Introduction: Age-related microaggressions are subtle, often overlooked discriminatory behaviours that may undermine inclusion and well-being. While prior research has examined ageism in isolation, little is known about how it interacts with other identity dimensions. This study investigated whether employees' perceptions of age-inclusive HR practices are associated with lower microaggression perception and better work outcomes, while also testing how intersecting identities, such as LGBTQ+ status, shape vulnerability to subtle exclusion.
Method: Cross-sectional survey of N = 1,702 in-office public administration employees in Italy (mean age = 50.6, SD = 9.35). Measures included perceived age-related microaggressions, age-inclusive HR practices, job satisfaction, intrinsic motivation and psychological safety.
Results: Younger employees (23-39) reported higher levels of microaggressions (M = 1.85) than middle-aged (M = 1.34) and older workers (M = 1.45); ANOVA F(2,1693) = 22.96, p < .001, η² = .03. LGBTQ+ participants reported higher means (M = 2.03 vs 1.44), t(54.06) = 2.89, p = .006, d = 0.57. Logistic regression (N = 1,338) showed reduced odds for older groups (ORs = 0.41 and 0.44, p < .001) and increased odds for LGBTQ+ respondents (OR = 2.35, p = .003). Perceived age-inclusive HR practices correlated negatively with microaggressions (r = -.26, p < .001) and positively with job satisfaction (r = .31) and psychological safety (r = .33); subgroup regressions showed strongest protective effects for youngest and oldest cohorts (β = -.28 and -.34, p < .001) but not for LGBTQ+ (β = -.203, p = .146).
Conclusions: Findings prompt organisations toward targeted, intersectional HR interventions (e.g., training on subtle bias, intergenerational knowledge-sharing programs, and explicit intersectional policies for employees with multiple marginalised identities). The cross-sectional design limits causal inference and generalisability. Longitudinal, experimental, and multi-source studies are recommended.