HSE 4M1: Microaggressions — Super Detailed Notes

Grounding Assumptions

• Equity and diversity work is about building community, trust, and respect.
  
  

• Important to:
  
  

  • Listen carefully and respectfully.
    
    

  • Accept and learn from mistakes (growth can be uncomfortable).
    
    

  • Respect confidentiality.
    
    

  • Understand growth and change take time.
    
    

  • Take care of yourself to stay resilient.
    
    

• Source: Adapted from Jamie Washington, Washington Consulting Group.
  
  

Learning Goals

• Explain the concept of microaggressions.
  
  

• Discuss the impact microaggressions have on relationships.
  
  

• Identify ways to respond effectively to microaggressions.
  
  

Definition: What is a Microaggression?

• Formal Definitions:
  
  

  • A statement, action, or incident seen as an instance of indirect, subtle, or unintentional discrimination against a marginalized group (racial, ethnic, gender, etc.).
    
    

  • Indirect, subtle, or unintentional discrimination targeting marginalized groups.
    
    

• Simplified:
  
  

  • Everyday, subtle, often unintentional interactions or behaviors that express bias toward marginalized groups.
    
    

  • Different from overt discrimination because perpetrators often do not realize they are being offensive.
    
    

  • Source: Kevin Nadal, Professor of Psychology at John Jay College of Criminal Justice.
    
    

Emotional Reaction:

• When observing microaggressions (e.g., people holding signs of their experiences):
  
  

  • Feelings: Sadness, anger, frustration, discomfort.
    
    

  • Thoughts: Awareness of biases, empathy toward marginalized experiences.
    
    

Key NPR Interview Takeaways (Kevin Nadal)

• Intent Matters:
  
  

  • Sometimes people deliberately intend harm, but often they do not realize the impact of their words/actions.
    
    

  • Regardless of intent, the effect can still be damaging.
    
    

• "Homework" Analogy:
  
  

  • Addressing microaggressions is like homework: it requires constant effort, reflection, and self-education.
    
    

• Responding Suggestions:
  
  

  • Assess your safety first.
    
    

  • Clarify intent by asking questions.
    
    

  • Focus on the impact rather than accusing the person.
    
    

  • Model respectful, educational behavior.
    
    

Challenges in Addressing Microaggressions

• Ambiguity:
  
  

  • Microaggressions are often subtle and open to interpretation.
    
    

• Unawareness:
  
  

  • Many people don't recognize when they are committing them.
    
    

• Risk of Conflict:
  
  

  • Calling out microaggressions can lead to defensiveness.
    
    

Examples from www.microaggressions.com

• Surprising examples: Might include microaggressions in supposedly "safe" or professional settings.
  
  

• Least surprising: Examples tied to longstanding stereotypes.
  
  

• Impact on Victims:
  
  

  • Feelings of alienation, invalidation, anger, sadness.
    
    

  • Reinforces systemic structures of inequality.
    
    

• Vivian Lu's Quote:
  
  
  "Microaggressions make power structures more tangible and less abstract."
  
  
  

Common Microaggression Themes, Examples, and Messages

Environmental Microaggressions (Systemic Examples)

• Examples:
  
  

  • All university buildings named after wealthy white men.
    
    

  • TV shows/movies dominated by white casts.
    
    

  • Poorly funded schools in communities of color.
    
    

  • High concentrations of liquor stores/fast food in marginalized neighborhoods.
    
    

• Messages Sent:
  
  

  • You don't belong here.
    
    

  • You won’t succeed here.
    
    

  • You are invisible or irrelevant.
    
    

  • Education is not valued for your community.
    
    

  • Your community is deviant or lazy.
    
    

Microaggressions in Pop Culture

• Example:
  
  

  • Halloween costumes or sports mascots that mock Indigenous or other marginalized cultures.
    
    

• Message:
  
  

  • Your culture is a costume or a joke.
    
    

Strategies for Addressing Microaggressions

Step 1: Assess the Situation

• Pause and think before reacting emotionally.
  
  

• Ask clarifying questions if safe (e.g., "Can you explain what you meant by that?").
  
  

• Prioritize your safety (physically and emotionally).
  
  

Step 2: Reflect

• Ask yourself:
  
  

  • What risks am I taking?
    
    

  • Is it worth my energy?
    
    

  • What do I hope to achieve?
    
    

Step 3: Model the Behavior You Want

• Stay calm, respectful, and educational.
  
  

• Avoid sarcasm, arrogance, or mocking.
  
  

• The goal is education, not humiliation.
  
  

Step 4: Share Personal Learning

• Talk about your own growth experiences.
  
  

• Example: “I used to think that too, but then I learned...”
  
  

Step 5: Focus on the Event, Not the Person

• Critique the behavior or comment, not the individual's character.
  
  

• This reduces defensiveness and encourages learning.