Microaggressions, Reason for low productivity in OTC services


Over-the-counter (OTC) services play a significant role in the healthcare industry, providing accessible healthcare solutions for the general public. However, despite the importance of these services, low productivity and high turnover rates among employees are prevalent. Microaggressions, subtle actions or comments that can be unintentionally harmful or discriminatory, are often a contributing factor. In this blog post, we will explore the impact of microaggressions on productivity in OTC services and discuss strategies to address and prevent them.

Defining Microaggressions

Microaggressions are subtle actions or comments that can be discriminatory or harmful, and they can have a significant and long-lasting impact. Examples of microaggressions include comments that make assumptions about a person’s abilities or identity or actions that undermine their experiences or perspectives.

  • Microaggressions are often subtle, indirect, or unintentional actions or comments that can be discriminatory or harmful.
  • These actions or comments can undermine a person’s experiences or perspectives, make assumptions about their abilities or identity, or perpetuate harmful stereotypes.
  • Microaggressions can be unconscious or unintentional, but their impact can be significant and long-lasting, contributing to feelings of exclusion, frustration, and other negative emotions.

Impact of Microaggressions on Productivity in OTC Services

Microaggressions are subtle forms of discrimination that can have significant negative impacts on employees. In the high-stress environment of over-the-counter (OTC) services, the effects of it can be particularly pronounced.

  • Microaggressions can negatively impact employees’ morale and job satisfaction, leading to decreased productivity and higher turnover rates.
  • Employees who experience it may feel undervalued, unsupported, or excluded, which can affect their motivation and engagement.
  • The impact of microaggressions can be amplified in OTC services, where employees may be under increased stress due to the fast-paced and demanding nature of the work.

Strategies to Address Microaggressions in the Workplace

Microaggressions can have a negative impact on the workplace environment and can contribute to discrimination and harassment. It is essential to address it to create a more inclusive and supportive workplace. The following strategies can help prevent and address microaggressions in the workplace:

  • Educate employees: Provide education and training on it, unconscious bias, and privilege.
  • Establish reporting systems: Create a safe and confidential reporting system with a clear and accessible process.
  • Foster a culture of respect and inclusion: Encourage respectful behavior and language, and address incidents of disrespect proactively.
  • Increase diversity and representation: Implement diverse recruitment practices, offer diversity and inclusion training, and create affinity groups.
  • Address bias in policies and procedures: Review and revise policies and procedures to remove any bias.

Preventing Microaggressions in the Workplace

Microaggressions can have a significant impact on individuals and workplace culture. To prevent it from occurring in the workplace, there are several strategies that organizations can employ.

  • Provide resources and support: Offering counseling services and employee resource groups can help employees cope with the effects of microaggressions and other forms of discrimination.
  • Hold those accountable for microaggressions: Setting clear expectations, implementing consequences, and ensuring employees understand the severity of the issue can help prevent the normalization of such behavior.

Addressing Intersectionality in the Workplace

Intersectionality refers to the ways in which different forms of discrimination, such as racism, sexism, and ableism, can intersect and compound to create unique experiences of oppression and marginalization. It is important to address intersectionality in the workplace to create a truly inclusive environment. Here are some key steps:

  • Recognize and value diversity: Acknowledge and value the diverse experiences and perspectives of employees. And create a culture that fosters inclusivity and understanding.
  • Integrate intersectionality into education and training: Provide education and training on intersectionality and how it impacts the workplace, to promote awareness and understanding.
  • Incorporate intersectionality into policies and procedures: Ensure that policies and procedures are intersectional. Taking into account the needs and experiences of all employees.
  • Provide support resources: Offer support resources. Such as employee resource groups and diversity and inclusion initiatives, to create a safe and inclusive workplace for all employees.


Microaggressions can have a significant impact on productivity and turnover rates in OTC services. Addressing and preventing microaggressions requires education and training, a safe space for reporting, fostering a culture of respect and inclusion, increasing diversity and representation, addressing bias in policies and procedures, providing resources and support, and holding accountable those who perpetrate microaggressions. Additionally, recognizing and addressing intersectionality is crucial to creating a truly inclusive workplace. By taking these steps, we can create a more supportive and productive workplace for all employees in the healthcare industry.