In multinational corporations, the extensive and diverse nature of their operations, encompassing a wide range of cultures and nationalities, often gives rise to cultural microaggressions. These subtle, often unintended discriminatory acts or remarks based on one's culture can have a substantial impact on organizational dynamics, leading to lower perceptions of inclusivity, increased job stress, and lower employee engagement. Despite a robust and growing literature on general microaggressions, there is a significant vacuum in understanding the specific impact of cultural microaggressions in such diverse settings. Using the Minority Stress Model as a lens, this study aims to fill this research gap by exploring the influence of cultural microaggressions on employment results in these complex circumstances. As such, we surveyed 184 foreign-born employees at multinational firms and used structural equation modeling to analyze the data. The results showed a strong relationship between cultural microaggressions and greater occupational stress. Furthermore, the result indicate that coping strategies can moderate occupational stress. We discuss our findings and suggest managerial implication - emphasize the need of having strong inclusion policies and providing staff with appropriate coping techniques to lessen the negative consequences of these microaggressions.