In this article we will discuss:

What are Microaggressions?

Microaggressions are interactions that purposefully or unintentionally convey powerful negative messages about specific groups of people.

These messages are subtle in nature, to the extent that bystanders or those communicating the microaggression may not fully grasp the impact of their words on the recipient.

The term was first coined in the 1970s by Dr. Chester Pierce, a Harvard University psychiatrist.

In recent years, the term “microaggressions” has resurged in popularity as awareness about diversity, equity and inclusion continues to grow.

Examples of Microaggressions

Category: Race

👀Type: Colorblindness

For example, statements such as “I don’t see color, we’re all just people” invalidate a person of color’s racial experience.

Category: Gender

🗣️Type: Mansplaining

For example: a man explaining something to a woman in a condescending manner, assuming she doesn't know about the topic.

Category: LGBTQ+

🌈Type: Heteronormativity

For example: making the assumption that everyone is heterosexual and asking a person about their opposite-gender spouse.

Category: Disability

👩‍🦽Type: Pitying

For example: saying, "You're so brave" to a person with a disability, implying that their life must be inherently difficult.

Category: Nationality

🌎Type: Alienating

For example: jumping to the conclusion that complimenting someone for speaking English or assuming they're not from your country, based on an external attribution such as skin color.

Category: Class

💵Type: Economic status assumptions

For example: Asking someone from a lower socio-economic background how they can afford a particular item or experience.

Category: Weight-based

💪🏾Type: Body shaming

For example: Making negative comments about someone's body size or making assumptions about their lifestyle based on their weight.

Category: Religion

📆Type: Inferiority

For Example: Placing lesser value on non-Christian holidays or traditions through remarks such as “I don’t understand why people make such a big deal about X.”

Why Are Microaggressions a Problem?

Individuals subjected to microaggressions are at an increased risk of developing depression and anxiety. In fact, the term “minority stress” was introduced to describe the excess stress marginalized individuals endure from discrimination and microaggressions, contributing to negative health outcomes like cardiovascular disease, obesity, and diabetes.

Microaggressions not only impact mental and physical health but also diminish intellectual capabilities by creating a cognitive load. This load occurs as individuals receiving microaggression have to decipher the intent and meaning of the statement or actions and decide how to respond.

Cognitive load, in turn, reduces cognitive space for learning and thinking. Thus, when it accumulates over time, it disrupts productivity and intellectual functions and can result in poor academic performance for students.

The prevalence and harm caused by microaggressions explain the need to address this issue, particularly within the workplace.

💡DID YOU KNOW:

Black women experience disproportionately high rates of disrespect, with more than 1 in 4 reporting instances where colleagues are surprised at their language skills or abilities, in contrast to the 1 in 10 reported by white women.

Furthermore, Black women are less likely to receive crucial support from their managers, hindering their ability to advance professionally. This lack of support encompasses advocacy for new opportunities, gaining visibility for their work, and navigating office politics.

These statistics showcase the necessity to create an inclusive work environment for marginalized individuals.

The Microaggressions Triangle Model

The microaggressions triangle model is a framework used to understand and address microaggressions by encouraging individuals to look at the issue from three perspectives - the recipient, source, and bystander. It provides guidance on what individuals can do in each role to promote inclusion.

Microaggressions Recipient Source Bystander

Let’s consider the following scenario to see how the model works:

After an exam, classmates asked each other how they performed. When a Black male student was asked what he scored, he said that he got 100%.

There were some people who seemed to be in disbelief and didn’t take him seriously despite the fact that other people had also gotten a perfect score. The Black male student wasn’t sure if this reaction was due to his skin color or because of other reasons.

Perspective #1: Recipient

In this model, the recipient is the individual experiencing the microaggression. The individual first needs to figure out the intended meaning and decide on an appropriate response.

Choosing to ignore the microaggression may evoke feelings of guilt for allowing the perpetrator to get away with it. On the other hand, addressing the issue could lead to concerns about being perceived as overly sensitive.

To address this dilemma, recipients should first evaluate whether it would be ideal to address the situation in the moment.

Upon experiencing a microaggression, the body senses a threat, potentially overshadowing rational thoughts controlled by the frontal lobe. Reacting impulsively in an emotional manner, such as resorting to violence or lashing out, can inadvertently position the recipient as the aggressor.

Therefore, if one chooses to address the issue at the moment, it is crucial to discern whether the motivation is rooted in emotion or a mature commitment to upholding personal values.

Another critical aspect to consider is the power dynamic involved. If the source of the microaggression holds authority, such as a manager, challenging their words or actions at the moment may jeopardize one's position.

Choosing to address the issue later may be the best option and it doesn’t mean that you’re ignoring it. Taking time to compose oneself and seeking guidance from a mentor can help in formulating an effective response plan.

Guide for Recipients: ACTION Model

To help individuals in the position of being a recipient, the ACTION model can be used to navigate the situation:

Ask a clarifying question

“Are you surprised that I received a high grade or am I misreading your expression?”

Come from curiosity, not judgment

“I want to better understand why you were surprised, can you explain why you felt this way?”

Tell what you observed in a factual manner

“I noticed that when our classmates told you about their grade you didn’t react the same way.”

Impact exploration

“Your reaction makes me feel like people doubt my ability and intellect.”

Own your thoughts and feelings about the subject

“It’s difficult being one of the few Black students in our program. People often think I am here because of affirmative action. It’s hard to be perceived this way when I have always done well academically.”

Next steps

“Let’s go to class now, but I’d be happy to chat about this later over some coffee.”

This model provides ideas on how to respond, but each individual must decide how they want to engage and whether it is appropriate to do so given the circumstances.

Perspective #2: Source

The most effective way to address microaggressions is to reduce the instances of being the source of them.

