Exploring Subtle Acts of Exclusion (or Microaggressions)

Unravelling Subtle Discrimination and Its Impact

Over the course of a day, marginalised individuals often encounter countless seemingly innocuous remarks: “You don’t look disabled.” “You’re reading too much into that.” “Normal people don’t do that.” “You’re being overly sensitive.”

These microaggressions, while subtle and unintended, have a cumulative effect that perpetuates systemic bias. From inaccessible facilities to unnoticed exclusion, these instances collectively contribute to additional barriers faced by marginalised individuals. In this article, we delve into the intricacies of microaggressions, understanding their significance, and how to address them more effectively.

The Power of Microaggressions

Microaggressions are like cracks in a mirror, reflecting and distorting the self-perception of marginalised individuals. Each crack, seemingly insignificant on its own, contributes to a fragmented and distorted image, eroding their sense of self-worth and reinforcing societal biases.

Just as a mirror shattered by numerous cracks cannot accurately reflect reality, repeated microaggressions chip away at a person’s confidence and hinder their personal and professional growth.

Decoding Microaggressions

The term “microaggression” describes subtle yet often unconscious actions or comments that convey negative messages to marginalised individuals based on factors such as race, gender, disability, sexual orientation, or socioeconomic background. These seemingly minor actions can be dismissive, belittling, or invalidating, resulting in profound psychological impact.

Prof. Derald Wing Sue, a Columbian University psychologist and his colleagues categorised microaggressions into three distinct types:

Microinvalidations: Actions or comments that negate a person’s experiences, effectively invalidating their reality.

Microinsults: Subtle, often unconscious communications that demean or belittle a person’s identity.

Microassaults: Deliberate, explicit discriminatory actions or comments intended to harm.

Microinvalidations

Microinvalidation involves dismissing or trivialising someone’s feelings, experiences, or identity, often by implying that their concerns are unimportant or irrelevant.

Here are some plain English examples of microinvalidations.

These examples illustrate how microinvalidations can make someone feel disregarded, misunderstood, or marginalised, and conveys they don’t belong. They often stem from a lack of awareness about the impact of one’s words or actions, and they can contribute to a broader pattern of subtle discrimination that affects individuals’ well-being over time.

Microinsults

Microinsults are subtle, unconscious comments that convey rudeness or insensitivity based on identity. They might not be intentionally hurtful but still communicate bias.

Here are some plain English examples of microinsults.

These examples demonstrate how microinsults can make someone feel disrespected or unseen. They often stem from unconscious biases and lack of awareness about the impact of one’s words or actions, even though they can have a significant emotional impact on the recipient.

Microassaults: The Overt Undercurrent

Microassaults are explicit, intentional actions designed to harm. Racial slurs, homophobic comments, and other overt discriminatory behaviors fall into this category. They might be more blatant than other microaggressions, but they’re still manifestations of bias.

Racial Slurs: Using racial slurs or derogatory language to demean or insult someone based on their race or ethnicity.

Sexist Remarks: Making sexist comments or jokes that belittle or degrade someone based on their gender.

Homophobic or Transphobic Comments: Making derogatory comments about someone’s sexual orientation or gender identity.

Disability Discrimination: Mocking or belittling someone with a disability, or using derogatory terms related to disabilities.

Religious Insults: Mocking or belittling someone’s religious beliefs, practices, or attire.

Ethnic Stereotyping: Making sweeping generalisations or perpetuating stereotypes about a particular ethnic or cultural group.

Islamophobia: Targeting individuals who are Muslim with discriminatory comments, based on their religious beliefs or practices.

Why microaggressions are harmful.

Even though microaggressions are subtle, the impact is significant.

Frequent exposure to microaggressions can lead to feelings of frustration, anger, and helplessness. It can contribute to increased stress, anxiety, depression, and lower self-esteem. It may also lead to physical health issues over time due to the toll of chronic stress. Over time, these experiences can erode a person’s emotional well-being, and lead to identity fatigue, also known as “racial battle fatigue” or “minority stress”.

Individuals who belong to marginalised groups often need to be constantly vigilant about their surroundings, interactions, and potential threats due to the possibility of encountering discrimination, bias, or microaggressions.

