Define and understand the term microaggressions, types and forms.Understand how microaggressions are present in lived experiences and popular culture.
Define and understand the term microaggressions, types and forms.
Understand how microaggressions are present in lived experiences and popular culture.
Type of Service: Academic Writing
Work Type: Other : See paper instructions
Format: APA
Pages: 1 page – 275 words, Double spaced
Academic level: Undergrad. (yrs 1-2)
Discipline: Communications
Title: Writer’s choice
Number of sources: 0
Paper instructions:
Knowledge:
Define and understand the term microaggressions, types and forms.
Understand how microaggressions are present in lived experiences and popular culture.
Skills:
Building specific communication behavior skills to address diversity, inclusivity, and equity.
Tasks
Specific Resources Needed:
The following is an except taken from Cleveland Clinic website.Links to an external site. Read the material first, then watch the supplemental supporting short videos.
What are microaggressions?
microaggressions, racism, microassaults, work stress,
I don’t see color.
You speak English quite well.
You don’t act like other gay guys.
Can I touch your hair?
That’s so ghetto.
You should smile more.
Some of us have heard these statements more often than we’ve wanted. And while the people who dropped these verbal grenades may not see the harm in them, the impact of these statements can be felt for weeks, years or even decades.
These sentiments are known as “microaggressions.” While the prefix “micro” means small, these slights or insults can be quite devastating for the people who’re on the receiving end of them. Cleveland Clinic’s interim Executive Director of the Office of Diversity & InclusionLinks to an external site., Diana Gueits, breaks down the different forms of microaggressions and shares tips for how to respond to them.
Microaggression Meaning:
“The standard definition for microaggression is a verbal or nonverbal slight that impacts an individual who might identify as being from a marginalized or nonmainstream community,” Gueits explains. She adds that a microaggression can even come in the form of an organizational process that was designed to keep specific groups from advancing.
Gueits adds that you’re not going to experience a microaggression and say, “Oh, that’s a microaggression.” Instead, you’ll feel as if an aspect of yourself, an aspect of your identity or even the intersectionality (how the effects of different kinds of discrimination combine or overlap) of your identity wasn’t valued or respected.
Microaggressions have been referred to as “death by a thousand little cuts” because the constant slights can be devastating to our mental health. They’ve also been compared to mosquito bites.
Microaggressions can be intentional or unintentional. Regardless of intent, these words or actions are often rooted in implicit bias, which are attitudes and beliefs that exist outside of our conscious awareness and control. These beliefs are mostly assumptions about people based on stereotypes related to their ethnicity, age, gender or race. We might have been influenced by our families as we were growing up or formed these opinions based on what we’ve seen on the news or TV shows.
1. Microassaults
Microassaults are deliberate and intentional slights or insults that are meant to hurt the intended victim through name-calling, avoidant behavior and purposeful discriminatory actions. Intentional microassaults would be abusive language, clutching or moving a purse or bag when you’re around certain people or posting offensive signs or pictures intentionally.
“Microassaults are actually quite common, and sometimes the individual committing the microassault doesn’t really understand how serious that can be. For instance, jokes that mock or degrade a racial/ethnic group, someone who is disabled or gender identity is an example of a microassault. Normally, the person telling the joke will respond with ‘I was only joking.’ Nonetheless, their bias is manifested in this interaction and it perpetuates harmful stereotypes,” Gueits says.
2. Microinvalidation
Microinvalidation is when someone attempts to discredit or minimize the experiences of a person who is from an underrepresented group. For instance, if an Asian American coworker is sharing a time when they felt disrespected and you interrupt to say they weren’t discriminated against or start talking about your own experiences to contradict what was shared, that’s microinvalidation.
“Microinvalidation seems to be the most prominent microaggression experienced on a day-to-day basis. Lots of people will have the experience where they feel like no one is listening to them or they seem invisible in a room. Many of us can probably think of a time when this happened whether it was at school or work,” Gueits notes.
3. Microinsults
These are rude, insensitive comments that subtly disrespect a person’s racial heritage or identity. This could be assuming that someone isn’t smart based on their appearance or implying that certain groups/people don’t have morals. They might even be used to suggest that someone doesn’t belong. This includes assuming that someone won’t understand a new process at work because English is not their first language or saying that someone isn’t from a marginalized group because they don’t act stereotypically.
How to deal with microaggressions in your personal life:
If microaggressions pop up at work frequently, they’re bound to pop up in your personal life, too. And when they do, Gueits recommends the same approach to addressing them — assume positive intent and approach them from a place of curiosity. Coming from a place of anger will only cause the other person to deflect and shut down.
“We’re not always going to see eye-to-eye with everyone. But I have found that when I have a conversation with someone, they are completely unaware of how they were coming across. Or, they don’t realize the language they’re using is outdated and rooted in perpetuating stereotypes that don’t help promote inclusivity. So, it’s best to have a conversation to counter their way of thinking,” Gueits recommends.
And know when to walk away
The events of the last few years might have led to tough conversations with friends and family — and revealed some difficult truths. If you thought the people around you were more accepting but learned otherwise, that’s not easy to process. But if you find that a friend or a family member has no problem dishing out microaggressions regularly, Gueits says it’s best to remove yourself from the equation.
“If they don’t have the same sort of values that you have and believe in, you have to decide if you want them in your life. I know that when I’m around people who are inclusive and have a global mindset, I thrive and I’m happier. I want people to challenge me. I want people in my life who have different sorts of experiences and skillsets that challenge my thinking in good ways. Not in ways that I believe are detrimental to what I aspire to be.”
Tasks to be Completed:
After careful thought, consider how these communication behaviors develop.
In your journal post, provide your insights on how our life experiences promote these perceptions and behaviors.
Reflect on a time in which you were either the victim of a microaggressions or you were the instigator.
Share the experience and then articulate exactly how you would respond given the information you know now.
Your post should be a minimum of 500 words – remember, this is not a public forum; the content is between you and the instructor.