Often, we may be unaware of the impact of our words or actions due to unconscious bias.

Reflecting on our own experiences as the source provides valuable perspective on how to respond when placed in the position of the recipient or bystander.

Guide for Sources: ASSIST Model

For those who are aware of being the source of a microaggression, the ASSIST model can be utilized to respond:

Acknowledge your bias

Familiarize yourself with your unconscious bias. Build authentic, genuine relationships with individuals from diverse backgrounds and experiences. Immerse yourself in the literature, culture, and art of different groups to gain a deeper understanding of their experiences. Embracing diversity allows you to become more attuned to the world beyond your own.

Seek feedback

If uncertain whether you've acted in a discriminatory way, seek feedback from the recipient or discuss the interaction with a trusted friend or mentor.

For instance, if you were the source in this scenario, you can inquire, "I noticed when we were discussing our scores, you became quiet. Was there a way that interaction could have gone better for you?"

Say you are sorry

Acknowledging that you have been the perpetrator of a microaggression can cause guilt or shame. It takes courage to admit that you were wrong and apologize, but it goes a long way to recognize someone else’s pain.

Impact, not intent

As the source, avoid defensiveness about your actions and refrain from determining right or wrong, even if you did not intend to be offensive. Instead, view this as an opportunity to learn about the other person’s perspective.

Frame your apology as, “Although it was not my intention to harm you, I can see how my words affected you, and I am sorry.”

Say Thank you

Express gratitude towards the recipient for being given the chance to grow as a person and change your behavior. Everyone makes mistakes, but it’s all about owning up to it and having the humility to learn and do better in the future.

Perspective #3: Bystander

A bystander is an individual who observes an event that may be harmful, with those who choose to intervene being active bystanders, while those who do not intervene are considered passive bystanders.

The hesitation to intervene may stem from fear of becoming a target or uncertainty about how to respond. However, being an active bystander and ally is important to hold ourselves and others accountable.

Guide for Bystanders: ARISE Model

The ARISE model was developed to guide a bystander when observing a microaggression:

Awareness

Put yourself in the place of the recipient and imagine how you would feel if you were them. In our scenario, a bystander can express awareness by saying, “Your surprise about his score suggests that you may have had assumptions about his performance beforehand.”

Respond with empathy and avoidance of judgment

While witnessing the situation may evoke feelings of anger or frustration, responding with empathy is crucial. This approach creates a safe environment for learning and collaborative problem-solving.

It's important to avoid judgment, recognizing that everyone has been a source of microaggression at some point, and judgment may lead to defensiveness from the source.

Inquiry

Bystanders can ask questions to understand the reason behind the source's actions or words. For example, one can ask, “What did you mean by that?”.

Statements that start with I

By using “I” statements, bystanders can express how the situation made them feel without pointing fingers. In this context, a bystander can say “I noticed that he seemed offended by your comment about his score, and I would be too if I were him.”

Educate and engage

With the information gathered through the previous steps, the bystander can engage with the source and discuss how they can align their behaviors with their values.

A potential response could be, “I know you didn’t intend to stereotype him, but as your friend, I want to let you know that what you said could be interpreted that way.”

Goals of Microaggressions Training

Kelly Watson, a Ph.D. recipient from the University of Denver conducted extensive research, posing questions on DEI topics to over 200 individuals.

Watson's research revealed that the primary determinant of an individual's receptiveness to learning more about and taking action on microaggressions depends significantly on whether they have undergone prior training on this topic. Their findings validate the necessity of training to bring about behavioral change among individuals.

The objective of microaggression training is to improve one’s understanding of how to effectively respond when encountering the three roles defined by the microaggression triangle model.

Learning Outcomes of Microaggressions Training

Learning Outcome #1: Deep-dive on Microaggressions

In this article, we have merely scratched the surface of microaggressions and their harmful impact.

The initial step towards addressing microaggressions involves heightened awareness—identifying whether one has witnessed, experienced, or unintentionally perpetuated such behaviors in the past.

This heightened awareness is pivotal in preventing the recurrence of these harmful actions. The training is designed to facilitate a comprehensive exploration of microaggressions, providing participants with examples that illustrate how these behaviors manifest and their impact on diversity.

Learning Outcome #2: How to Be an Ally

Becoming an ally is a proactive stance where individuals use their privilege to advocate for and support the rights of marginalized groups. This training aims to teach the skills needed to authentically demonstrate allyship, particularly in addressing microaggressions.

For example, allyship can be actively displayed in professional settings by vouching for colleagues and saying something along the lines of, “I think that Eric can provide some valuable insight given his experience in environmental sustainability. Eric, what are your thoughts on stage 1 so far?”.

Upon completing this training, participants will be equipped with the skills to amplify the voices of marginalized individuals.

Learning Outcome #3: Responding to Microaggressions

If you encounter microaggression yourself, you’ll learn conflict resolution strategies and how to best respond in these challenging situations. Tactics include asking for more clarification, separating intent from impact, and sharing your own perspective.

For additional resources on how to respond to microaggressions, check out the links below:

Microaggressions Training Level Comparison

Microaggressions Training is considered ADVANCED TRAINING because of its:

Deeper Understanding: It offers a deeper understanding of subtle workplace discrimination, enhancing previous knowledge and awareness.
Intersectional Focus: It addresses intersecting biases, considering factors like race, gender, and more, for a comprehensive approach.
Practical Application: It equips professionals with actionable strategies to prevent microaggressions and promote inclusion.

Microaggressions Training Methods & Costs

Cultural Competence e-Learning Course

Overview: Module based self-paced learning for individuals

Group Size: Individual education that can be scaled as organization requires

Duration: 1 month course individually or 1 year as part of other training

Cost: From $1 / user per month

What is Microaggressions Training?