As a result of microaggressions and discrimination, marginalised groups often develop coping strategies to navigate their daily lives. These strategies might involve code-switching (changing how one speaks or behaves to fit in with different social groups) as a way to navigate between their authentic self and the expectations of the dominant culture. They may seek out safe spaces or withdraw from situations that might trigger stress.

These impacts along with systemic discrimination, can then reinforce discrimination and limit career and education opportunities for marginalised people.

For individuals with intersecting marginalised identities (eg being both a racial minority and LGBTQ+), microaggressions can be even more complex and challenging.

Empowering Inclusivity: Taking Action Against Microaggressions

Congratulations on taking the first step towards fostering an inclusive environment within your leadership and teams. The journey to addressing microaggressions is one that requires commitment and continuous effort. As a leader who aspires to be recognised for your inclusivity, here’s how you can make a meaningful difference:

1) Recognise and Acknowledge: The Power of Awareness

Microaggressions often operate beneath the surface, hidden in everyday interactions. The first crucial step is to develop an awareness of these subtle behaviors. As you’ve read this far, you’ve already shown a willingness to learn. Understand that these seemingly harmless comments or actions can have a significant impact on individuals from marginalised or minority groups. Acknowledging the existence of microaggressions is the foundation upon which true change can be built.

2) Listen, Acknowledge, Apologise, and Learn: A Humble Approach

When someone brings a microaggression to your attention, practice active listening. Put aside any defensiveness and truly hear their perspective. Acknowledge the impact your words or actions had on them and offer a sincere apology. Recognise that intent does not negate impact, and understanding the effect is crucial. Use this experience as a learning opportunity, committing to better educate yourself on the diverse experiences and backgrounds of your team members.

3) Swift Action Regardless of Subtlety: Being an Inclusive Leader

Inclusivity is not a passive pursuit. It’s about taking decisive action. As a leader, you have the power to address exclusionary acts head-on, even when they are subtle or unintended. By intervening in the moment, you demonstrate your commitment to a respectful and inclusive workplace. This proactive approach sets a strong example for your team and encourages a culture of mutual respect.

4) Embrace Imperfection: Unravelling Stereotypes and Conditioning

It’s important to recognise that no one is immune to the influence of stereotypes and conditioning. These biases are deeply ingrained within societal structures and personal beliefs. Acknowledging them is a step toward personal growth. Strive for continuous improvement, understanding that the journey to dismantling biases is ongoing. Embrace the process of unlearning and relearning, knowing that change is possible with dedication.

5) Education and Training: Building a Foundation for Change

Inclusivity is a skill that can be honed. Invest in education and training for yourself and your team. Workshops, seminars, and resources dedicated to diversity and inclusion provide valuable insights and tools to navigate these complex conversations. By equipping yourself with knowledge, you empower yourself to lead with empathy and understanding.

Being an inclusive leader requires more than good intentions—it demands action. By recognising microaggressions, committing to change, and fostering a culture of openness and respect, you pave the way for a workplace where everyone can thrive.

Understanding the Macro Impact of Microaggressions

In a world that strives for equality and inclusivity, it’s crucial to understand how seemingly small actions can have far-reaching consequences. Microaggressions when examined through a macro lens,  reveal a broader pattern of systemic structural bias. Up to now we’ve focused on the micro of microaggression.

This section explores the macro impact of microaggressions and how this sheds light on systemic biases and paves the way for change.

Subtle not small: Navigating the Unseen

Coined by psychiatrist Dr. Chester M. Pierce in the 1970s, Dr. Pierce used the term “microaggression” to describe subtle, often unconscious discriminatory actions and comments directed at people of color.

The term gained more recognition and usage over time as researchers, educators, and social justice advocates began to explore and discuss the various forms of subtle discrimination and their impact on marginalised communities. Since then it has expanded to include other marginalised groups including women, LGBTQIA+ people, people with mental illnesses, religious minorities, people with disabilities, and those from low socioeconomic backgrounds.

Micro, in the word “microaggression”, is an academic term. The terms “micro” and “macro” are used to describe different levels of analysis or observation in various fields of study, such as sociology, economics, and psychology.

Micro Level: This refers to the individual-level interactions, behaviours, or phenomena. It’s like looking at the details under a microscope. For example, in sociology, studying micro-level interactions might involve analysing how individuals interact within small groups and how their behaviours and attitudes influence those interactions.

