a response.

Handling a microaggression in the workplace

Work microaggressions may be subtle, but their effects are significant. By recognizing and addressing these behaviors, women can protect their confidence and career trajectories while promoting a more inclusive workplace culture. Employers also have a responsibility to foster awareness and create safe spaces where all employees can thrive. Together, we can challenge the biases embedded in our workplaces and pave the way for equitable opportunities for everyone.