Microaggressions. They’re the little comments, gestures, and assumptions that chip away at confidence, reinforce stereotypes, and undermine equality. Unlike overt discrimination, they’re subtle—so much so that they often go unnoticed or dismissed as harmless.
But micro doesn’t mean minor. These everyday instances of bias create real barriers for women and gender-diverse people in workplaces, social settings, and beyond.
So, what exactly are gender microaggressions? How do they manifest? And, most importantly, how can we challenge them?
Microaggressions are small, often unconscious statements or behaviours that reinforce stereotypes and social hierarchies. They can be verbal, non-verbal, or environmental, and while they may seem insignificant in isolation, their cumulative impact is profound.
In the context of gender, microaggressions often serve to:
✔ Diminish credibility (e.g., “Are you sure about that?” when a woman presents an idea).
✔ Reinforce traditional gender roles (e.g., assuming a woman will take notes in a meeting).
✔ Invalidate experiences (e.g., “You’re overreacting” in response to a woman calling out bias).
✔ Sexualise or objectify (e.g., unsolicited comments about appearance in professional settings).
The American Psychological Association notes that microaggressions can contribute to higher stress levels, lower self-esteem, and workplace disengagement for those who experience them. In other words? They’re not just annoying—they’re damaging.
Common Examples of Gender Microaggressions
1. The Competence Questioning
“Wow, you’re really good at this for a woman.”
️ “I’ll explain it again—just to make sure you got it.”
This type of microaggression undermines intelligence, expertise, and authority. It’s especially common in male-dominated industries, where women are more likely to be interrupted, second-guessed, or subjected to unnecessary explanations (a.k.a. mansplaining).
2. The ‘Good Girl’ Syndrome
“You’d be so much more likeable if you smiled more.”
️ “You’re too aggressive—try softening your approach.”
When women assert themselves, they’re often labelled as bossy, difficult, or intimidating—while the same behaviour in men is seen as leadership potential. This double standard pushes women to conform to a narrow version of ‘acceptable’ femininity instead of embracing their natural leadership style.
3. The Domestic Assumptions
“Are you sure you want that promotion? What about your kids?”
️“Let’s have Sarah organise the team lunch—she’s great at that kind of thing.”
Gender microaggressions often reinforce outdated stereotypes about women being primary caregivers or naturally suited for administrative tasks. This leads to unequal division of labour in workplaces, families, and social spaces.
4. The Objectification
“You’re too pretty to be in tech.”
Unsolicited comments on clothing, body shape, or appearance in professional settings.
Comments that focus on appearance rather than achievements serve to reduce a person to their looks. This is especially common in media, where women’s outfits are critiqued more than their expertise.
5. The Exclusionary Language
“Hey guys!” (as a default greeting in mixed-gender settings).
️ “We need a strong man for this task.”
Language shapes perception. When workplaces default to masculine language, it subtly signals that men are the standard and everyone else is an afterthought.
The Impact of Gender Microaggressions
While each microaggression might seem small, their accumulated effect can be significant. Research shows they contribute to:
- Imposter Syndrome – Constantly being questioned or underestimated erodes confidence.
- Workplace Inequality – Being passed over for promotions or opportunities due to unconscious bias.
- Emotional Exhaustion – The burden of constantly proving oneself takes a toll.
- Higher Turnover – Women in male-dominated fields often leave due to these daily challenges.
And it’s not just women who are impacted. Gender-diverse individuals face an even greater share of microaggressions, particularly in workplaces that reinforce rigid gender norms.
How to Challenge Gender Microaggressions
1. Call It Out—With Confidence
When you hear a microaggression, addressing it in the moment can be powerful.
✔ “What did you mean by that?” (Encourages reflection).
✔ “Actually, she already explained that clearly.” (Disrupts mansplaining).
✔ “Let’s not reduce her achievements to her appearance.” (Refocuses the conversation).
2. Educate and Advocate
Microaggressions often stem from unconscious bias, which means education is key.
✔ Attend gender bias workshops at work.
✔ Share articles, books, and research that raise awareness.
✔ Encourage inclusive language in workplaces and social settings.
3. Support Affected Individuals
If you witness a microaggression but aren’t in a position to call it out, offer support privately.
✔ “I saw what happened—how are you feeling?”
✔ “That wasn’t okay. I’ve got your back.”
✔ “Would you like me to say something?”
4. Hold Workplaces Accountable
Gender microaggressions thrive in cultures that normalise them. Advocate for:
✔ Stronger diversity and inclusion policies.
✔ Anonymous reporting systems for workplace bias.
✔ Leadership training on gender inclusivity.
Final Thoughts: It’s Time to Break the Cycle
Microaggressions might be subtle, but their impact is loud. They shape workplace dynamics, influence career progression, and perpetuate gender inequality.
But change starts with awareness.
By recognising, challenging, and disrupting gender microaggressions, we can create more inclusive, supportive, and equitable spaces—for ourselves and future generations.
At SheThrives, we believe in empowering women to speak up, supporting one another, and building workplaces and communities where everyone can thrive.
Have you experienced or witnessed gender microaggressions? How did you handle them? Share your thoughts in the comments.