Macro Level: This refers to the larger, societal or systemic-level interactions, behaviours, or phenomena. It’s like stepping back to see the big picture. In sociology, studying macro-level phenomena might involve examining broader social trends, institutions, and structures that impact large populations.

Connecting the Dots: Systemic Structural Bias

Zoom out from individual experiences, and the bigger picture becomes clearer. The macro impact of microaggressions becomes evident when we recognise their role in perpetuating systemic structural bias.

Systemic bias refers to ingrained inequalities in institutions and societal structures that disadvantage certain groups while favouring others. Microaggressions act as building blocks, contributing to the foundation of systemic bias by reinforcing harmful stereotypes and norms.

The Role of Macro Analysis

Understanding the macro impact of microaggressions requires a shift from focusing solely on individual experiences to analysing societal trends. This macro perspective helps us recognise patterns that might be overlooked otherwise.

When we zoom out, we can see that the cumulative effect of microaggressions contributes to a culture that normalises discrimination, making it harder for marginalised groups to access equal opportunities and treatment.

Breaking the Cycle

Acknowledging the macro impact of microaggressions is the first step towards dismantling systemic structural bias. Here’s how we can address this issue:

1. Education and Awareness: Raising awareness about microaggressions and their macro impact is essential. Educational programs can teach individuals to recognise these behaviors and understand their implications.
2. Empathy and Allyship: Encouraging people to step into the shoes of those affected by microaggressions fosters empathy. Allyship can play a crucial role by standing up against these behaviors and promoting inclusivity.
3. Institutional Change: Institutions need to adopt anti-bias policies that address microaggressions at their roots. This includes providing training for employees and students to challenge their own biases.
4. Amplifying Marginalised Voices: Elevating the voices of marginalised individuals and communities can help counteract the effects of microaggressions. When their experiences are validated, it sends a powerful message against systemic bias.
5. Cultivating Inclusive Spaces: Creating environments where diversity is celebrated and differences are respected is essential. Inclusive spaces can counteract the negative effects of microaggressions and promote a more equitable society.

The macro impact of microaggressions is a reminder that no action is truly insignificant. By examining these seemingly small interactions through a wider lens, we can better understand their contribution to systemic structural bias. Awareness, education, and institutional changes are crucial in our journey toward a more inclusive and equitable society. It’s time to recognise the power of microaggressions and work collectively to break the cycle of systemic bias they perpetuate.

Is it time to retire the phrase?

Ruchika Tulshyan, in their Harvard Business Review, (Mar 2022) article “We Need to Retire the Term “Microaggressions”, made a very poignant case for retiring microaggressions and replacing the term with ‘exclusionary behaviours’ because the term didn’t emphasise enough how each exclusionary act reminded people they didn’t belong.

Tulshyan said, “The term “microaggression” doesn’t fully capture the actions’ emotional and material effects or how they impact women and people of color’s career progressions….”

“…The inclusion of “micro” in the term minimizes the actions’ harmful effects and prioritizes the comfort of those in the majority by centering their intentions instead of their impacts. I prefer the term “exclusionary behaviors.”

Language is powerful. Our choice of words can include or exclude people. 

Whatever term you use in your inclusive leadership, remember its action that counts. 

Actions

Inclusive leadership is a lifelong pursuit that takes continual practice. Take action each day. Here’s some suggested activities:

• Share article with team and peers. Commit to doing better.
• Over the day, listen to your language and your teams. Who’s included and who’s not?
• Review and reflect on your week ahead. Are there activities that might unintentionally exclude people? Take action to remedy this.
• Keep educating yourself about exclusionary actions, biases and stereotypes. Commit to learning something new each week.

Learn More

• Inclusive language: a starters guide
• To say or not to say
• Unpacking Unconscious Bias to make better decisions
• Glossary
• Feedback Checker
• Ruchika Tulshyan Harvard Business Review, (Mar 2022) article “We Need to Retire the Term “Microaggressions”  
• S. Barber et.al, “Microaggressions towards people affected by mental health problems: a scoping review”, 2020
• Sue D, Capodilupo CM, Torino GC, Bucceri JM, Holder AMB, Nadal KL and Esquilin M (2007) Racial microaggressions in everyday life implications for clinical practice. American Psychologist 62, 271–286. [PubMed]