You’ve likely taken part in a workplace training that describes how to recognize and avoid microaggressions. These are subtle acts of exclusion that negatively impact learning, problem-solving, and overall emotional well-being for workers who belong to a historically underrepresented or devalued group — whether because of race, gender, sexual orientation, or other identity. In our work as leadership and DEI academics, practitioners, and advisors, we’ve found that avoiding committing microaggressions is not enough; to remedy the harm they cause, we need to counteract them. To do this, we propose an additional tool: Microvalidations. These are small, positive actions that encourage or affirm.