When conversations about microaggressions emerge, attention often focuses on the individuals involved. Was harm intended? Was someone being overly sensitive? Did the person mean what was perceived?
A thought provoking article by Karim Bettache (2022), published in Perspectives on Psychological Science, suggests we may be asking the wrong questions. Instead of viewing microaggressions solely as individual behaviours, Bettache argues that they are deeply shaped by the cultural environments in which we live and work.
The article highlights a striking gap in the research. Despite growing interest in microaggressions, the overwhelming majority of studies have been conducted in Western contexts, particularly the United States. Yet experiences of subtle discrimination occur across the world and often reflect local histories, cultural norms, social hierarchies and power structures.
One of the paper’s most important contributions is its focus on what cultural psychologists call cultural schemas. These are the assumptions, beliefs and expectations that people absorb from their surrounding environment. Often operating outside conscious awareness, they influence how we interpret others and how we behave towards them.
This perspective helps explain why the same interaction can be experienced very differently by different people. A comment that appears harmless to one person may activate a history of stereotypes, exclusion or marginalisation for another. In this sense, microaggressions are not simply about individual intent. They are also about the cultural meanings attached to identities and social groups.
The paper also highlights the role of broader cultural ideologies. Ideas about race, meritocracy, status and social value become embedded in institutions, media, education and everyday interactions. Over time, these beliefs shape the assumptions people make about competence, belonging and worth. Microaggressions can therefore be understood as small manifestations of much larger cultural systems.
For leaders, this has important implications. Efforts to address microaggressions cannot focus only on changing individual behaviour. They also require attention to the cultural messages, norms and assumptions that shape how people perceive one another. Without addressing the wider context, organisations risk treating symptoms rather than causes.
Perhaps the most powerful takeaway is that microaggressions are never “all in someone’s head”. They are often rooted in shared cultural realities that influence both how behaviour is enacted and how it is experienced. Understanding that context is essential if we want to create workplaces where people feel respected, valued and included.
At Inclusive Leadership Company, we regularly deliver keynotes, masterclasses and workshops on microaggressions, helping leaders move beyond awareness to develop practical skills for creating more inclusive workplace cultures. Get in touch to find out more.
You can read the original article here.
