The Sunday BlindSpot | Issue #08
- David Langdon
- Aug 10
- 3 min read
When Little Things Weigh Heavy: Micro-aggressions and the Culture of Accessibility

When most people think of “accessibility,” they picture ramps, lifts, captions, or websites that work with a screen reader.
And yes – those things matter enormously.
But here’s the thing: you can have the most physically and digitally accessible workplace in the world, and still have people feel like they don’t belong.
That’s because accessibility has four pillars: physical, digital, procedural… and cultural.
And cultural accessibility is often where things quietly fall apart.
What’s a Micro-aggression, Anyway?
A micro-aggression is a subtle comment, action, or behaviour that sends a biased, dismissive, or exclusionary message about someone’s identity – whether that’s their disability, race, gender, age, mental health, or any other part of who they are.
They’re usually unintentional — the person saying it might believe they’re being friendly or relatable — but intent doesn’t cancel out impact.
They might sound like:
“You don’t look disabled.” (As if there’s a costume I forgot to wear)
“We’re all a bit ADHD these days.” (No, Greg, you just lost your keys again)
“You’re so inspiring for showing up.” (Thanks, but you still missed my brilliant idea in the meeting)
Or the classic – silence when someone speaks, then moving straight to the next topic
Why They Matter
One awkward comment might get brushed off.
But when it happens over and over, it’s like a slow drip on a rock — it wears you down.
When you’re on the receiving end, those “little” moments can:
Chip away at your confidence
Leave you more tired than you should be by lunchtime
Make you think twice before speaking up
Nudge you toward keeping your head down – or moving on entirely
The Cultural Pillar of Accessibility
Physical barriers stop you getting in the door.
Cultural barriers stop you feeling like you belong once you’re there.
You can tick every compliance box for your building and your website, but if someone’s daily experience is full of digs, doubts, or role pigeonholing, you haven’t created real inclusion.
The tricky thing? Cultural barriers are often invisible to the people who don’t experience them — which means they can carry on unchecked until a valued team member quietly decides they’ve had enough.
What We Can Do (Without Becoming “That Guy”)
Fixing this isn’t about walking on eggshells or banning friendly banter — it’s about paying attention.
Listen like you mean it – if someone says it didn’t land well, hear them out without getting defensive
Ask before you assume – whether it’s offering help, cracking a joke, or making a comment, check yourself first
Notice the patterns – who gets interrupted, whose ideas are ignored, who always ends up with the “busywork” tasks?
Make room for all voices – both in the meeting space and in decision-making
Catch the small stuff early – little course corrections now save big problems later
My Take
I don’t think most workplaces set out to get this wrong. More often, it’s a case of you don’t know what you don’t know.
But here’s what I can tell you from lived experience: the less friction in my day – including the cultural stuff – the better version of me you get. The engaged, creative, ready-to-contribute version.
Because accessibility isn’t just about whether I can get through the door – it’s about whether I feel like I’m part of what’s happening once I’m inside.
Get that right, and you won’t just keep good people – you’ll get their best work.
Get it wrong, and you might not see the damage until your culture (and your talent pool) quietly drain away.
Get in touch to learn more...
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