How micro aggression impacts on workplace mental wellbeing

How micro aggression impacts on workplace mental wellbeing

Research among 2,000 UK workers by Mental Health First Aid England (MHFA) suggests around one in three have been the subject of micro aggression or discriminatory behaviour from their manager in the past six months. In turn, for many, this has led to negative effects on their mental health.

Younger people are more likely to be affected by — or pay attention to — these kinds of behaviours from managers: 66% of 18-34-year-olds, compared with 38% of those in the 45-64 age group. 47% of White British staff were affected; 57% of Asian and Asian British, and 72% of Black or Black British. 

Feeling picked on

Employees don’t feel able to bring their ‘whole selves’ to work. Most often, this is because of comments that managers have made relating to their age, their working patterns, mispronouncing people’s names, comment about their personal life, or even their physical and mental health.

The ‘exclusionary behaviours’ pointed to in the report include ‘not getting credit for work done’, ‘favouritism of other employees’ and ‘sarcasm.’

Improving cultures in practice

EAPA UK chair, Karl Bennett said: “When people feel able to be themselves in the workplace they’re going to contribute more — feel more motivated, more engaged, and a better sense of mental wellbeing. Discrimination or a sense of being unappreciated or disrespected is bad for everyone.

“Creating a more positive culture starts with understanding where the specific pressure points and issues are occurring. And that’s where a close relationship with an EAP is critical; for working together to identify underlying sources of workplace stress (among which specific groups, when and where), which can be used to make structural changes, provide more support and training.”