From the Editor's Desk

An Antidote to Microaggressions? Microvalidations.

People from marginalized groups often experience subtle negative actions called microaggressions that, in aggregate, can adversely affect both performance and well-being. Based on a wide body of research in positive psychology and management, the authors propose a counterstrategy: Microvalidations. These are equally subtle but powerful actions or language that demonstrate affirmation, encouragement, and belief in a person’s potential. They include: Acknowledging presence, validating identity, voicing your appreciation, holding people to high standards, and affirming leadership potential and status.

You’ve likely taken part in a workplace training that describes how to recognize and avoid microaggressions. These are subtle acts of exclusion that negatively impact learning, problem-solving, and overall emotional well-being for workers who belong to a historically underrepresented or devalued group — whether because of race, gender, sexual orientation, or other identity. In our work as leadership and DEI academics, practitioners, and advisors, we’ve found that avoiding committing microaggressions is not enough; to remedy the harm they cause, we need to counteract them. To do this, we propose an additional tool: Microvalidations. These are small, positive actions that encourage or affirm.

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