Microaggressions are subtle messages that send a negative perception or judgment about a group of people. They are usually directed towards minority groups, especially racial minorities and the LGBTQ+ community.
These messages are communicated through words or actions, and can be communicated through non-verbal communication like facial expressions or gestures.
They are often invisible to those who send them, making them even more problematic. Because they are almost always ignored by the sender, microaggressions go unchallenged and continue to send the negative message.
Microaggressions can come from anyone- strangers, friends, family members, co-workers, managers, etc. Anyone can send the message, but it is up to the receiver to recognize it.
This article will discuss what older adults in the workplace may perceive as a microaggression and how to handle it.
You are too old to do that
Micro-aggressions are subtle comments or actions that send a negative message to a group of people. They are usually unintentional, but that does not make them any less offensive.
People who are older adults often face micro-aggressions related to their age. One common micro-aggression is when someone suggests that someone is too old to do something or that they should stop doing something because of their age.
For example, someone might say: “You’re so young, you’ll never figure it out,” or “You should retire now.” These statements make older adults feel like they are being pushed out or away.
Micro-aggressions can also involve comments about health, such as “you look sick,” or jokes about age and ability to function. Any of these comments can make an older adult feel less valued and inferior.
You are too young to do that
A subtle form of micro-aggression is when someone assumes that you are too young or inexperienced to do a certain task or job.
This can be especially hard for older adults who have years of experience, but may be faced with younger bosses or subordinates. This can make you feel like you are not worth your experience, and that is not what we want!
It is important to remember that age does not matter- what matters is the quality of work that you produce.
If you are producing quality work, then you are worth your time on the job. Bosses and subordinates will see that soon enough, and they will appreciate it.
You should also remember to be gentle on yourself- it can be hard to accept such a notion, but it is true.
You are different, which is bad
Micro-aggressions can be as simple as a difference in age, race, gender, or other categories. People can be micro-aggressive because of these differences.
People of different ages have different experiences and understandings of the world. A younger person may not understand the experiences of older people, and this can lead to assumptions about them.
A younger person may perceive an older person to be less intelligent or competent due to their age. They may also assume that an older person is less tech-savvy, which could lead to problems at work.
People of color can experience racism from white people, which can lead to distrust and lower performance at work. Women can experience sexism from men, which lowers their confidence and self-worth.
Whether you are younger or older, a person of color or not, you deserve to feel comfortable and secure at work.
You should know better
Micro-aggressions are often built on stereotypes and assumptions about a person’s identity or group they identify with.
People who are minorities or who belong to a certain group or category of people can experience micro-aggressions due to the nature of their identity.
For example, someone who is older may feel micro-aggression due to the stereotype that all older adults should be retired. Someone who identifies as a worker might feel micro-aggression due to the assumption that they should be taking it easy because of their age.
Anyone can experience micro-aggressions, however, and they can be directed towards any individual or group. People who are in the workplace may perceive micro-aggressions directed at them based on assumptions about their age and whether or not they should be in the workplace in the first place.
That comment about your appearance
Comments about a person’s appearance can be problematic, especially for people of color. Comments about a person’s appearance can be related to their race, ethnicity, or skin color.
While it is common for people to comment on someone’s appearance, it can be overly prevalent in the workplace. The pressure to look “good” may seem greater in the workplace, especially among middle and upper class professions.
The way that people dress often becomes a form of competition. People want to look good because it makes them feel better about themselves. The problem is that the focus on looking good can become overwhelming.
Too many people in the workplace focus on their own personal image rather than who they are as a person and what they have to offer professionally. This can create an atmosphere of hostility and resentment.
The more you focus on your own personal image, the more you are prone to internalize negative comments about your appearance.
Being ignored or overlooked
Microaggressions can happen in the form of being ignored or overlooked. For example, when a younger person is introduced to a group, they are mentioned first and they speak first, but the older adult is not.
Another example is when a meeting or event is planned and the older adult does not receive an invitation, even though they work in the same office or building. Or when an older adult asks someone for help or asks a question and no one answers them.
These instances can make an older adult feel unimportant, unneeded, and insecure about their place at work. They may start to wonder if they are really needed there anymore or if their colleagues don’t like them.
Ignoring an older adult may be unintentional, but it can have negative effects on their self-confidence and emotional well-being.
Being teased or ridiculed
Along the same lines as being put down or criticized, older adults in the workplace can experience subtle bullying from peers and supervisors.
Micro-aggressions can take the form of jokes, insults, name calling, and embarrassment. As with all forms of bullying, those on the receiving end may feel anger, fear, helplessness, and self-confidence loss.
In many cases, bullies are people who are unhappy or lacking in some area of their lives. They take out their frustrations on others to make themselves feel better.
Since they don’t mean it, bullies don’t realize the damage they are doing. By taking things so lightly, they don’t realize the deep wounds they are digging into someone else’s self-confidence and happiness.
As with all forms of bullying, the best way to handle it is to not take it personally.
Being given unwanted attention or praise
Micro-aggressions can be subtle or obvious, and can happen in a variety of contexts. In the workplace, micro-agressions can happen when a new or younger employee is given praise or attention from a more experienced or higher-up employee.
For example, a new employee might be told by their boss that they did a great job on something, giving them confidence in their work.
Another example would be when a higher-up employee takes interest in a new project of theirs and encourages them to do well. Both of these examples can make an individual feel appreciated and encouraged, which is what makes them micro-aggressions.
They are given to someone due to their age, making them feel unappreciated for their work.
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