Topic for Mar. 29. ( Fri )

[Alex !]

Microaggression

An Asian-American student is complimented by a professor for speaking perfect English, but it's actually his first language.  A black man notices that a white woman flinches and clutches her bag as she sees him in the elevator she's about to enter, and is painfully reminded of racial stereotypes. A woman speaks up in an important meeting, but she can barely get a word in without being interrupted by her male colleagues.

There's a name for what's happening in these situations, when people's biases against marginalized groups reveal themselves in a way that leaves their victims feeling uncomfortable or insulted: microaggressions.

A microaggression is something that has made an individual feel uncomfortable, marginalised and small. Whether it's a comment about someone's appearance, language skills, how they wear their hair, or their role, it's an attempt to “other” them.

'Micro refers to its subtle delivery – not its impact' Microaggressions can look like lots of different things.

They can be something that somebody says to you; they can be a way that you’ve been made to feel. They are often subtle behaviours, but their effects are far from subtle.  

As a Black nurse, I’ve experienced lots of microaggressions. I used to turn a blind eye to them, but when I became an educator, they became harder to ignore when students came to speak to me about racism in the workplace.  

I started to address racism in a more proactive way: by acknowledging what was happening to students and providing helpful strategies to manage their responses.  

Microaggressions are more than just insults, insensitive comments, or generalized jerky behavior.

They're something very specific: the kinds of remarks, questions, or actions that are painful because they have to do with a person's membership in a group that's discriminated against or subject to stereotypes. And a key part of what makes them so disconcerting is that they happen casually, frequently, and often without any harm intended, in everyday life.

The difference between microaggressions and overt racism can be very subtle, and difficult for the individual to define and describe.

A microaggression might be intentional, or it might be unintentional or unconsciously done. But it doesn’t matter how it was meant, the important thing about microaggressions is that intent does not supersede impact. 

When somebody is subject to a microaggression, the effect can vary. It can be momentary discomfort, or even a bit of confusion. The person might wonder if that comment was meant for them.

Microaggressions have an accumulative effect and that can be significant on a person’s mental health and wellbeing. They can even affect someone’s ability to carry out their job, which is why they must be taken seriously. 

The term “micro” makes it sound like something small and inconsequential, but it’s not. Micro refers to the subtle delivery of the aggressive behaviour – not it’s impact.  

When people are subjected to consistent microaggressions, they can feel that they don’t belong, that they’re somewhere they shouldn’t be, and that they are not included. It can have a huge impact on professional self-esteem, which can then affect professional performance.  

It can cause people to feel like they need to be perfect, that they need to overwork and overachieve to maintain the same level as colleagues who are not subject to microaggressions. 

Sometimes it’s okay to do this for a little while, if someone is chasing a promotion, but if they’re doing that all the time, that can take a toll and lead to burnout. 

Do you think Are people who complain about microaggressions being too sensitive?