Assumptions About First-Generation Status

Microaggressions are often subtle, everyday comments or behaviors that, whether intentionally or not, communicate bias or discrimination. These moments are usually seen as innocuous by the person delivering them. Yet, they carry significant weight for the person on the receiving end. One such microaggression occurs when someone assumes another person is First Generation solely based on their ethnicity, making the recipient feel othered and misunderstood.

In one cringe-worthy encounter, a colleague makes the assumption that their coworker is a First-Generation American. This is likely done with no malice, but simply because of the coworker’s ethnic background. These kinds of statements, though they may seem harmless to some, are actually rooted in bias. Which can have a negative impact on workplace dynamics.

Why Assuming First-Generation Status Is Problematic

First-Generation status refers to someone who is the first in their family to be born in a new country or attend college. It’s a label that represents a significant journey. However, when it’s assumed based solely on appearance or ethnicity, it can be offensive. This assumption reduces a person’s identity to a stereotype and disregards their individuality.

Imagine being in a meeting and having someone assume your personal background without knowing anything about you. That assumption may seem minor, but it’s a microaggression because it reduces you to a category that may not be accurate or relevant. It’s also problematic because it suggests that ethnicity alone is a reliable indicator of someone’s immigration history. This completely oversimplifies the complexities of identity and heritage.

The Impact of Microaggressions in the Workplace

Microaggressions, like assuming someone’s First-Generation status, can leave employees feeling alienated and undervalued. For people who are First Generation, these assumptions often come with added layers of frustration.  These assumptions reduce their achievements and struggles to a single, narrow narrative. For those who are not First Generation but are presumed to be, it can feel like an erasure of their personal story and history.

These moments add up, contributing to a workplace culture where employees feel categorized and judged based on superficial traits rather than their skills, experience, and contributions. When these interactions occur regularly, they can harm team cohesion, lower morale, and decrease engagement.

How to Address and Prevent Microaggressions in the Workplace

Preventing these assumptions and the harm they cause requires building awareness and creating an environment that celebrates individuality rather than making presumptions. Here are some ways to combat microaggressions related to First-Generation status and ethnicity:

1. Provide Education on Bias and Microaggressions: Host training that helps employees recognize and address internal biases. Many people may not realize that their comments or assumptions are problematic, but education can foster more inclusive behavior.
2. Encourage Thoughtful Conversations: Rather than making assumptions, encourage employees to get to know their colleagues in a respectful and open-minded way. Asking genuine questions—without making assumptions—allows for deeper connections and mutual respect.
3. Foster an Inclusive Culture: Promote a workplace environment where diversity is celebrated, and employees feel safe sharing their unique backgrounds and experiences. By creating a culture where everyone’s story is valued, microaggressions can be minimized.
4. Create Safe Spaces for Reporting Microaggressions: Ensure that employees have a way to report microaggressions without fear of retaliation. This helps address issues before they escalate and encourages a respectful workplace.
5. Address Microaggressions When They Happen: If you witness or experience a microaggression, address it in a constructive way. Sometimes people may not realize the harm they’ve caused, and a thoughtful conversation can lead to greater awareness and change.

Moving Beyond Assumptions

Microaggressions related to First-Generation status can seem small in the moment, but they carry deep implications for workplace inclusion. By moving beyond assumptions and treating each individual as unique—rather than making judgments based on ethnicity or appearance—we can create a workplace where everyone feels seen, valued, and respected.

Building a more inclusive workplace starts with recognizing that each person’s story is their own. Nobody should be defined solely by their ethnicity or background. By fostering a culture of understanding and respect, we can break down the biases that contribute to microaggressions and build stronger, more connected teams.