Unveiling affective disablism at work: a structural approach to microaggressions

Abstract

Ableist microaggressions are ubiquitous experiences for workers with an impairment, chronic illness or neurodivergence in the daily execution of their job. These (un)intended everyday (non)verbal negative messages based on disability status affectively disable people, momentarily and with lasting effects on mental health and positive identity. Past research provided either psychological accounts, locating the origins of microaggression in the minds of individuals, failing to highlight the role of an ableist society, or sociological accounts, stressing exclusionary structures and marginalising discourses, neglecting to fully account for the inner experience. This paper puts forward an alternative, combined account by empirically zooming in on three vignettes in work contexts. It contributes to expanding knowledge on subtle forms of ableism, showing the entanglement between material arrangements, negative co-worker affect, and their internalisation by the disabled worker. By locating the microaggression concept firmly in the structural oppression of ableist societies, we hope to inspire organisational programs aimed at detecting and preventing microaggressions. Finally, we prepare the ground for future research to look into even more subtle forms of disability-based discrimination present in everyday interactions. This study explores how barriers in the environment and negative interactions from colleagues impact individuals with disabilities, chronic illnesses, and neurodivergences in the workplace, leading them to internalise feelings of inadequacy and create their own barriers.One way this happens is through small but hurtful actions known as ableist microaggressions, which can come from co-workers, supervisors, or others. These actions include making someone feel like an outsider, talking down to them, or disregarding their dignity or privacy.The findings show that these microaggressions play a big role in maintaining unfair treatment of disabled individuals at work, even if they are not intended to be harmful.It is crucial for managers to recognise and address these behaviours to create a more inclusive work environment.