The Pebble in Your Shoe: Tackling Microaggressions in Schools

How can school business professionals tackle the subtle but damaging impact of microaggressions in the workplace? In this article, Sharon Marsh explores the small, often overlooked behaviours that can erode trust and morale

As school business professionals, we’re adept at managing the obvious, visible challenges that come our way; handling budgets, managing buildings and ensuring the right policies are in place. But sometimes, the most significant issues are the small, almost imperceptible ones – tiny fractures in the foundation of our school community that, over time, can lead to bigger problems. One of these is the handling of microaggressions between staff.

The Pebble in Your Shoe

I often think of this as a pebble in a shoe. On its own, it’s easily ignored. eventually, it will rub and irritate, causing real pain. The small, daily comments and actions that make colleagues feel undervalued can, erode trust, damage morale and create a toxic culture. These aren’t deliberate acts of malice; they are often unconscious biases, but their impact on well-being and productivity is very real. As SBPs we are in a unique position to notice these pebbles and to help people remove them, fostering a more inclusive environment for everyone.

Microaggressions are every day, subtle, and often unintentional comments or actions that communicate a negative or hostile message to a person based on their identity; be it their race, gender, age, disability, or sexual orientation. The person making the comment may not even realise the impact, but to the recipient, it can be deeply hurtful.

In a school environment, these can sound like:

• “You’re so articulate for someone from that background.”
• “Wow, you’re really good with spreadsheets for a drama teacher.”
• Assuming an older member of staff isn’t tech-savvy
• Asking a female colleague if she’s “emotional” when she’s simply being direct

Not Just Harmless Banter

These comments are often dismissed as “just a joke” or “harmless banter.” But this is precisely why they’re so damaging. They force the recipient to question whether to speak up and risk being seen as overly sensitive, or to stay silent and let the hurt fester. Our responsibility is to create an environment where these comments don’t happen, and when they do, they are handled with care and clarity.

When you hear a microaggression, your first instinct might be to ignore it, to avoid confrontation. But as a leader, your inaction speaks volumes. Silence can be interpreted as approval. Stepping in doesn’t have to be a dramatic confrontation; in fact, the most effective responses are often the quietest.

• Ask a clarifying question. A simple, non-confrontational phrase like, “I’m not sure I understood, could you explain what you meant?” can be powerful. It puts the onus on the speaker to reflect on their words, often making them realise the comment was inappropriate without you having to accuse them directly.
• Use the “Ouch!” technique. This is a brilliant way to signal that a comment was hurtful without engaging in a long debate. A simple, quiet interjection of “Ouch,” followed by a brief pause, can change the tone of a conversation and let the recipient know they’re not alone.
• Redirect the conversation. This is a more subtle approach. You might say, “That’s an interesting point, but I want to get back to the project we’re discussing.” This doesn’t ignore the comment but gently moves the conversation away from the inappropriate territory.

By taking these small actions, you are actively building a culture where these types of comments are not acceptable, showing your staff that their well-being is a priority, and that you will stand up for a fair and respectful workplace.

Creating Long-Term Change

Beyond the immediate moment, our role is to put systems in place that prevent microaggressions from taking hold. This isn’t about shaming people for their unconscious biases, but about creating an environment where everyone has the tools and the confidence to communicate respectfully.

• Offer staff training. This doesn’t have to be a formal, high-cost course. It can be a series of short, informal sessions during staff meetings on topics like unconscious bias, and active listening. The goal is to raise awareness and provide a shared language for discussing these issues.
• Review your policies. Work with the SLT to ensure your staff handbook and code of conduct explicitly address respectful communication and the unacceptability of microaggressions. Make sure there is a clear, confidential process for reporting such incidents. The knowledge that such a system exists, can be a huge comfort to staff members.
• Lead by example. The culture of a school is often a reflection of its leadership. By actively practising inclusive language and communication yourself, you set the standard for others to follow. This is one of our most powerful tools.

Ultimately, our goal isn’t simply to stamp out microaggressions. It’s to build a school community that is strong, supportive and so resilient that it can weather any storm. A thriving culture that celebrates diversity and ensures every single person feels valued and respected. When our staff feel safe and valued, they are more effective and more engaged, and that positively impacts the pupils we all serve.

Addressing microaggressions is a journey, not a destination. It requires vigilance, empathy and a belief that every small action contributes to the greater whole. By staying aware, intervening wisely, and building a culture of intentional communication, we can ensure our school remains a place where everyone feels they truly belong.