Wooden blocks are stacked in a precarious tower, symbolizing balance, strategy, and tension by JoxyAimages
You might have heard of microaggressions—those subtle digs or throwaway comments that seem harmless on the surface but carry sharp, hidden messages:
“You’re so inspiring for coming to work.”, “You don’t look disabled.” “We’d hire more people with disabilities, but…”, “I didn’t mean it like that.”, “You’re being too sensitive.”
These aren’t “little” things. Not when you hear them every day. Not when they chip away at your confidence, credibility, or right to belong.
If you’ve ever been:
- Spoken about instead of to
- Interrupted or ignored in a meeting
- Asked to share your story only when it suits someone else’s agenda
- Praised as “inspiring” when you’re trying to be taken seriously as a professional
You know the sting. You know the silence that follows. You know what it costs.
Microaggressions don’t just hurt feelings. They shape culture.
They become normal. They go unchallenged. They quietly tell disabled staff:
You’re lucky to be here, Don’t make it uncomfortable, Don’t expect too much.
And what does that cost your organisation?
🚫 Engagement
🚫 Retention
🚫 Trust
🚫 The insights of the very people you’re claiming to include
Here’s the shift: Microvalidations.
Small, deliberate actions that affirm someone’s value, not as a checkbox or a feel-good story, but as a respected contributor.
Try:
“Thanks for raising that—I hadn’t considered it.”, “I value your input—what’s your take?”, “Let’s make sure this works for everyone, including disabled team members.”
It’s not complicated. But it takes awareness. And consistency.
Even on LinkedIn, I’ve felt it.
I can spend hours crafting a post that offers strategy, insight, and tools. And the comment that gets the most likes?
“You’re so inspiring, Ainslee!”
I don’t see any mention of the work. There is no curiosity. It is just a surface-level response that turns my expertise into inspiration.
Intent doesn’t erase impact. It’s still a microaggression, and it still erases the work I do to dismantle barriers.
So what can you do?
🔎 Name it – Make space for people to say, “That didn’t land well.”
👀 Notice it – Listen to how disability is discussed in your meetings and materials.
✋ Interrupt it – Give your team permission to call it out.
🧠 Validate it – When someone tells you a comment or behaviour was harmful, believe them.
💬 Replace it – Use microvalidations to build safety and respect in your culture.
Disability inclusion isn’t just policies and plans. It’s in what we say, what we ignore, and how we respond.
Let’s talk if you want help tackling the less visible—but deeply felt—barriers in your workplace.
🛠️ Ways I Can Support You
✔️ Disability Inclusion Action Plans
✔️ Inclusive Committee Reviews
✔️ Stakeholder Engagement & Focus Group Facilitation
✔️ Data Analysis
✔️ Disability Inclusion Advisory
📞 Book a free strategy call: https://calendly.com/ainsleehooperconsulting/intro-call/
💻 Learn more: https://ainsleehooper.com.au/
