Microaggressions

Microaggressions, first created by Harvard Professor Chester Middlebrook then further developed by Counseling Psychologist Derald Wing Sue defines microaggressions as brief and commonplace daily verbal, behavioral and environmental indignities, whether intentional or unintentional that communicate hostile, derogatory, or negative slights or insults to a target person or group. What do you do when you receive them, what do you do when you commit them.
References
Brown, B., (2010) The Gifts of Imperfection: let go of who you think you’re supposed to be and embrace who you are. Center City, MN. Hazelden.

Ray, L.,  Smith, D., Wastell, L.,(2004) Shame, Rage and Racist Violence, The British Journal of Criminology, Volume 44, Issue 3, May (2004), Pages 350–368, https://doi.org/10.1093/bjc/azh022

Sue, D. W., Capodilupo, C.M., Torino, G. C. Bucceri, J. M., Holder, A. M. B., Nadal, K.L., & Esquilin, M. E. (2007). Racial Microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271-286.

Sue, D. W., Spanierman, L., (2020) Revised Edition of Microaggressions in everyday life. Hoboken, NJ. Wiley.

Torino, G.  (2017, November 10) How racism and microaggressions lead to worse health. Retrieved from https://centerforhealthjournalism.org/2017/11/08/how-racism-and-microaggressions-lead-worse-health

Transcript

The content of this podcast is for informational purposes only and should not replace the advice of a licensed therapist or medical professional. All the information obtained in this podcast comes from peer reviewed research and literature. Please find references to each podcast in the description. 

Welcome to Real talk with your host Dr. Africa Rainey

Welcome to Real Talk, a podcast about diversity, mental health and everything in between. I’m your host Dr. Africa Rainey, on today’s podcast we’ll be discussing microaggressions. The three types, the impact of microaggressions and ways you can stop them.  (music back out for 20 sec to fade for first section) 

Sometimes you don’t realize what happened until that familiar sting of pain creeps up. Followed by a soaking sadness. The little cuts of pain reminding you of who you are. Of how you’re seen and feared. Microaggression, first created by Harvard Professor Chester Middlebrook then further developed by Counseling Psychologist Derald Wing Sue defines microaggressions as brief and commonplace daily verbal, behavioral and environmental indignities, whether intentional or unintentional that communicate hostile, derogatory, or negative slights or insults to a target person or group. What do you do when you receive them, what do you do when you commit them. We’ll be talking about that today on Real Talk, thanks for tuning in. 

There are three types of Microaggressions, let’s take a look at each one: 

Microinvalidation - Words, thoughts or behaviors that reject, invalidate or restrict the thoughts, feelings,or experiences of marginalized individuals. Some examples are when an individual says “I don’t see color” (you are denying the culturally traumatic lived experiences and history of individuals of color). 

Microassault - Just being explicitly hurtful, insulting and disrespectful to marginalized individuals. An example is the use of slurs when referring to specific types of marginalized individuals. Acting avoidant of certain individuals. Non-verbal behavior which suggests threat or attack, purposeful isolation of marginalized individuals.

Microinsult - Words, thoughts or behaviors that convey rudeness, insensitivity or disrespect toward marginalized individuals. Assigning a certain level of intelligence or understanding to an individual based on their race at the exclusion of actual merit and accomplishments. Assuming an individual to be dangerous based on their race. Treating someone less based on their economic status. 

These behaviors will go on often unnoticed in work environments, schools, even within your own relationships. It’s important they are acknowledged a and talked about because the only way to stop microaggressions is to become aware of them, manage any guilt or shame around doing them and have a willingness to change. Feeling bad about bad behavior is the most common problem in resisting change. Being a diversity ally means confronting microaggressions when you see them and creating an environment in which everyone’s voice is heard and there is no tolerance of these behaviors. Research indicates people who perpetrate microaggressions will do so in the presence of people who they feel they can get away with it with. 

When you are the member of a marginalized group there can be a great deal of stress placed on  being compared to unrealistic mono-cultural standards often grounded in subconscious  or conscious bias. Individuals from marginalized groups are often forced to adhere to these standards and either overtly or covertly punished if they do not. This is called Microaggressive stress and it is a chronic issue among white women, LGBTQI2+ and people of color. This stress often leads to issues in the body such as a compromised immune system, cardiovascular issues, and can also lead to issues with depression, anxiety, low-self-esteem, feelings of hopelessness, anger, rage. Individuals who receive microaggressions will also often respond out of defensiveness and hurt which can often intensify the frequency of these behaviors.  

It’s important to understand the closer you fit the ‘cultural ideal’ the less likely you will deal with microaggressions personally but you are also more likely to commit them due to social conditioning. It’s important to recognize that almost everyone unknowingly commits some variety of microaggression. Shame can prevent us from coming to terms with behaviors that may hurt people we don’t understand. Hearing the voices of these individuals is so vital in stopping these painful, often subconscious behaviors from occurring. We can think, I’m a nice person I can’t possibly do that. Sometimes being nice and demonstrating love and respect for the people we care about or want to work with means we must examine out belief systems with the understanding that some of the behaviors those systems taught us hurt other people. The truly kind thing to do is recognizing that and changing those beliefs.

In life, the words I’m sorry, help me understand so I can do better next time. Can go a long way in mending relationships.