Redefining What We Know About Microaggressions

The effects these unintentional behaviors, and the word microaggressions, has on our well-being.

 

 

Historical Context

“We don’t see things as they are, we see them as we are”. This famous quote explains why each of us have unintentional beliefs, behaviors, and language that inadvertently hurt those around us. The word microaggression was coined by an African-American, Harvard trained psychiatrist, Chester M. Pierce, in 1970. The original definition described the subtle, everyday ways that Black people experienced discrimination from their white counterparts. Pierce explained microaggressions as behaviors and beliefs that are mostly automatic and unconscious. Meaning to say, we do not wake up in the morning planning to insult our co-worker. But if we are not thoughtful about our language and attitudes toward people that are different from us, our immediate responses can hurt or degrade them. When left unchecked, these exclusionary behaviors directly impact individuals’ self worth and overall feelings of safety. 

 

A Definition Evolved

Historically, the term microaggression was used solely in the context of racial injustice. It is now used to highlight subtle interactions that communicate bias toward any marginalized group. “Micro” denotes the perception that some behaviors or language are not a big deal. Biased thinking tells us a small comment, a look, or “innocent question” should not be construed as racism or discriminatory. “Aggression” denotes how, although it is not our intent, such acts of exclusionary behavior can be felt acutely. And how, over time, those thousand cuts have a cumulative effect of harm. All of us unintentionally target others due to the following differences: 

  • Race
  • Gender
  • Age
  • Ethnicity
  • Education
  • Socioeconomic status
  • Citizenship
  • Disability 
  • Sex Orientation

And more. 

Recent scholars are calling for the word microaggression to be updated. They propose even having the prefix micro in the word automatically minimizes the pernicious psychological effect these behaviors have on undervalued groups. 

 

 

A Little Glimpse

So what are examples of exclusionary behavior, sometimes called microaggressions? Below are just a few:

Microaggression based on Race

When a non white person says, 

I could never be racist. I have so many black friends.

Or

Black people are always better at sports.

 

Microaggression based on Gender

Saying to a woman,

You were really aggressive in that meeting today.

When the woman states she was just being firm in her opinions on a certain topic, 

Ya, or maybe it’s that time of the month.

 

Microaggression based on Age

When commenting to an older coworker about technology for a report, 

Oh wow! My grandpa doesn’t even know how to text on his cell phone. 

Or infantilizing someone due to their age, 

Awww, you’re so adorable.

 

Microaggression based on Education

A group of employees, all at the same level, are trying to make a decision on a project when a person without a Bachelor’s degree speaks up. Without considering the worker’s idea, one coworker says, What does everyone that went to college think we should do next?

Or 

Wow, your vocabulary is really good for someone who didn’t go to school.

 

Microaggression based on Citizenship

Saying to a non-white person, 

Do your parents speak English?

Or

Oooo, your skin color is so exotic. 

 

Effects That Aren’t Micro

Recent research, such as that done by Kevin Nadal, Professor of Psychology at John Jay College of Criminal Justice, shows that microaggressions, over time, cause symptoms analogous to severe trauma. This can be understood, especially in light of recent events where non whites and members of the LGBTQ+ community have been publicly harmed or even killed. Living in a culture where there is overt violence towards certain groups, as well as social media rhetoric flagrantly supporting harm or shaming them, the use of microaggressions exacerbate anxiety and dread. Moreover, surrounded by this at work, or in a community, individuals will feel alienated. This alienation can lead to depression, hopelessness, and fear. In turn, this will affect their personal relationships, as well as their own self perception. Consequently, many will feel a struggle to trust, to relax, and to be exploratory.  

How to Be An Upstander

We have all heard of the term bystander. For example, this is what we are when we see acts of exclusionary behavior and do nothing about it. We can also be our own bystander if we realize we have committed a microaggression, but then are too proud to admit it. In order to evolve and move past seeing the world only as we are,we must become an upstander. An upstander is someone who handles microaggressions by noticing them, speaking up, and working to prevent them. 

 

Keys ways to do this include:

Consider our own behavior

To avoid the amount of microaggressions we unintentionally inflict, developing a mindfulness practice helps. When we take the time to notice what we say, the reaction others have to our words, and be intentional, it can go a long way to developing change. 

Have important conversations

Wherever possible, and appropriate, bring up the topic of difficult subjects. Hence, this will let people know you are open and want to learn. Each of us has an opportunity to express our own ignorance and communicate that we would like feedback when we inadvertently commit a microaggression. 

Actively Advocate 

Talk with your team about how microaggression discussions will be handled. Be brave and speak up. Show respect and curiosity when you question someone’s exclusionary behavior or remark. Additonally, echo others when they choose to speak up. 

Avoid a Savior Complex

Authenticity and acting from a true place of sincerity is necessary when being an upstander. Although some members of marginalized groups will be happy you are standing up for them, some have grown weary. Therefore, they see some non whites using inclusionary language as merely a way to bolster their own self image.

Educate Yourself

Seek out resources that teach you about your own biases. Where appropriate, speaking to members of a marginalized group. For instance, ask them the best ways you can support them against microaggressions. Practice listening and avoiding suggestions. 

Accept Correction and Mistakes

It is difficult to comprehend the depth of systemic microaggressions. Indeed, much of our mindset and values have been ingrained into us. Needless to say, we will make errors. Accepting feedback and working on lowering our defenses will benefit everyone. 

 

Listen and Be Discreet

At times, while you are learning and growing how to combat exclusionary behaviors, people will share their personal stories. It is vital we listen to understand, not to reply. Additionally, if someone shares how they were harmed by microaggressions, we have a duty to keep that information confidential.

 

Encourage Your Leaders

Whether it is your manager at work, or important stakeholders in your community, encourage leaders to talk about microaggressions. Tell them you want to foster an environment that includes everyone and welcomes differences. 

 

The Path to Healing is Humility 

Human history is filled with stories of divisiveness and misunderstanding among divergent groups. Nevertheless, the exponential proliferation of technology has made the world a smaller and smaller place. It has become commonplace to be exposed to people who are different from us. Subsequently, to foster peace and understanding, it is essential we learn about our unconscious biases. Doing this will help minimize the microaggressions we cause toward groups that may already struggle with unique challenges. Naturally, this will be difficult for some. To admit mistakes or allow themselves to be corrected without feeling defensive. But learning to be vulnerable, teachable, and resilient will increase happiness, peace, and contentment. States of being each of us deserve to experience.