Abstract
Microaggressions are brief, intended or unintended, commonplace verbal, behavioral, or environmental indignities that communicate derogatory, hostile, or negative insults and slights toward people who do not classify within the 'normative' standard. Those who microaggress are often unaware that they engage in such communications when they interact with people who differ from themselves. In the workforce, these interchanges are exacerbated, as issues regarding implicit biases tend to play themselves out in communal settings. In response to this, the discussion of microaggressions in its numerous forms, coupled with its manifestations in the workplace, adds to the growing knowledge base on aversive behavior and its short- and long-term impacts. The authors begin by investigating the residual effects of everyday “isms” on the work productivity and quality of life of those on the receiving end. They conclude with suggestions for institutional-level education, training, and research—specific to organizational settings—in the effort to reduce microaggressions in the professional environment.
TopIntroduction
“More insidious than those moments of outright hostility, …and maybe more powerful, are the constant, low-level reminders that you’re different. Many of us feel different in some way, but it’s really jarring when one of your differences is obvious at a glance—other people can tell you’re different simply by looking at you. Even when you feel like you belong, other people’s reactions—even stares and offhand remarks—can make you feel that you don’t, startlingly often.” – Celeste Ng, Everything I Never Told You1
Despite their best intentions, many professionals—and leaders—are influenced by a deficit perspective, pervasive in research, theory, training programs, workforce preparation programs, statistical data, and media portrayals of marginalized groups (Ponciano, 2023). Unfortunately, those with this mindset are generally not taught to approach their work and constituents with a positive lens that identifies the extant strengths, skills, and assets contributed by marginalized individuals. Further, these professionals and leaders are likely to be completely unaware of the deficit-based biases and assumptions that influence how they speak, act, and behave during those and other related interactions. Although resilient people who overcome their difficult circumstances can be seen as exceptional, in actuality, members of marginalized groups have the potential to be successful when they are in strength-based environments. In environments of this nature, one’s value is recognized, the concept of success is reimagined, and all are provided with opportunities to succeed. For professionals and leaders who serve in multicultural, pluralistic environments, building collective awareness and highlighting the strengths, skills, and assets of all constituency members mitigates false deficit narratives by focusing on success and increasing inclusivity (Ponciano, 2023).
This chapter, “Analyzing and Managing Microaggressions in the Workplace in the Context of the United States,” seeks to disrupt the implicit deficit-based narrative that remains pervasive in today’s workforce. Reconstructing perceptions of systemically marginalized groups begins with acknowledging the existence of deficit perspectives that continue to threaten forward progress in the workplace. Across various arenas (e.g., research, theory, training programs, workforce preparation programs, statistical data, and media portrayals), marginalized groups continue to work on “countering” false narratives. In the workforce, microaggressive interchanges are exacerbated, as issues regarding implicit biases tend to play themselves out in communal settings. Nevertheless, individuals in marginalized groups have the potential to be successful when they are in strength-based environments that recognize their value. Adding to the growing knowledge base on aversive behavior and its short- and long-term impacts, we begin by investigating the residual effects of everyday “isms” on the productivity, well-being, and quality of life of those on the receiving end. We conclude with suggestions for institutional-level education, training, and research – specific to US-based organizational settings – in the effort to reduce microaggressions in the professional environment.
Key Terms in this Chapter
Microinvalidations: Classified as a form of microaggressions that exclude, negate, or nullify the psychological thoughts, feelings, or experiential reality of a person or a particular group of people.
Microinterventions: Defined as the everyday words or deeds, whether intentional or unintentional, that communicate to recipients of microaggressions (1) validation of their experiential reality, (2) value as a person, (3) affirmation of their identity, (4) support and encouragement, and (5) reassurance that they are not alone.
Microinsults: Characterized by communications conveying rudeness and insensitivity that demean a person’s heritage or identity. These are often represented by subtle snubs, frequently unknown to the perpetrator, yet they clearly convey a hidden insulting message to the recipient.
Microaggressions: The brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group. Perpetrators are usually unaware that they have engaged in an exchange that demeans the recipient of the communication.
Macroaggressions: Are microaggressions (see definition below) ‘writ large’ – more specifically, this term references the clear, conspicuous, stark, and overwhelmingly public displays of verbally aggressive slights. Perpetrators are usually unaware that they have engaged in an exchange that demeans the recipient of the communication.
Microaffirmations: Apparently small acts, which are often ephemeral and hard-to-see, events that are public and private, often unconscious but highly effective, which occur wherever people wish to help others to succeed. These include the tiny acts of opening doors to opportunity, gestures of inclusion and caring, graceful acts of listening, practicing generosity, consistently giving credit to others, and providing comfort and support when others are in distress.
Implicit Bias: Also known as implicit social cognition , implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. Residing deep in the subconscious, these biases differ from apparent biases in that individuals may choose to conceal them for social and/or political correctness. Instead, implicit biases are not accessible through introspection.
Microassaults: Explicit denigrations, primarily characterized by verbal and/or nonverbal attacks. These attacks are meant to hurt the intended victim through name-calling, avoidant behavior, and other purposeful, discriminatory behavior.
Microinequities: Describe the pattern of being overlooked, under-respected, and devalued because of one’s race or gender. Microinequities are often unconsciously delivered as subtle snubs or dismissive looks, gestures, and tones. These exchanges are so pervasive and automatic in daily conversations and interactions that they are often dismissed and glossed over as innocent and innocuous.