Central Rivers AEA strives to cultivate a workplace in which everyone feels welcomed and empowered to bring their whole selves to work. Continuing work done by the Equity Committee, in partnership with the Leadership Academy, we will invest in employee development initiatives to foster a positive and inclusive workplace culture. “Courageous Conversations” will be featured monthly in The Channel, offering staff opportunities for self-guided learning.
December’s Courageous Conversations
Have you ever felt like someone treated you unfairly or made you feel unwelcome because of your race, gender, sexual orientation, or another aspect of your identity? Maybe they said or did something that seemed small but still made you feel judged or uncomfortable. If so, you may have experienced what’s known as a microaggression.
What are Microaggressions?
A microaggression is a subtle verbal or nonverbal behavior, committed consciously or not, that is directed at a member of a marginalized group, and has a harmful, derogatory effect.
- While microaggressions may seem subtle and less harmful than overt prejudice, they still have a significant impact. Over time, repeated exposure to microaggressions can take a toll on mental health.
- That’s why it’s important for us, as a community, not to dismiss or overlook these experiences. Instead, we need to recognize them and work together to reduce their impact. Below, you’ll find definitions of microaggressions and suggestions on how to address and minimize their effects.
Types of Microaggressions
| Microassaults | Microassaults are the most blatant form of microaggressions. They are usually intentional, and the person committing them is aware that their actions or words are harmful and offensive. For example, using a racial slur to refer to someone, fully knowing it is derogatory, would be considered a microassault. |
| Microinsults | Microinsults are more subtle than overt microaggressions. They often take the form of comments with hidden negative implications or backhanded compliments. For instance, a microinsult might be suggesting that someone only got their job because of affirmative action, implying they didn’t earn it on merit. |
| Microinvalidations | Microinvalidations occur when someone’s experiences of prejudice are dismissed or minimized, often by suggesting they are overreacting or being too sensitive. In other words, a microinvalidation can follow a microassault or microinsult, denying the significance of the harm caused. |
| Environmental Microaggressions | Environmental microaggressions happen when someone’s surroundings send a message that excludes or devalues a marginalized group. For instance, a child watching TV with no actors of their race might feel unrepresented. |
Examples of Microaggressions
What are some examples of microaggressions? They are everyday situations that take on a derogatory tone due to the verbal or nonverbal actions of a person. Here are some examples of different types of microaggressions you may have seen, taken part in, or experienced in daily life:
- A patient is waiting to see a medical professional in the hospital. A woman enters the room, and the patient assumes that she is a nurse instead of a doctor.
- Making a “joke” based on racial stereotypes, such as referencing eating cat at a Chinese restaurant or linking fried chicken and watermelon to African American communities.
- A person meets someone who is a visible minority and asks where they are “really from.” This question can imply that someone is not truly from their country of residence due to their appearance or background.
- A person is walking down the street and crosses to the other side of the road to avoid someone (out of fear) because of their outward appearance (i.e., a visible minority).
- A situation where someone tells a person who is LGBTQ that they don’t “seem gay” or some other similar phrase.
- A woman speaks up during a business meeting and afterward is told that she was being too assertive.
- A person who is a visible minority is told that they are very articulate. (i.e., “You speak English so well!”)
- A person who is a visible minority (e.g., Asian) is told that they must be good in math because of their ethnicity.
- The pronouns used in a document or other communication exclude women or other groups of individuals (e.g., LGBTQ).
- “I don’t see color.” – This dismisses a person’s racial or cultural identity and the unique experiences that come with it.
Preventing Microaggressions
| How can we prevent microaggressions as individuals, as a society, and as part of the global community? | Beyond calmly expressing how microaggressions affect you, it’s equally important to learn how to avoid committing them yourself. |
| Most of us like to think of ourselves as good people, and we usually are. | But recognizing that our words or actions can unintentionally harm others can feel uncomfortable and challenge our self-image. |
| The key to reducing microaggressions is for everyone to confront their own biases. | To do this, it’s essential to step outside your comfort zone, engage with diverse people, and expose yourself to new perspectives. |
Things to think about
- Will you continue to support stereotypes, or will you adjust your views to reflect reality?
- Will you let others’ words and actions frustrate you without taking action?
- Whether you’re on the receiving end or the one causing harm, there are steps you can take to help change this issue in society.
Next Steps
Direct and Action-Oriented: Take responsibility for your actions, whether you’re the target or the perpetrator of microaggressions, to prevent harm to yourself and others.
Emphasizing Personal Growth: By being mindful of your words and actions, you can contribute to a more inclusive and supportive environment for everyone.
Focused on Positive Impact: Let’s work together to create a world where everyone feels valued and respected, starting with our own behavior.
