In both cases, our amygdala - essentially a giant panic button - is activated, leading to a fight, flight, freeze or fawn response. In a work context, this may show up as a quick flash of anger, trying to swiftly exit the conversation, shutting down, or making it clear you’re in on the joke in order to move through the moment as quickly as possible. Depending on your work culture, you might not even observe that much. But whether you spot it or not, this ‘amygdala hijack’ will be at play underneath the surface, causing dysregulation of the recipient’s nervous system and blocking their ability to focus on anything but how to respond or self-regulate.
Over time, the impact of microaggressions can contribute to chronic stress, feelings of isolation and a lack of belonging at work. It can also reduce team members' ability to reach their potential by forcing them to focus on fitting in and staying quiet rather than taking risks, speaking out or being more visible.
Microaggressions can also have a negative impact on the culture within your team. Failing to address these incidents sends a signal about what behaviour will be tolerated within your organisation. For example, if a colleague who takes time out for their well being is called ‘lazy’, this may also impact others who are experiencing poor mental health and discourage others from speaking up when they need support.