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Sometimes, bullying in the
workplace is easy to identify.
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Hitting, yelling, insulting, and demeaning others
is quickly noticed and recognized by most people.
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However, many times workplaces are not overflowed with
apparent aggression, but rather a series of microaggressions.
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This little picking, tapping, and poking overtime
can add up to an exhausting and toxic workplace.
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Here are a couple of examples of microaggression
in the workplace you can recognize and confront.
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One type of microaggression
is assumptions.
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These could be assumptions based on position, gender, experience,
race, socioeconomic status, age, department, or education.
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Essentially, this microaggression
sounds like this.
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Because you are x, you probably are
or are not or like or don't like y.
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these types of microaggressions are slight comments
and remarks within the course of your conversations
and can add up to hurtful
and meaningful impacts.
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Studies show that these microaggressions can
lead to higher levels of depression and anxiety
and lower self-esteem when you encounter
microaggressions in your workplace.
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First, I want you to take a moment and take
a breath for your own emotional balance.
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If you are emotionally charged
and the aggressor is unaware,
then this will likely not be an ideal
environment to have a healthy conversation.
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So, first, take a breath.
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If this is your first confrontation of
microaggressive behavior with the individual,
I want you to pull the person aside and explain to the
individual that the comment is not appreciated and why.
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Allow space for a conversation and clarify
alternative action for the future.
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If you have allowed microaggressions
for an extended period of time
and are now addressing the issue with the individual,
this could take more time for the behavior to change
as habits have already been formed and must be broken
and rebuilt at this stage of the working relationship.
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The best way to address microaggressions is
in the beginning of the working relationship.
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If you are in a situation where you have allowed
microaggressions for an extended period of time,
you might plan for a longer conversation about
the impact of the microaggressions on yourself.
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If the microaggressions continue, then you may
include other people including your charge nurse
or supervisor to help support you in
your conversation to reach a solution.
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Microaggressions are a series of small comments
and actions that can build up to a big impact.
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Do not let these microaggressions continue
to have a negative impact on you.
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Address the issue directly and proactively
for a more positive workplace.