Have you ever felt left out at work, ignored in a meeting, or had your ideas brushed off — even when others were treated differently? These tiny, often unnoticed behaviors are called microinequities.
They may seem small, but they can have a big impact over time.
In many workplaces, the biggest challenges are not always loud or obvious. Sometimes, it’s the small, everyday actions that quietly make people feel left out, unimportant, or overlooked.
Microinequities are often hard to notice, but they can have a powerful effect on employee morale, trust, and team performance. In this article, we’ll explain what microinequities are, how they show up at work, how they differ from microaggressions, and what both employees and leaders can do about them.
What Are Microinequities?
The word “microinequities” is a combination of two parts:
- Micro: Referring to something small or subtle.
- Inequities: Referring to unfairness or lack of equality, especially in terms of treatment or opportunity.
Microinequities are small behaviors that may seem harmless on their own, but when repeated, they send a message that a person is less important, less valued, or does not fully belong.
In fact, the person doing it might not even realize they’re doing it. But for the person on the receiving end, these little slights can feel discouraging and hurtful.
✨ Think of it like a paper cut. Small, but painful. One may not matter. But a hundred paper cuts? Ouch.
Characteristics of Microinequities:
| Characteristic | Explanation |
|---|---|
| 🌫️ Subtle | Often unintentional or unnoticed |
| 🔁 Repetitive | Happens again and again over time |
| 🧠 Based on Bias | Comes from unconscious stereotypes or assumptions |
| 🧍♀️ Often Targeted | Usually affects women, minorities, or underrepresented groups |
| 😶 Hard to Call Out | People might feel it’s “not big enough” to speak up about |
How Do Microinequities Show Up at Work?
In the workplace, microinequities can affect communication, decision-making, collaboration, and career progression. While each individual action may seem minor, over time they create a pattern that makes employees feel excluded, unsupported, or invisible. Some example of how the show up are:
➡️ Performance Reviews: Managers may use less positive language for some people.
➡️ Promotions: Some employees may be overlooked, even when qualified
➡️ Team Projects: Certain team members may always be picked for fun or important tasks — while others are ignored.
Examples of Microinequities in the Workplace:
Some examples of microinequities may include:
- A manager listens carefully when certain people speak but regularly checks their mobile phone when others do.
- One team member receives constructive feedback, while another only hears criticism.
- A qualified employee is consistently passed over for projects or client-facing tasks.
- An employee’s contributions are rarely acknowledged in group meetings, even if they played a major role.
- Invitations to informal meetings, social gatherings, or team chats exclude certain colleagues.
In isolation, these may not raise alarm. But together, they form a pattern of subtle inequality that damages trust and morale.
Further examples may include the following:
| Situation | Microinequity Example |
|---|---|
| 👥 In a meeting | A woman speaks and is ignored; a man says the same thing, and everyone agrees |
| 💬 Casual conversation | Always asking the same person where they’re “really from” |
| ✉️ Emails | Leaving someone off emails even when they should be included |
| 👀 Body language – non verbal communication | Eye-rolling, sighing, or looking bored when someone is talking |
| 🧊 Social situations | Excluding someone from team lunches or after-work events |
Microinequities VS Microaggressions
People often confuse microinequities with microaggressions. While they are similar in that they are both small and subtle, there are important differences between them.
Microinequities are about how people are treated—being left out, ignored, or overlooked in small ways.
Microaggressions, on the other hand, usually involve subtle comments or remarks that reflect bias or stereotypes.
Example:
- Microinequity: A manager always asks one team member for input but never asks another, even though both are qualified.
- Microaggression: Someone says to a colleague, “You speak English so well,” assuming they wouldn’t.
Microaggressions often relate to race, gender, or other identities, while microinequities are more about general exclusion or unequal treatment—even if not linked to a specific identity.
🧠 A simple way to remember:
- Microinequities = How you act (or don’t act) toward someone that shows they’re less valued.
- Microaggressions = What you say that subtly insults or stereotypes someone.
| 🔍 Aspect | Microinequities | Microaggressions |
|---|---|---|
| 🧠 Intent | Often unintentional | Can be unintentional or intentional |
| 📏 Size | Very small, subtle actions | Small, but often stronger or more offensive |
| 🧨 Impact | Feels like being overlooked | Feels more like being insulted |
| 🧍♀️ Example | Not inviting someone to lunch repeatedly | Saying “You’re so articulate… for someone like you” |
👉 Both are harmful. Microaggressions may get more attention, but microinequities slowly eat away at confidence and workplace culture.
