In an era characterized by the pursuit of diversity, equity, and inclusion, it is crucial to understand the multifaceted dynamics that shape the career development of marginalized groups. Microaggressions are verbal, behavioral communications that relay discriminatory or hostile remarks, actions, or slights of antagonistic perceptions about a person’s marginalized status and/or gender in society (Rowe 1990). A better understanding of the prevalence of gendered microaggression (GMA) in urban workplaces is required to address gender equality and achieve various interrelated sustainable development goals (SDGs) (Leal Filho et al., 2022). Developing a deeper theoretical understanding of microaggression and career adaptability requires ongoing research and interdisciplinary perspectives that integrate theories from gender studies, psychology, sociology, organizational behavior, and career development (K. L. Y. Nadal, 2023a). This can help develop strategies to mitigate the impact of microaggressions on career adaptability and promote equitable career development opportunities.
Career Adaptability
Career adaptability is the ability to manage career transitions and challenges successfully. Career adaptability is a key construct in career construction theory, which explains that higher levels of resilience are expected among those who are willing (adaptive) and able (adaptability)(Chen et al., 2020) (Savickas & Porfeli, 2012). This can help them stay focused on their career goals, despite microaggressions (Wen et al., 2022). Despite increasing attention to microaggressions and their impact on marginalized groups, there is a research gap in exploring the experiences of people who face intersecting identities, such as gender, rural background, race, ethnicity, and cultural orientation (M. T. Williams, 2021a). Career adaptability is an important skill for marginalized groups to overcome unique challenges in their career development (Wong et al., 2014). Individuals with high career adaptability can bounce back from setbacks and challenges (Di Maggio et al., 2020). This resilience can help them cope with the stress and burnout associated with microaggressions.
Microaggression is a barrier to building an inclusive workplace and can significantly impact career adaptability. It intersects with sexual harassment, gender racism, and disability discrimination (K et al., 2023) (Wijkander et al., 2022). Rural youth choose to move to cities, and their career aspirations play an important role in their relocation to urban areas (Das et al., 2022). The GMA experience of social identity threats can lead to negative outcomes, such as stress, and affect vocational performance (Galsanjigmed & Sekiguchi, 2023). Stereotype threat issues and hurtful episodes of gender prejudice work through psychosocial pathways, as demonstrated by self-destructive ideation and suicidal behavior (Spanierman et al., 2021) (Niedhammer et al., 2022).
To manage gender microaggressions, a variety of self-protective, resistant, and adaptive choices are made regarding when and how to discuss these experiences (Doerr et al., 2021). Several approaches to studying microaggressions include understanding how different forms of oppression, such as racism, sexism, and homophobia, intersect and overlap (Le et al., 2020). The experience of rural women is a fascinating intersection of marginalized identities, including gender, rural backgrounds, race, ethnicity, and cultural orientation (M. T. Williams, 2021a). Acknowledgment of microaggressions against rural women in urban workplaces is a vital first step in creating educational mediation and training interventions (Sue et al., 2021a). This research not only delves into the intricacies of microaggressions and career adaptability but also underscores the urgency of addressing this intersection in leadership roles.