THE HIDDEN MICROAGGRESSIONS BLACK WOMEN FACE AT WORK

The real problem

According to a report entitled Broken Ladders, conducted by the Fawcett Society and the Runnymede Trust in 2022, which documented the experiences of 2,000 women of colour across UK workplaces, 75% of women of colour reported experiencing racism at work.

This article primarily focuses on the experiences of Black women in the workplace, at the intersection of race and gender. By adopting an intersectional approach, we can highlight how overlapping systems of oppression influence the structural barriers Black women continue to face, including access to opportunities such as promotions. According to the report, 42% of Black women reported being passed over for promotion despite good feedback, compared to 27% of white women. 

The data reveals that institutional racism is common across all sectors and types of organisations, leading to a cumulative negative impact on women of colour at work, including burnout. Statistics show that Black women are three to four times more likely to experience microaggressions in the workplace, and over half of Black female professionals have experienced racial prejudice. Alongside these experiences, workplace cultures often require women of colour to change who they are in order to fit in. For many Black women, the workplace becomes a daily negotiation of identity, where authenticity can come at the cost of career progression.

What are microaggressions?

Microaggressions can be described as intentional or unintentional behaviours that communicate negative racial assumptions and stereotypical insults towards people of colour. They stem from limiting and discriminatory beliefs and attitudes that, when left unchecked, create toxic workplaces that hold back women of colour and prevent them from fulfilling their potential.

The types of hidden microaggressions that Black women face in the workplace include appearance-based biases. One of the most common comments received is, “Is that your real hair?” Other types of microaggressions include labelling their tone of voice as aggressive. Black women also experience idea dismissal, often finding that the same ideas are later accepted when communicated by other colleagues. Further microaggressions include assumptions about Black women’s ability to perform in certain roles, despite their qualifications and proven competence, as well as exclusion from networking opportunities due to racial discomfort among peers. 

The impact of these repeated experiences is detrimental to both psychological wellbeing and career development. Black women must navigate the effects of racial trauma, stress, and imposter syndrome. This often includes code-switching; altering one’s identity by changing appearance, speech, or even food choices to make others more comfortable. This constant self-monitoring is emotionally draining and further limits authentic participation in workplace culture.

Despite being highly qualified, Black women are frequently prevented from fulfilling their true potential as they are routinely overlooked. Some end up lowering their career ambitions after repeatedly being passed over for promotion. According to a report by McKinsey & Company, for every 100 men promoted to manager, only 54 Black women are promoted, compared to 89 white women.

Consequently, many workplaces in the UK are missing out on the leadership and talent of women of colour due to embedded structural inequality.

What can be done?

The call to action must be intersectional and involve many individuals playing their part in advocating for more inclusive environments, so that Black women are no longer disproportionately impacted.

There are several actions that organisations can take to bring about effective change. One is to promote education and resources that support reflective bias training which recognises the lived experiences of Black women. To ensure leadership takes accountability for inclusion metrics, organisations should widen pipelines for hiring and promotion, addressing the lack of representation at senior levels. These contributions should be measurable, reinforcing the importance of belonging and equity, not merely diversity. To create psychologically safe environments, organisations must enable individuals to report discrimination confidentially.

Colleagues also have a part to play in recognising and challenging microaggressions in the workplace. Professionals can support progress by becoming allies, amplifying the experiences and voices of Black women in meetings and decision-making spaces. When individuals take ownership of their learning, they relieve Black women of the emotional labour often involved in explaining discrimination.

Black women, too, can advocate for themselves by staying informed about their workplace rights and company policies to better recognise and respond to discriminatory behaviour. Building strong support networks and prioritising mental health is key. Engagement in professional communities, such as The BAME Woman in Law, can support self-advocacy and growth.

What will you do differently tomorrow?

The burden of navigating microaggressions should not rest solely on the shoulders of Black women. It is clear that creating an inclusive and respectful professional environment requires a conscious and collective effort; not just policy, but consistent practice.

So, ask yourself: Are you being proactive in fostering a workplace where everyone feels seen, heard, and valued? Do you recognise microaggressions before they occur, and are you prepared to challenge them when they do?

These are daily decisions; choices that shape the workplace culture we either reinforce or challenge.

Now, what will you do differently tomorrow? Because silence upholds inequity. But awareness, empathy, and action can dismantle it.