Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

Abstract

Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.

Microaggression or micromessage? How choice of term influences working adults' emotional reactions to a training module about subtle slights

“…A common area of focus in DEI training is the topic of ‘subtle slights’, described as ‘a range of ambiguous negative interactions between people’ (Smith & Griffiths, 2022, p. 2). One type of subtle slight that is frequently talked about is a ‘microaggression’ (Jamieson, 2020; Shepherd, 2019).…”

A thorn by any other name: the acceptability of terminology for subtle slights in UK workplaces

“…, 2017). A subtle slight, however, describes a range of ambiguous negative interactions between people (Smith and Griffiths, 2022). These have been subject to less scrutiny.…”

“…, 2016; Sue et al. , 2007) may make it challenging for employers to choose which to focus on and how to do it in a way that employees will find acceptable (Smith and Griffiths, 2022). This lack of conceptual clarity makes it difficult for those responsible, often HR leaders, to monitor and address these negative behaviours (Marshburn et al.…”

“…Much of this research has focused on overt behaviours such as aggression, bullying, harassment and ostracism (Cortina et al, 2017). A subtle slight, however, describes a range of ambiguous negative interactions between people (Smith and Griffiths, 2022). These have been subject to less scrutiny.…”

“…Employers are currently aware of the need to address subtle slights (Cortina et al, 2017;Leigh and Melwani, 2019;Metinyurt et al, 2021) and are increasingly using training and communications to raise awareness in a bid to mitigate potential harm (Shepherd, 2019). However, the range of constructs and terms used to refer to subtle slights (Cortina et al, 2017;Jones et al, 2016;Sue et al, 2007) may make it challenging for employers to choose which to focus on and how to do it in a way that employees will find acceptable (Smith and Griffiths, 2022). This lack of conceptual clarity makes it difficult for those responsible, often HR leaders, to monitor and address these negative behaviours (Marshburn et al, 2017).…”