Micro-aggressions
Micro-aggressions - Like 1000 paper cuts
A micro-aggression is a subtle, often unintentional, form of prejudice. It is a comment or action that negatively targets a marginalised group of people.
- www.medicalnewstoday.com/articles/microagressions
Ten years ago, as a privileged middle-aged white woman, micro-aggressions was not a term I had really heard, nor thought too much about. I was never consciously racist, sexist or ageist, BUT did I make comments based on assumptions and stereotypes - regrettably, I imagine I probably did. Even while working in the field of anti-discrimination and fairness, my privilege/ignorance no doubt allowed me to make ignorant (but offensive) comments with little or no consequences or even reflection.
Micro-aggressions are caused when our inner dialogue gets stuck on noticing someone’s differences. we then make comments (verbal or non-verbal) that while seemingly innocent cause the target a ‘hang on what?’ moment. Micro-aggressions are based on stereotypes, unconscious bias, and assumptions: and intentional or not, a micro-aggression causes harm to the demographic group that is being targeted.
So how do we avoid micro-aggressions?
Just like addressing unconscious bias, we need to start by checking ourselves, we need to check our bias and take responsibility for our diversity awareness. Practicing empathy is a great starting point but we need to be vulnerable and prepared to really hear/see our words/actions objectively. We also need to encourage conversations and learnings, if we deliver a micro-aggression and someone calls us out - we need to be open to hearing (and learning) from our mistake.
Too often, when corrected for an error, we get defensive - we know that we didn’t mean harm so rather than practicing empathy and truly listening we defend ourselves and our actions. The better response would be to appreciate how difficult it may have been for a target to verbalise their hurt, and to try to understand how/why what we said or did was hurtful.
We all have a role to play in preventing micro-aggressions:
Embrace and talk about diversity and inclusivity
Break down ignorance, practice vulnerability and introspection, question assumptions and stereotypes
Raise awareness - encourage people to talk about micro-aggressions
Be an active bystander, call out micro-aggressions and then encourage others to follow your example
Listen without judgement or defensiveness
Be open to hear the voice of other people, learn, grow, be better and do better
Everyone is entitled to an inclusive, safe, and respectful workplace
Respect at Work facilitates discussions about respect, respectful communication, and respectful behaviours, have look here at some of the training options we offer.