Objectives: Discrimination, once unmistakable, has taken on subtler forms as exemplified by microaggressions-daily, seemingly harmless indignities that send negative messages to minority group members (Sue, Capodilupo, et al., 2007). Furthermore, unique microaggressions exist for individuals who possess more than one stigmatized identity. For example, racial/ethnic minorities who are also lesbian, gay, or bisexual face discrimination that is unlike racism or heterosexism alone or in combination. Thus, to meaningfully investigate how dually marginalized individuals experience various forms of contemporary, covert discrimination, scholars need access to paradigms that better capture their existential realities. Specifically, greater attention must be paid to how interlocking social categories shape experiences of subtle discrimination. To this end, we demonstrate how to conceptualize quantitative research that is mindful of intersectionality-or the interconnection of social identities in creating overlapping and interdependent systems of oppression. Method: We conducted a 2-phase study to examine whether an intersectional methodology better predicted adverse health outcomes for 801 lesbian, gay, and bisexual people of color as compared to an additive/multiplicative approach (i.e., combining scores from two different measures of experiences with racism and heterosexism). Results: Results indicated that intersectionality (vs. additive/multiplicative approach) better measured symptomology for racially diverse sexual minority group members who experienced microaggressions. Conclusions: These findings provide quantitative evidence in support of intersectionality, an achievable methodological approach that captures subtle encounters with discrimination for individuals with interlocking marginalized identities-encounters that would otherwise remain on the fringe of research.

Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data from 345 Black employees, open-ended question qualitative insights delineate three overarching themes of workplace microaggression toward Black employees: anti-Black stereotype expression, racialized role assignment, and interactional injustice. We also detail how these themes manifest in nine distinct ways. Then, we model the cognitive and emotional resource recovery and protection processes that Black employees engage in to overcome workplace microaggressions. Quantitative results demonstrated that workplace microaggressions related to subsequent resource replenishment (i.e., co-rumination, or discussing feelings and venting about problems with coworkers; Rose, 2002) and protection (i.e., racism-related vigilance, or mentally preparing for anticipated racism; Clark et al., 2006) efforts. Further, results suggested undesirable effects of microaggressions on burnout and job satisfaction. Finally, we found a positive relationship between resourcing efforts and job satisfaction but found no support for trait resiliency or organizational support as buffers of microaggression effects. Implications for future research and direct interventions are discussed.

The special issue on microaggressions highlighted how subtle interpersonal bias is complex, harms its targets, and reinforces established systems of inequity. The aim of this commentary is to contribute an organizational science perspective to this insightful and important dialogue. Given that the workplace is a microcosm of the broader society where adults spend most of their waking hours, studying microaggressions in this context can shed light on their unique manifestations and consequences, as well as methods to address this unique source of workplace adversity. Unlike other social contexts, many employees do not have complete autonomy over whom they interact with (e.g., choosing one’s supervisor, officemates, or clients) and what they are able to convey authentically and safely in those interactions (i.e., choices about how one responds to microaggressions). As a result, people from minoritized backgrounds must often maintain professional relationships with colleagues or supervisors who harbor bias and (un)consciously convey it via microinvalidations, microassaults, and microinsults. Further, reward systems in the world of work (e.g., wages, promotions) may not only reflect but also reinforce systems of disadvantage (e.g., who experiences social mobility). In addition to understanding microaggressions in the workplace, there is a need to actively address them. We engage with Ong et al., Johnson et al., and Spanierman et al. to suggest that organizational understanding and remediation of microaggressions offers a viable avenue for challenging systems of oppression and fostering employee and organizational resilience to adversity.

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