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MicroaggressionsWhat is a microaggression?Microaggressions are verbal, non-verbal and environmental slights, snubs and insults which communicate hostile, derogatory or negative messages and behaviors that target a person based on their protected characteristic or belonging to a marginalized group.They can be intentional and unintentional and are based on biases (either conscious and unconscious) associated with our race, religion or belief, ethnicity, sexual orientation, gender and disability.Microaggressions are the hidden messages in comments or actions that can:• Invalidate the group identity or the target person's lived experience• Humiliate them on a personal or group level, communicate they are lesser human beings• Suggest they do not belong with the majority group• Threaten and intimidate• Or put them down to a lower status and treatment1

Superficially, microaggressions may appear as compliments or jokes, however they contain hidden insults, offensive statements, or insensitive questions or assumptions.Although they may not always be intentional, they do cause harm and offense. They might appear small, but their impact is significant and is compounded over time.The consequences of microaggressions are problematic for all parties:• The receiver continuously experiences discrimination, albeit in a subtle form, and may begin to disengage. They might also start to doubt themselves ("Did it really happen?", "Did I really hear that?", "Am I being oversensitive?"). A term to describe this is “gaslighting” which is when a person begins to question their own sanity, perceptions or memories, as a result of someone or a group making the person think what they experienced or perceived was not real• The individual(s) delivering the microaggression may find that rapport with colleagues or patients cannot develop, leading to inadequate engagement and poor clinical outcomes• The individual(s) observing the microaggressions may find them difficult to interpret, leading to awkward interactions or learned behavior. Over time, microaggressions may have an accumulative effect on the individual’s decision-making and self-esteem.Left unchallenged, others may deem microaggressions as an acceptable behavior.It can mean that a team or organization takes actions and decisions based on bias, which can in turn lead to poor culture, bad practice, lack of progression or achievements for certain groups, an unhappy workforce, high staff absence, recruitment and retention issues, and reputational damage.2

What does a microaggression look like?3Race RelatedMicroaggressionsGender RelatedMicroaggressionsAge RelatedMicroaggressionsLGBTQIA+ RelatedMicroaggressionsYour Name is hard to pronounce, Can I call you "something else?"Is that your real hair, can I touch it?Oh, you don't have an accentYou're not like other, Black people, or Asians, etc.Talking down to someone based on assumptions about their genderMen are given more time in meetings to share their thoughts, women are cut offMaking fun of women's short hair stylesInterrupting a woman or cutting them off when speaking in a meetingSpeaking to someone in a way that indicates they don't understand because they are older.Not offering younger staff development opportunitiesNot asking younger people for input on a work project due to perceived lack of experience.Feeling like you are being pushed out of job because you are older.Assuming someone who identifies as LGBTQIA+ can't relate to heterosexual peopleAssuming someone's gender pronouns, without asking their preferred pronounsMixing up sexual orientation with gender identityExpectations of stereotypes

4Everyday Micro-affirmationsAs a member of a team and/or a professional organization, you have a duty to ensure that you are not acting in a discriminatory manner, whether it be consciously or unconsciously.Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort, and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance - create new good behaviors.Active listening, which focuses on hearing clearly what is being shared, can be demonstrated through:• Giving eye contact• Open body language and body posture• Acknowledging what is being said - summarizing statements• Asking qualifying questions to ensure understanding• Remember details and recall individuals’ contributionsRecognizing and Affirming emotional reactionsIt is helpful to dive deeper by identifying, validating, and responding positively to experiences.This can include:• Explaining the what, why, and how• Expressing care about the effect of the event demonstrating a willingness to think through a productive path forward• Acknowledging achievements• Verbal acknowledgement that they have experienced something exciting, frustrating, hurtful, etc. this enables the conversation to focus on turning those feelings towards actions that will empower, heal, and/or foster learning

Next StepsOur itel Wood Restoration Network is held in very high regard and our expectations are that our firms will treat our mutual customers with the utmost respect and dignity.If we receive reports of discrimination, microaggressions, or other forms of negative behavior we will investigate the situation with all parties involved and appropriate actions will be taken.If you have any questions or concerns regarding this topic, please reach out to networkdevelopment@renovar.comor call 877-884-94465