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Microaggressions at work; more than just hurt feelings

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  1. The study in brief
  2. The study in more detail
  3. More about working with MS
  4. Browse more from the latest research

The study in brief

In what they believe to be the first study of its kind, US researchers investigated microaggressions experienced by people with MS in the workplace. Microaggressions are subtle and everyday discriminatory actions which can be difficult to identify as prejudice and can leave people unsure of what to do or how to react.

29 people with MS took part in focus groups, answering questions designed to draw out episodes of microaggression, how this affected working life and the strategies used to cope with difficulties. Conversations were analysed by researchers in collaboration with people with MS.

All the participants had encountered some sort of microaggression at work, which could be categorised as microassaults, microinsults and microinvalidations; in practice there was considerable overlap between these subtypes. Participants felt that a key factor was other people’s lack of knowledge or misperceptions about MS, but they often felt uncomfortable about disclosing MS or requesting reasonable adjustments for fear of being judged. Involvement in support groups was seen as a good way to find out how other people cope, access resources and share strategies for talking to colleagues.

The findings of the study confirm the negative impact of microaggressions on self-confidence at work, on job satisfaction and job security. The researchers call for greater awareness of microaggressions and make a number of recommendations including organisational change to provide a more positive workplace and helping people with MS improve their self-confidence and communication skills.

The study in more detail

Background

A microaggression is a subtle behaviour – verbal or non-verbal, intentional or unintentional – directed at a member of a minority group that has a derogatory, harmful effect.  A slow accumulation of microaggressions can lead to low self-esteem, feelings of alienation and eventually even mental health issues.  The concept was initially developed to understand subtle forms of racism but more recently has been applied to discrimination relating to sexual orientation, mental illness and physical disability. 

There is growing evidence that microaggressions are common in the workplace but little is known about the experience of people with disabilities.  In what they believe to be the first study of its kind, US researchers investigated microaggressions experienced by people with MS at work. 

How this study was carried out

29 people from the across the States who had worked in the past three years while living with MS took part in a series of focus groups which were held either face-to-face or by video conference.  Researchers and people with MS collaborated in developing a set of questions designed to draw out experiences of microaggressions in the workplace, their impact on thoughts and behaviours relating to job satisfaction and security and strategies used by people with MS to help them cope with microaggressions. 

All focus groups were recorded and analysed to identify themes which emerged from the conversations.

What was found?

Participants were encouraged to categorise microaggressions into three subtypes, although in practice there was considerable overlap between them:

  • Microassaults: most likely to be viewed as direct discrimination, these are often conscious statements or actions intended to hurt a person (eg a derogatory comment such as “Well c’mon, spit it out!” while trying to explain something to a colleague)
  • Microinsults: often unconscious and characterised as remarks or actions that intentionally or unintentionally convey rudeness or insensitivity (eg  complimenting you in a way that felt offensive – “You look so well for someone with MS”)
  • Microinvalidations: typically unconscious and include comments and behaviours that discount, exclude, negate or contradict the thoughts, feelings or lived experience of a person (eg after explaining the impact of MS fatigue – “Oh I know, I get really tired too”)

All of the participants reported experiencing microaggressions in the workplace, which they primarily attributed to others’ lack of knowledge or misperceptions about MS.  The vast majority saw these experiences as discriminatory and negative, increasing their level of stress, damaging working relationships and undermining their confidence in their work performance and ability to contribute.  Participants also described struggling to make a decision about disclosing MS due to concerns about possible negative consequences and feeling that it was a challenge to educate co-workers and supervisors about MS symptoms and discuss reasonable adjustments that they needed. 

Relatively few participants described positive experiences following disclosure of their MS, although the researchers suggest this might have been due in part to the nature of the focus group questions.

Involvement in support groups was the most popular coping strategy and was seen as a good way to find out about resources available to support people working with MS and share strategies for explaining MS to colleagues and supervisors.  Other coping strategies included meditation, exercise, positive self-talk and support from family members.

What does it mean?

The results from this study highlight the negative impact that workplace microaggressions can have on job satisfaction and security.  The ambiguous nature of microaggressions means that people often doubt their reactions and are less likely to report incidents to managers, limiting the opportunities to change attitudes. 

The researchers make a number of recommendations for tackling microaggressions, including creating a more positive and inclusive workplace climate through organisational change and working directly with people with MS to help them improve their self-confidence and skills to communicate the impact of MS and negotiate reasonable adjustments. 

Lee EJ, Ditchman N, Thomas J, Tsen J.
Microaggressions experienced by people with multiple sclerosis in the workplace: An exploratory study using Sue's taxonomy.
Rehabilitation Psychology 2019 May;64(2):179-193.
Summary 

More about working with MS

Working with MS can be challenging, but there is help and advice to help you manage life in the workplace.

You can read more about working with MS in our Working life information online.

This covers how MS could affect you at work, suggestions for explaining MS to your employer, your rights at work and things you can do to look after yourself.

The MS Society offers a toolkit of decision tools and information sheets for employees with MS and their employers.

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