Dignity is not only lost in dramatic moments. It can also be eroded quietly, in everyday interactions that signal who is valued, and who is not.
A recent study by Gatwiri and Kim (2026), published in the Australian Journal of Social Issues, offers a powerful lens on this. Drawing on the lived experiences of Black Africans in Australia, the research introduces the concept of racial misrecognition and shows how small, repeated interactions can systematically undermine a person’s dignity.
At the heart of the paper is a simple but often overlooked idea: dignity is not just an internal state. It is something that must be recognised, affirmed, and sustained through everyday relationships and interactions. When that recognition is absent, or distorted, the impact is cumulative and profound.
The researchers identify a series of micro practices that gradually erode dignity. These are not always overt acts of discrimination. In many cases, they are subtle, normalised behaviours that are easy to dismiss, yet deeply consequential.
One pattern is being “stripped down”. Participants described experiences of being talked down to, dismissed, or made to feel less capable. Even when formally included in workplaces or institutions, they reported moments where their competence or worth was quietly undermined. Over time, these interactions can reshape how individuals see themselves, not just how others see them.
Another pattern is being treated as a problem. This includes experiences of hypervisibility and invisibility at the same time, being singled out because of difference, while also being ignored or overlooked. Participants described being repeatedly asked where they were “really from”, or being treated with suspicion in everyday settings. These interactions communicate a subtle but persistent message: you do not fully belong.
A third theme is the need to “earn” dignity. Many participants spoke about masking aspects of themselves to be accepted, modifying how they speak, behave, or present. Alongside this was the expectation to work harder than others for the same recognition. This constant adjustment and effort represents an additional, often invisible, layer of labour.
The study also highlights how racism becomes normalised through everyday interactions. Casual comments, assumptions about capability, or being overlooked in meetings may appear minor in isolation. However, when repeated over time, they create what the authors describe as a cumulative “shrinking” effect on a person’s sense of self.
Importantly, the research challenges the idea that these are isolated incidents. Instead, it shows how they are embedded within broader systems and narratives that deny or minimise racism. Practices such as denial, deflection, or questioning someone’s experience can further reinforce this dynamic, making it harder to name and address the issue.
For organisations, the implications are significant. Inclusion is often measured through representation, policies, or engagement scores. But this research suggests that inclusion is equally shaped by micro level interactions, the everyday behaviours that signal respect, recognition, and value.
If dignity is relational, then inclusive leadership is not only about strategy or intent. It is about how leaders and colleagues show up in small, routine moments. Who is listened to, whose ideas are taken seriously, who is trusted, and who is questioned.
The challenge, then, is not only to address overt inequities, but to examine the everyday practices that may unintentionally undermine dignity. Because what appears small in the moment can, over time, have a profound impact on how people experience themselves, their work, and their place within an organisation.
You can read the original article here.
