Microaggressions in the workplace are not always loud or obvious — but they add up.

This is where leaders begin to unlock what I call their $2,000 Leadership Advantage. 

Stuck around $70K–$80K and ready to move toward $100K+?

Start with my 3-minute Leadership Assessment (link below).If you qualify, you’ll unlock my $2,000 Leadership Advantage —4 weeks of coaching, private WhatsApp support, and tools to help you break the ceiling.

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In this episode, I share real examples of subtle workplace comments that were designed, intentionally or not, to belittle, dismiss, or make someone feel like they don’t belong.

From being laughed at as a CIO to hearing assumptions about Howard University students, this conversation explains why microaggressions matter in leadership and organizational culture.

We cover:

• What microaggressions are
• Why “micro” does not mean harmless
• How subtle comments become harmful patterns
• Why leaders must address workplace culture
• The difference between intent and impact
• How microaggressions affect belonging and advancement

If you’ve ever been dismissed, underestimated, or made to feel like you don’t belong at work, this episode will help you name what happened — and understand why it matters.

You’re not stuck because you’re incapable.
You’re stuck because you’ve been doing it alone.

Timestamps

00:00 – The CFO’s Comment That Dismissed Me
00:34 – When a Pattern Reveals the Truth
00:54 – Leadership Assessment Invitation
01:18 – What Are Microaggressions?
01:46 – Why “Micro” Matters
02:04 – “You’re Too Sensitive”
02:38 – One Comment vs a Pattern
03:26 – Strategic IT vs “Toilets”
04:33 – Why Leadership Had to Address It
04:56 – “You Are the CIO?”
05:30 – Responding in the Moment
05:55 – The Howard University Example
06:41 – Intent vs Impact
07:21 – Why Leaders Must Watch Culture
07:57 – One Comment, Ten Comments, a Pattern
08:16 – Microaggressions Are Cumulative
08:38 – You’re Not Stuck Because You’re Incapable