Microaggressions & Micro-Inequities
Microaggressions
& Micro-Inequities - The Diversity, Equity, and Inclusion (DEI) scenarios of Microaggressions and Micro-Inequities are designed to provide leaders the opportunity to explore routine diversity and inclusion “disconnects” that occur in the workplace. These scenarios take into consideration the simultaneity of various diverse characteristics as rarely do situations involve one dimension of diversity.
Micro Inequities - Small events based on subtle... unintentional biases, are pervasive and can lead to unintentional or intentional discriminatory behavior. Micro-inequities is a term coined by Mary Rowe back in 1973. Conveyed through…
> Facial Expressions > Gestures > Tone of Voice/Choice of Words
Micro-inequities can best be described as "apparently small events, comments, (small paper-cuts) which are often and hard-to-prove, events which are covert and at times unintentional, frequently unrecognized by the deliverer, which occur wherever people are perceived to be different."
Micro-Inequities : Seemingly “Small Stuff”
• Shortening your name when being introduced
• Being impatient because of an accent, or speaking fast
• Cutting-down ideas before they can be considered
• Repeatedly misspell/mispronounce someone’s name
• Some of my best friends are …”
• Raising your voice, even though the other person has no difficulties hearing you
• “I don't think of you as …”
• “Where are you really from?”
• Checking emails or texting during a face-to-face conversation
Micro-inequities also tend to apply without direct regard to the person’s identity.
A few examples: The leader says good morning to everyone but one person.
A manager repeatedly ignores the existence of a colleague in the elevator.
A group of employees go out for coffee or drinks after work and leave one person on the team consistently behind.
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Microaggression -
Brief and commonplace daily verbal or behavioral indignities... whether intentional or unintentional, conscious, or unconscious that communicate hostile, derogatory or negative attitudes towards primarily perceived minority groups. Underlying Causes of Microaggressions can stem from stereotypical depictions of minorities in various experiences. Microaggressions can be intentional or unintentional and sometimes even well-meaning. But they communicate hostile, derogatory or negative racial messages or assumptions to the receiver. Talking about microaggressions is important because words matter.
Micro-Aggressions are almost always specific to an individual’s identity.
Here are some examples:
• I went to see a woman doctor.
• I did not know you like white music (said to an African American). What is white music?
• To a person of color: you are so articulate.
• You don’t look Jewish.
• He is Christian, but very open-minded.
• It’s great you don’t have any accent (to a Haitian American).
• I never would have guessed you were gay.
• I'm colorblind.' or 'When I look at you, I don't see color.'
• You are doing such a great job (to a disabled employee who is doing no better than anyone else.)
• A man or woman clutches their purse or checks their wallet as a male person of color approaches or passes them.
• A blind man reports that people often raise their voices when speaking to him.
• You don’t sound black
• Staff member of color mistaken for a service worker.
• Being ignored at a store counter as attention is given to the White customer.
• Saying “You people…”
• Raising your voice or speaking slowly when addressing a blind person
• You’re so articulate
• People with disabilities - “I could never deal with that.”
• People with disabilities -“Your parent/spouse must be a saint.”
• People with disabilities -“I’d hate to have .”
• Asking a person “What are you?”
• Avoiding eye contact or physical contact with a person with a disability
• Can I touch your hair ?
• A woman speaks up during a business meeting and afterward is told that she was being too assertive.
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