Microaggressions Are Very Real

Snapshot:

• Be on the lookout for microaggressions. Know how to spot microaggressions and learn how to stand up for yourself, or someone else, when experiencing this type of discriminatory, derogatory behavior.  
• Microaggressions are brief and commonplace daily action that communicate hostile, derogatory, or negative racial slights and insults toward minority groups including people of color, women, LGBTQIA persons, persons with disabilities, and religious minorities
• How to spot microaggressions.
• Tips on how to handle microaggressions in a constructive non-violent manner.

What is Microaggression?

The term microaggression has been used since the 1970s to describe everyday small verbal and non-verbal behaviors to create indignity against people of color however, they are still very present today.  Over the past couple of years, the use of the word had broadened to encompass intentional or unintentional derogatory messages to any marginalized group. Microaggressions can be easily thought of as everyday sexism and racism however it is more subtle and nuanced than the explicit nature of everyday sexism and racism. 

 Microaggressions are brief and commonplace daily verbal, behavioral, or environmental actions (whether intentional or unintentional) that communicate hostile, derogatory, or negative racial slights and insults toward members of oppressed or targeted groups including people of color, women, Lesbian, Gay, Bisexual and Transgender (LGBT) persons, persons with disabilities, and religious minorities ^[1]

Types of Microaggressions

There are three common types of microaggression:

1. Micoassaults

Microassaults are are overt forms of discrimination in which actors deliberately behave in discrimina­tory ways, but do not intend to offend someone or may think that their actions are not noticed or harmful. This is more equivalent to discrimination that we thought was long gone.^[2]

Example:

• That’s so gay.
• An offensive comment was made followed with “I was joking”.  It’s a way of denying accountability and prejudicial behavior.

2. Microinsults

Microinsults are statements or behaviors in which individuals unintentionally or unconsciously communicate discriminatory messages to members of target groups.

Example:

• They speak good English.
• Calling someone by the wrong name because of race or ethnicity.

3. Microinvalidations

Microinvalidations are verbal statements that deny, negate, or undermine the realities of members of various target groups.

Example:

• A white person tells a person of color that racism doesn’t exist.
• A man tells women sexism doesn’t exist.
• A straight-white-male says they are not privileged.
• Telling someone they are being too sensitive.

What does this look like in everyday life?

• You are seated at a table in a restaurant that is near the bathroom or kitchen despite there being more desirable tables. 
• Following a black person around a store.
• Catcall on the street.
• Assumption of gender roles.
• When a woman is carrying an object and a man tries to carry it.
• Ethnic stereotyping.

What does this look like in the workplace?

• Jokes about ethnicity.
• Mansplaining.
• Lack of diversity .
• Comments on pregnancy.
• Asking someone “What are you?” or “Where are you from?”
• Your husband does well, do you need to work?
• For people without kids, don’t you want a family?

Women are subject to more microaggressions

According to the 4th annual Women in the Workplace report from LeanIn.org and MicKinsey&Co., 64% of women are exposed to this form of discrimination. 

How To Respond To Microaggressions? 

Responding to microaggressions involves more than just growing a thick skin or lashing out in anger.  To respond appropriately is a little more nuanced but achievable. 

First, it’s not uncommon for the person experiencing the aggression to question whether the aggression happened.  Then the person is conflicted in that if they say something things could escalate or if they do nothing they are granting permission. 

Some common ways to respond to microaggressions are making a sarcastic comment to show that you are upset, making a gesture such as rolling eyes or sighing, or even yelling back.  Here we will offer a more constructive approach that will call attention to the microaggression but mitigate further conflict. 

Addressing Microaggressions:

Below are some constructive approaches to microaggression whether you are the victim or a bystander.

•  I think I heard you saying____________ (paraphrase their comments). Is that correct?
• Could you say more about what you mean by that?
• How have you come to think of that?
• It sounds like you’re really frustrated/nervous/angry
• I know you didn’t realize this, but when you __________ (comment/behavior), it was hurtful/offensive because___________. Instead you could___________ (different language or behavior.)
• I noticed that you ___________ (comment/behavior). I used to do/say that too, but then I learned____________.
• When you _____________ (comment/behavior), I felt ____________ (feeling) and I would like you to________________.
• Actually, in my experience__________________.
• I think that’s a stereotype. I’ve learned that___________________.
• Another way to look at it is _________________.
• I know you don’t like the stereotypes about ______ (their group), how do you think he feels when he hears those things about his group?
• How would you feel if someone said that about/did that to your sister or girlfriend?”
•  “I don’t get it…….
• Why is that funny?
• I know you’re not comfortable with _____ but they can help us reach out to/better serve other groups on campus/in the community.

Source: Here

The basis of this post is this post:  “On Microaggressions: Cumulative Harm and Individual Responsibility”

Feel free to share your stories of microaggressions in the comments.

Footnotes

^{1. Daniel Solorzano, Miguel Ceja, and Tara Yosso, “Critical Race Theory, Racial Microaggressions, and Campus Racial Climate: The Experiences of African American College Students,” Journal of Negro Education 69 (2000): 60 –73. Back}

^{2. Derald Wing Sue, Jennifer M. Bucceri, Annie I. Lin, Kevin Leo Nadal, and Gina C. Torino, “Racial Microaggressions and the Asian American Experience,” Cultural Diversity and Ethnic Minority Psychology, 13:1 (2007): 72-81; Derald Wing Sue, Christina M. Capodilupo, Gina C. Torino, Jennifer M. Bucceri, Aisha M. Holder, Kevin Leo Nadal, and Marta Esquilin, “Racial Microaggressions In Everyday Life: Implications For Counseling,” The American Psychologist 62:4 (2007): 271-286.Back}