The underrepresentation of women in leadership positions in higher education is well documented. There are a number of potential reasons for this gender disparity, but gender discrimination appears to be an important maintenance factor. The paper proposes a taxonomy of gender microaggressions, which are forms of gender discrimination, to help identify and validate common discriminatory experiences of women in the academy. Potential change strategies are suggested to address gender microaggressions that are informed by methods familiar to clinical psychology. Examples are presented of the gender microaggression taxonomy and change strategies. A number of opportunities for further research are identified.