Why Microinequities Are Harmful
While microinequities are small by nature, their long-term impact can be serious.
Effects on Employees:
- Feelings of isolation or exclusion
- Reduced confidence and motivation
- Withholding of ideas or less participation
- Higher risk of burnout or resignation
Effects on the Organization:
- Loss of diverse perspectives
- Decline in team morale and productivity
- Poor manager-employee relationships
- Weakening of inclusion and trust
In short, microinequities can make workplaces feel unfair—even if the company culture appears supportive on the surface.
What Can You Do if You Experience Microinequities?
If you notice a pattern of being treated unfairly in subtle ways, here are a few steps to consider:
1. Keep a Record
Write down examples of what’s happening. Include dates, what was said or done, and how it made you feel. This can help you see patterns and give you something to refer to later.
2. Speak to the Person (If You Feel Safe)
Sometimes, people aren’t aware of how they’re behaving. You might try having a calm and honest conversation.
For example:
“I’ve noticed that my ideas in meetings often get overlooked. I’d appreciate it if we could talk about how I can be more involved.”
3. Talk to a Manager or HR
If the problem continues, or if you don’t feel safe speaking to the person directly, bring your concerns to someone you trust at work, like a supervisor or someone from HR.
Be factual and focus on the pattern, not just one-off incidents.
What Can Leaders and Managers Do?
If you manage a team, you might not see microinequities happening—especially if they’re quiet or unintentional. But it’s important to stay aware and create a space where all team members feel equally respected.
Here’s how:
- Pay attention to who gets recognition, praise, and opportunities.
- Make sure everyone is included in meetings, emails, and decisions.
- Ask for feedback from all team members, not just a few.
- Be open to hearing concerns and take them seriously.
- Offer training or discussions around fairness, respect, and inclusion.
When managers lead by example, it helps others in the team do the same. Leaders play a huge role in stopping microinequities.
| 👨💼 Action | 🌟 Result |
|---|---|
| 👂 Listen to employee concerns | Builds trust and shows you care |
| 🧠 Train your team on unconscious bias | Helps people recognize their behavior |
| 🤝 Create inclusive practices | Rotate who leads meetings, who gets credit, etc. |
| 📊 Monitor team dynamics | Check who’s getting promoted, praised, and included |
| 🧑⚖️ Speak up when you see unfair behavior | Sets a powerful example |
Why Microinequities Happen
Microinequities are often not intentional. They typically happen unintentionally or subconsciously, especially when someone doesn’t realize how their words, actions, or behaviours affect others. They are subtle and can sometimes be overlooked, but even if they’re not done on purpose, they can still cause harm and make others feel excluded or less valued.
In many cases, people might not even be aware that they’re doing it, which is why addressing these issues is important—so everyone can be more mindful and make sure their actions foster a respectful and inclusive environment.
Microinequities happen for a few different reasons, often rooted in unconscious biases, social norms, or habits. Here are some of the main reasons they occur:
1. Unconscious Bias
Most microinequities are a result of unconscious bias—when people unintentionally treat others differently based on factors like gender, race, or age. These biases can shape how we communicate, make decisions, or include people without even realizing it. Sometimes, confirmation bias adds to the problem. This happens when we only notice things that support our assumptions and ignore everything else.
2. Social Norms and Stereotypes
Society has certain expectations or stereotypes about how people should behave based on their identity. For example, if someone assumes that a woman isn’t as knowledgeable about technology as a man, they might unintentionally dismiss her ideas. These biases are often learned through cultural influences and can be hard to spot unless actively challenged.
3. Lack of Awareness
Many people don’t realize when they are committing microinequities. For example, interrupting someone or not inviting them to an important meeting might seem like no big deal, but it can make the other person feel excluded. It’s often the case that someone does this without thinking it’s a problem, especially if they’ve never been called out on it.
4. Power Dynamics
In workplaces with strong power hierarchies, individuals in positions of authority may unintentionally dismiss or overlook input from others, especially those in lower positions.
