In the field of DEI, the concept of "microaggressions" comes up frequently because it describes a daily phenomenon. However, there is often confusion and contention around how or why we use this term, and even whether we should use the term at all. So, let's break it down: consider this article your (brief!) guide to a more informed understanding of the elusive "microaggression."
What Do We Mean By "Microaggression"?
Let's get the basics out of the way: the term "microaggression" was first used in 1970 by Harvard Professor Chester M. Pierce to describe comments that he noticed non-Black Americans were making against Black Americans. Today, the term is used to describe everyday comments or behaviors that express a biased or discriminatory idea against any marginalized group, not necessarily or exclusively related to race.
If you're not already familiar with the concept, consider these examples of common verbal microaggressions and how they relate to larger issues:
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"Oh, you hardly have an accent at all!"
This comment reflects problematic assumptions about how a person is "supposed" to speak based on their national origin, and it suggests that someone must present or express themselves in a certain way in order to be accepted. In reality, individuals are a collection of unique experiences, and it's both unproductive and unfair to categorize people based on such narrow criteria as their accent, physical appearance, or any other trait.
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"Who wears the pants in that relationship?"
This comment draws on sexist assumptions about gender roles and who is "supposed" to hold power in a relationship. It reinforces the idea that one partner should be steering the ship, and it is often used to disparage men for not taking a leading role, to diminish women who behave more assertively, and/or to suggest that people of other genders or those in queer relationships should adhere to patriarchal, heteronormative relationship structures.
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"I'm so OCD about my desk staying tidy."
OCD is a medical condition that causes a person to experience uncontrollable thoughts (obsessions) or to exhibit repetitive, uncontrollable behaviors (compulsions). This impacts people with OCD in significant ways, on a daily basis, and comments such as the one above are minimizing and misrepresentative of those who live with this condition.
Of course, microaggressions are not only expressed verbally. People often commit microaggressions through body language or subtle, non-verbal cues. Non-verbal microaggressions might include--but are not limited to--interrupting or dismissing someone's ideas (especially as a pattern of behavior), not extending social invitations to certain people, evaluating someone's work more harshly relative to other coworkers, or not allocating resources in order to accommodate the needs and abilities of all team members.
The Impact Of Microaggressions In the Workplace
The continuation of microaggressions in the workplace represents a real and significant problem for employees and for workplace inclusivity. Microaggressions do not just happen in a vacuum. They have a cumulative effect on the individuals who experience them because they occur so often sometimes multiple times a day.
Working in an environment where people consistently reinforce discriminatory ideas--especially in subtle, covert ways that other people either ignore or don't notice--takes a significant emotional and physical toll. In fact, marginalized groups face health consequences such as higher risk of depression and anxiety associated with exposure to unhealthy work environments.
Of course, this has important implications not only for the well-being of individual team members, but also for the overall inclusivity and productivity of your organization. It's imperative that we take even the seemingly small issues seriously, precisely because they are the product of a bigger system.
"Micro" Is A Misnomer
You might be wondering, "If microaggressions are such a big deal, why are they called microaggressions? That's a great question, and some people argue we should do away with the term because it suggests that these behaviors are a small issue that don't merit much attention. This can lead to people being dismissive of the term or the need to take microaggressions seriously.
The flip side of that argument is that the term "microaggression" is useful because it describes a set of behaviors that often go undetected by the people committing them. We call them "micro" because of how they are perceived, not because of how impactful they are; and, it's important that people who are most likely to commit microaggressions learn to monitor themselves for these everyday actions. If characterizing discriminatory behaviors as "micro" helps people appreciate and engage with this learning process, then the term may still function as a helpful tool.
For the purposes of this article, it's important to understand both sides of the discussion, and we advise a bit more on this contention in the final section of the article.
So, How Do You Avoid Committing (As Many) Microaggressions?
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Seek more information.
There are a lot of resources that name common microaggressions and explain how they relate to biased and non-inclusive ideas. Some articles even offer alternative statements that can help you reframe your approach to a conversation or learn to pose questions that are more appropriate. These resources are an essential, actionable tool to help you avoid committing microaggressions.
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Don't make excuses!
People often commit microaggressions when they are inviting conversation or trying to make a joke. Relating to your coworkers on a personal level is important, but good intentions do not negate the negative impact of committing a microaggression. It's important to avoid explanations or excuses like, "It was just a joke," "It's not personal," or "I didn't mean it that way." Instead, practice listening to how the other person has been impacted by your behavior, and use that to inform the way you act in the future.
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It's okay to say nothing.
As mentioned above, people often commit microaggressions when they are trying to find a way of relating to each other. This goes awry when they try to relate based on discriminatory ideas instead of inclusive ones, but it takes time to learn the difference. If you feel uncertain about how to phrase your question or whether a joke is appropriate, it's usually a good idea to hold off on saying anything--at least until you've had some time to think it through. The more practiced you are at monitoring yourself for biases, the better you will get at making conversation that is inclusive, supportive, and reflective of the values you want to promote in your workplace.
- Use the term mindfully.
In order to show up in meaningful ways as an ally, it is helpful to understand both sides of the argument for and against using the term "microaggression." We recognize that the term can be used as a helpful learning tool, but you may find that some people and organizations have other language to describe similar concepts. Use what works best for your situation so that you can embrace the inclusive behaviors that most suit your circumstances.
Enhance your understanding of microaggressions with our Microaggressions course.
