Racism unquestionably imposes a considerable mental toll on the recipient. Research from Rice University highlights how even subtle racial slights can result in declines in job dissatisfaction and even burnout.

The researchers quizzed around 350 Black employees on their experiences in the workplace, and particularly on any microaggressions they have suffered from. Such slights are especially complicated in the workplace, as while people can extricate themselves from settings or say something in return in other scenarios, these options aren’t always available in the workplace.

Common microaggressions

The researchers were able to identify three particularly common forms of microaggression, the first of which was the expression of anti-Black stereotypes, particularly relating to intelligence or social skills.

The second common form of microaggression was the racialized way in which roles were assigned after it emerged that Black employees would often be given roles that were physically oriented or even subservient. There may even be assumptions that Black colleagues are socioeconomically inferior.

The third form of workplace microaggression involves interactional injustices, whereby Black employees are subjected to negative interpersonal treatment. For instance, people reported feeling like second-class citizens or having any unique practices of their racial group treated with contempt. Some even had physical characteristics regarded as abnormal or unhealthy.

Burned out

These repeated and often subtle microaggressions nonetheless had a profound impact on the wellbeing of Black employees, who reported much higher levels of job dissatisfaction and burnout. This was often because of the mental preparation they felt they needed to make to buffer the various expressions of racism they encountered.

They also reported having to have various conversations with colleagues to make them aware of these experiences and the impact they were having.

“Given the harmful effects of microaggressions, it’s imperative for organizations to address these insidious forms of discrimination,” the researchers explain.

The researchers hope that their work will shed sufficient light on the issue to encourage both practical interventions and also prompt additional research into what is clearly an important topic.