Navigating the workplace as a woman comes with its own set of challenges, but for women of color, these challenges often multiply. They face a unique intersection of biases—one rooted in their gender and the other in their ethnicity. Despite the long history of efforts aimed at fostering inclusive workplace cultures, women of color continue to encounter significant obstacles that their white and male colleagues may be completely unaware of.

One of the most pervasive and insidious challenges is the experience of “microaggressions,” a term first coined by American psychiatrist Chester M. Pierce in 1970. Microaggressions are subtle, often unintentional, actions or comments that convey negative or derogatory attitudes. Unlike overt discrimination, these behaviors are usually so minor that they can easily go unnoticed or be dismissed as insignificant. However, their cumulative impact can be profoundly damaging, creating an environment that feels hostile and unwelcoming.

For women of color, microaggressions can manifest in many ways. Imagine being told, “You speak such good English!”—a remark that might seem like a compliment on the surface but actually reveals an underlying assumption that people of their ethnicity are not expected to be articulate. Or consider the experience of a woman of color who, despite holding a managerial position, is repeatedly mistaken for a lower-level employee and treated with less respect. These seemingly small slights are not just frustrating—they reinforce harmful stereotypes and contribute to a sense of isolation and devaluation.

The impact of microaggressions is often compounded by the fact that they are difficult to confront. Because they are so subtle, those on the receiving end might hesitate to speak up, fearing that they will be perceived as overly sensitive or that their concerns will be dismissed. This reluctance only allows the behavior to persist, further entrenching a culture of exclusion.

So, what can we do to address these issues and support women of color in the workplace? The first and most important step is to start talking about these experiences openly. We need to create spaces where women of color feel safe and empowered to share their stories. By bringing these issues to light, we can raise awareness and begin to challenge the behaviors that have long gone unrecognized.

Writing about and discussing the rights of women of color is a crucial part of this process. The more we talk about microaggressions, the more we can expose their harmful effects and work toward eliminating them. This isn’t just about creating more content; it’s about fostering a cultural shift where these conversations become a normal part of how we think about and address workplace dynamics.

In addition to raising awareness, workplaces must take proactive steps to combat microaggressions and other forms of discrimination. This means crafting and enforcing strict guidelines that clearly define what constitutes unacceptable behavior. It’s not enough to simply have these guidelines in place—they must be actively communicated, and there must be accessible and effective processes for reporting and addressing incidents when they occur. Employees should feel confident that their concerns will be taken seriously and that there will be meaningful consequences for discriminatory behavior.

Moreover, the issue of representation cannot be overlooked. Women of color often find themselves in environments where they are one of the few, if not the only, people of their background. This lack of representation can exacerbate feelings of isolation and make it harder to challenge discriminatory behaviors. By ensuring that women of color are present in significant numbers at all levels of an organization, we can help to create a more inclusive culture where everyone feels seen, heard, and respected. Representation isn’t just a numbers game; it’s about fostering a sense of belonging and ensuring that diverse voices are included in decision-making processes.

The journey toward a truly inclusive workplace is ongoing, and it requires continuous effort and commitment from everyone involved. By acknowledging the unique challenges faced by women of color and taking concrete steps to address them, we can create workplaces that are not only more equitable but also more dynamic and innovative.