They may not intend to create an unequal environment, but their behavior can unintentionally silence or exclude others. Favoritism in the workplace can also play a role — where certain employees consistently receive more attention, praise, or opportunities, while others are left out. Even if unintentional, this can make team members feel undervalued and ignored.
5. Comfort with Ingroup
People often gravitate toward those who are similar to them in terms of background, interests, or experiences. This “ingroup” bias can lead to unintentional exclusion of those who are different, which results in microinequities. For example, someone might favor ideas or contributions from people who look or think like them.
6. Overlooking the Small Stuff
Microinequities are often small actions, such as not acknowledging someone’s opinion or interrupting them during a meeting mid-sentence. These actions are so subtle that people may not even notice them or might brush them off as insignificant. But when these things happen repeatedly, they add up and can make the other person feel undervalued.
7. Poor Communication Skills
Some people may have a lack of empathy or emotional intelligence and may not know how to communicate inclusively. They might unknowingly dismiss others’ ideas, make jokes that reinforce stereotypes, or fail to show appreciation for someone’s contributions. Without awareness of how their communication impacts others, they might create an unintentional environment of exclusion.
Who’s Most at Risk?
Anyone can be on the receiving end of microinequities, but they often affect:
⚠️ New employees who haven’t formed relationships yet
⚠️ Introverted team members who may be overlooked
⚠️ Remote workers who aren’t physically present
⚠️ People outside the manager’s “inner circle”
⚠️ Employees from minority groups, though this overlaps with microaggressions too.
- 🌍 People of different races or ethnic backgrounds
- 🧕 People from different religions or cultures
- ♿ People with disabilities
- 👩💼 Women in male-dominated industries
- 🏳️🌈 LGBTQ+ individuals
💡 Did You Know?
A person who belongs to more than one marginalized group — like a woman of color who is also disabled or part of the LGBTQ+ community — is experiencing what’s called intersectionality.
💡 This means their experiences of microinequities can overlap and intensify, because they’re affected by multiple layers of bias at the same time.
🤔 If microinequities aren’t intentional, how can they still feel targeted?
Even though microinequities are usually not done on purpose, they often end up affecting the same groups of people over and over again. This creates a pattern — and patterns feel personal, even if they aren’t meant to be.
Here’s how it happens:
1. Unconscious Bias Creates Patterns
People carry hidden beliefs they may not even know they have — like:
- “Men are better leaders”
- “Older people aren’t tech-savvy”
- “People with accents don’t communicate well”
These beliefs are subconscious, but they influence behavior — who gets interrupted, ignored, doubted, or left out.
So even if someone doesn’t mean to exclude or dismiss someone, they keep doing it to the same types of people — and it becomes a pattern of exclusion.
2. Confirmation Bias Reinforces It
When someone believes a stereotype, they tend to see only what confirms it and ignore what doesn’t. This makes the pattern even stronger — like a loop that keeps repeating itself.
3. The Person on the Receiving End Feels Targeted
If you’re always being:
- Left out of meetings
- Talked over
- Given less credit
- Not chosen for opportunities
… then even if each person didn’t do it on purpose, you start to feel like it’s you they’re doing it to — and that’s what makes it feel targeted.
Why It’s Important to Address Microinequities
Even though microinequities often happen unintentionally, they can still have a significant impact. If left unchecked, they can contribute to a toxic work culture, lower morale, and reduce overall team performance. The key is to raise awareness and encourage people to think about how their actions affect others, especially those from marginalized or less-represented groups.
By understanding where microinequities come from, workplaces can start to create a more inclusive, respectful environment where everyone feels heard, valued, and empowered to contribute.
Final Thoughts
Microinequities are easy to overlook because they are small and often unspoken. But over time, they add up—and they can quietly harm a team’s trust, morale, and performance.
Often, what we perceive as harmless gestures or expressions might unintentionally convey microinequities. For instance, some emblems may carry unintended meanings, leading to situations where we might unintentionally alienate or offend someone.
By noticing these small moments, listening to others, and acting with fairness, we can create workplaces where everyone feels seen, heard, and valued. Whether you’re a team member or a manager, being mindful of microinequities is a small step that can make a big difference and practicing microaffirmations instead instead can be a powerful way to build trust, boost morale, and create a more inclusive and respectful workplace. 😊
