By Adeola Coker, Ph.D., Professor, Pharmaceutical Sciences, University of the Incarnate Word Feik School of Pharmacy and La’Wana Harris, CDE, CIC, ACC, Affiliated Faculty, Organizational Dynamics, University of Pennsylvania
I (Adeola) was in the lab working alone when a former student entered, asked for my advisor, and followed up with, “Are you one of her graduate students or are you just here washing dishes?” I remember feeling offended and responding in a calm voice. Yes, I was a graduate student, and my advisor was away on a sabbatical. I could pass on a message. The former student was dismissive. They would find an alternate way to reach my advisor. It was over 20 years ago and an experience I will never forget.
Have you ever walked by someone and clutched your bag, or driven past someone walking and rolled up your window? Have you asked, "Where are you from?" and then followed up with "No, where are you really from?" Has anyone praised your articulacy because you are an immigrant, foreigner, or African-American? Imagine being in a meeting and a female colleague suggests an idea that is ignored and five minutes later, a male colleague gives the same suggestion and is acknowledged. What do you do?
What is a Microaggression?
The term microaggression was coined by Harvard University psychiatrist Chester M. Pierce in 1970 to describe insults and dismissals, which he regularly witnessed non-black Americans inflict on African Americans. Webster’s definition of microaggression is “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).”
Additional Examples
Because they are often unconscious or unintentional, the perpetrator is often unaware of the impact and potential harm of their words and actions, creating a misalignment between intent and impact. Microaggressions include micro-assaults, microinsults, and microinvalidations. 1 Microassaults are more overt and explicit. For example, using a derogatory term when describing someone, or deliberately not interacting with people from a particular background. Microinsults and microinvalidations are more subtle. Insinuating someone got a job to fill a DEI quota (microinsult) or using terms like “I don’t see color” (microinvalidation) are common examples.
Workplace Dynamics
Microaggressions can affect a person’s career trajectory by impacting how they are recognized or promoted at work, increasing their feelings of inadequacy, and reducing their engagement and ability to be authentic at work.2 Overall, microaggressions at work lead to a hostile work environment and increased turnover.3 Learning about, and intentionally addressing, microaggressions is necessary for fostering respect in the workplace and everyone’s job. Here are ways to address microaggressions from target, witness, and perpetrator perspectives.
Practical Advice for Handling Microaggression
If you are the target of microaggression, breathe and assess your emotional state before responding. Speak up assertively, expressing how the microaggression made you feel, and provide specific examples if possible. Use this opportunity to educate the other person about the impact of their words or actions. Set boundaries, making clear what is acceptable and respectful behavior. Microaggressions take a toll, so seek support from trusted individuals or resources to process your emotions and experiences.
What if I Witness Microaggressions?
If you witness microaggressions and feel safe to intervene, do so in a respectful and supportive manner by calling attention to the impact of the microaggression without attacking or shaming the perpetrator. Validate the experiences of the target, showing empathy and understanding. Encourage open dialogue and education and provide information or resources if appropriate. Follow up with the target to offer support and check their well-being.
Most microaggressions are unintentional. Be open to feedback and actively listen to the target's experiences and perspectives if you commit a microaggression. It is important to avoid being defensive or dismissive. Resist the urge to argue or minimize the impact of your actions, instead, reflect on your biases and educate yourself about the experiences of marginalized groups. Take responsibility for your behavior and commit to learning and growth to prevent similar incidents in the future.
Some more principles to keep in mind:
· Assume good intentions: Approach the situation with the belief that the person committing the microaggression may not have intended harm and may be unaware of the impact of their actions.
· Lead with curiosity: Seek to understand rather than attack or blame. Ask open-ended questions to encourage dialogue and a deeper understanding of different perspectives.
· Reflection/What now/Action item: Reflect on the incident and your response. Consider what you learned and how you can grow from the experience. Take action by educating yourself, challenging biases, and advocating for inclusivity and equity in your personal and professional spaces.
· Addressing microaggressions requires ongoing effort and a commitment to creating inclusive environments. By practicing empathy, promoting open dialogue, and taking individual responsibility, we can contribute to a more respectful and equitable society.
Organizations and human resources personnel can help reduce microaggressions in the workplace by actively engaging in open dialogue with accountability for meaningful action. Learning about microaggressions helps us close the gap between intent and impact.
Researching content for this article helped me (Adeola) better understand why the interaction with the former student stuck. Asking if I was there to wash dishes implied that I couldn’t be a graduate student, because I am black. I am now more aware of the negative impact microaggressions have, and mindful of how my words and action may offend others. I choose to lead with inquiry, dig deeper, and work towards minimizing microaggressions in my circle of influence.
References
1. Sue DW, Capodilupo CM, Torino GC, et al. Racial microaggressions in everyday life. The American psychologist. 2007;62(4):271-286.
2. Fattoracci ESM, King DD. The need for understanding and addressing microaggressions in the workplace. Perspectives on psychological science. 2022:174569162211338-17456916221133825. doi: 10.1177/17456916221133825.
3. Washington EF. Recognizing and responding to microaggressions at work Harvard Business Review Web site. . Updated 2022. Accessed -05-15, 2023.