Rebuilding from Microaggressions & Microtraumas: 4 Strategies for Healing and Inclusion

You may not frequently consider terms like microaggression and microtrauma—and neither did I until I encountered an experience that forced me to reflect deeply on them. A few months ago, I received an email from a professional colleague that was sent to me in error. The message contained derogatory remarks about me—sexist, dismissive, and dehumanizing.

Reading the email, I felt an immediate wave of shame, insecurity, and exclusion. I wondered: Why did this person feel so empowered to diminish my humanity? More troublingly, why was this kind of language acceptable in a professional setting? The situation was layered with power and racial dynamics, making the harm even more profound.

When I raised the issue with my supervisor, he dismissed both the message and my concerns with phrases like, "They behave this way with everyone" and "You were never meant to see that email." This dismissal invalidated my experience, and for days, I dreaded going to work. When my formal complaint was ignored, it became clear that my safety and sense of belonging were not a priority in the organization’s culture.

Sadly, my experience is not unique. Many people who voice concerns about workplace safety, inclusion, and respect are met with indifference, ridicule, or silence. The psychological impact of these moments—when they accumulate over time—brings the concepts of microaggressions and microtraumas into sharp focus.

Understanding Microaggressions and Microtraumas

Microaggressions are often subtle, unintentional slights or insults that convey negative or hostile messages to individuals based on their marginalized identity. Kevin Nadal, a professor of psychology at John Jay College of Criminal Justice, explains: "The difference between microaggression and overt discrimination is that people who commit microaggressions may not even be aware of them."

Microtraumas, on the other hand, refer to small but repeated experiences of exclusion or devaluation that accumulate over time, leading to significant psychological distress. Just as repetitive strain on the body leads to physical injury, repeated microaggressions can cause emotional wounds that affect mental well-being, confidence, and relationships.

Symptoms of microtrauma can include:

• Chronic stress and emotional dysregulation

• Negative self-image and self-doubt

• Burnout and avoidance behaviours

• Trust erosion in workplaces and institutions

For parents, repeated exposure to microaggressions can shape how they raise their children, often passing on cautionary beliefs about safety and inclusion. Over time, these experiences erode trust—not only in individuals but in entire organizations and systems.

Rebuilding from Microaggressions & Microtraumas

I recently spoke with Robyn Penner Thiessen, a Winnipeg-based diversity, equity, and inclusion (DEI) consultant and leadership coach, about strategies for addressing these issues. Robyn specializes in corporate training on microaggressions and joined me for a Mindful Lunch event to discuss how we can rebuild after experiencing or unintentionally causing harm.

We examined these four essential strategies for rebuilding from microaggressions and microtraumas:

1. Recognize and Repair

Most microaggressions are unintentional but still cause harm. If you believe you may have hurt someone, reach out with curiosity and ask how you can improve. A simple acknowledgment can go a long way in repairing relationships.

2. Speak Up

It’s natural to feel uncertain about how to respond when you witness or experience microaggressions. Robyn shared strategies for constructive conversations that foster understanding and prevent future harm. Check out Robyn’s list of thoughtful questions and response strategies here.

3. Prioritize Your Well-Being

Experiencing repeated microaggressions or microtraumas can take a toll on your mental health. It’s essential to cultivate self-care practices that reduce stress and build resilience.  👉 Join a trauma-sensitive retreat, workshop, or program at Reyou to heal from microaggressions and microtraumas and regain your confidence and emotional stability.

4. Be an Active Bystander

People who experience microaggressions often feel isolated and unheard. When you witness an act of exclusion or subtle harm, choose to be an active bystander. This could mean validating someone’s feelings, speaking up when it’s safe to do so, or fostering an environment where inclusion and belonging thrive.

Exploring Your Path to Healing

Microaggressions may be subtle, but their impact is real. If you’ve experienced them—or even unintentionally engaged in them—you can take steps to rebuild.

By deepening your understanding, prioritizing well-being, and committing to workplace inclusion, you can help create safer, more resilient spaces for yourself and others.

🎥 Watch the recording of our November Mindful Lunch with Robyn Penner Thiessen here.

👉Explore upcoming workshops, corporate training, and trauma-sensitive retreats designed to help individuals and teams navigate microaggressions and workplace stress on the Reyou website.

Let’s work together to create cultures of respect, awareness, and belonging.

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About the Author

Patlee Creary, PhD, is a Workplace Mindfulness and MBSR Facilitator, conflict transformation specialist, writer, educator, and social entrepreneur. She helps individuals and teams navigate stress, strengthen resilience, and build meaningful connections through mindfulness, storytelling, and emotional intelligence. 

As the founder of Reyou Mindfulness Collective, she creates transformative workshops, retreats, and corporate training programs that turn life’s challenges into opportunities for growth.

💡 Learn more at https://www.reyoumindfulness.com/patlee-creary-phd.