What are common microaggressions that perpetuate power dynamics?

It doesn’t matter if they are micro or macro—they are all aggressions and they are harmful. Throughout my career, the most damaging microaggressions I have experienced are those that have made me feel powerless by assuming I have no voice so I never get asked the question. Someone speaking over me simply because my voice isn’t loud (and I don’t need to hear myself talk) and the absolutely most damaging is constantly being made to feel as though I have to prove myself every time and in every meeting. It is infuriating.

Microaggressions are statements and actions that seem too small to report, too small to take action on, too small to be considered harassment but are just as hurtful and quite possibly more damaging because often nothing is done about that.

The fact that there is an additional term for mistreatment is pitiful. I recent faced several micoraggressions where I felt my choices were removed. Sometimes, I’m made to feel guilty about being a working, active, single mom. Just because I need to leave at a specific time to retrieve my child from school doesn’t mean I should be excluded from conversations or activities. Everyone should have the ability to make their own choices as God intended.

Constant, disproportionate criticism without constructive feedback can be a form of microaggression. It can erode an employee's confidence and contribute to a hostile work environment.

One thing I have noticed is that they may be micro at the beginning but tend to gain pace and support from similar minded people (herd mentality). This trend needs to be challenged before a toxic environment is established....just my opinion.

An example of a micro aggression I experienced within the first month of my first professional job was when I overheard a visitor in our office ask about the new “diversity hire”. The comment made me feel like the only reason I’d been hired was because of my race not because of my merits or the simple fact that I was the best candidate that applied and interviewed for the job. I felt like disappearing completely. When people only see your Blackness and not YOU it makes you feel so small. As a Black woman I had already been socialized to believe that I was less deserving of my success and achievements, and this comment emphasized all of these messages I was (and still am) working hard to unlearn.

I believe one of the more insidious challenges of microaggressions is that they're often seen as minor, leading the recipient to question whether it's even worth responding. This underestimation can minimize both the short-term and long-term effects. Microaggressions can cause significant self-doubt and a questioning of one's own abilities. The subtle, yet persistent nature of these acts contributes to an emotional tax, impacting mental health and self-esteem. Being in an environment where one constantly faces microaggressions can make people feel unwelcome and excluded. The cumulative effect of microaggressions is far-reaching, affecting both personal and professional spheres of life.

In studies of race and racism, there is a sizeable body of work on the concepts of race-based stress, "racial battle fatigue," and semi-related, "John Henryism," which I believe applies across the spectrum of identity intersections. For race-based stress and fatigue, research has shown the significant physiological and psychological consequences that perceived racism (and I posit that its likely the same for other -isms) have upon the individual, from increased stress response activation to higher blood pressure to actual fatigue. John Henryism relates as it is a form of "high effort coping" where individuals constantly overwork to prove themselves worthy and to counter stereotypes, often to deleterious effect.

I heard an analogy once that micro-aggressions are like paper cuts. It may be tolerable one time, but repeatedly, it causes a lot of pain. It is a small act (thus the term micro-aggression), but it can weigh heavily on a person over time as they add up.

Simply put, it makes them continual to feel as "the other." It also shows a true lack of understanding of who marginalized people are and a lack of wanting to know better.

I'd say ignorance, chiefly, whether willful or not. If we agree that ignorance is simply a lack of knowledge, engaging in microaggressions displays an unfortunate lapse in that knowledge at best, or a gaping chasm in it at worst (choosing to ignore the purposefully hateful). While there continues to be an unfortunate push towards anti-intellectualism presently, dwelling in a void of knowledge hinders you greatly by limiting your perspective and experience in the world, depriving you of much needed nuance to your encounters, and as the article says, it can absolutely prevent your personal and professional growth.

It's crucial to understand that labeling someone as a "perpetrator" doesn't always suggest malicious intent. Microaggressions frequently result from ingrained biases or a lack of awareness. Nevertheless, acknowledging and addressing these behaviors is essential for fostering a more inclusive and respectful environment.

Microaggressions not only harm the targets but also the perpetrators, often without their awareness. These acts expose hidden biases and prejudices ingrained in societal norms. Perpetrators unknowingly damage relationships, tarnishing their reputation and credibility among peers and allies. It's like walking around with a blindfold, missing out on the richness of diverse cultures and viewpoints. Engaging in microaggressions limits personal and professional growth, keeping them from fully understanding and appreciating the world's diversity. It's a cycle of ignorance that stifles both personal development and societal progress. Addressing these behaviors is crucial for holistic growth and uplifting inclusive environments.

You have to call in the aggressor. Call out the behavior and move on. Hopefully, communication guidelines have been established, and you can do so without causing harm.

You can't prevent people from saying ignorant -- and I am not a believer in having to educate others. I'm a believer in showing up as one is in workplace settings. Not hiding, not minimizing. With all the focus on DEI over the past few years, we have made strides but we have a long way to go. My rule. Be who you are. You'll be able to tell if the company and its employees are true to their DEI commitments.

Self-Reflection and Documentation Seeking Clarification Establishing Boundaries Utilizing Support Systems Formal Reporting if Necessary Cultivating Inclusive Environments Establishing Inclusive Policies Active Listening and Validation And Education and Awareness

Preventing microaggressions is about everyday mindfulness, especially when formal education resources seem too distant. Start by actively listening to others' experiences, especially those different from your own. It's about turning everyday interactions into learning opportunities. Engage in conversations with diverse groups, ask respectful questions, and be open to feedback. It's like adjusting your daily lens to see the world through others' perspectives. Reflect on your words and actions in real-time. When you catch yourself making assumptions, pause and consider the impact. This approach integrates learning directly into your daily life, making it less about external tools and more about evolving your understanding and empathy daily.

Work environments are designed to be spaces where individuals can flourish, contribute their utmost, and advance professionally. The workplace is unequivocally not a breeding ground for microaggressions. Effectively addressing microaggressions can involve implementing rewards and recognition programs, providing comprehensive training, and establishing supportive systems.

Getting better at noticing and responding to microaggressions — and at being more aware of our everyday speech — is a journey, one with a real effect on our mental health and well-being at work. Microaggressions affect everyone, so creating more inclusive and culturally competent workplace cultures means each of us must explore our own biases in order to become aware of them. The goal is not to be fearful of communicating with each other, but instead to embrace the opportunity to be intentional about it, and build capability on effectively addressing microaggressions both on the spot or by following up. Creating inclusive cultures where people can thrive does not happen overnight.

Commit to ongoing training, and guided dialogue, creating a brave space that genuinely fosters JEDI practices. Building JEDI policies into the organization.

I address Microaggressions in the following ways: 1. I create safe and brave space designed to center the wellness of Black Women. A space for Black women to express themselves freely without reprisals or judgment. 2. I give talks to schools, colleges and non profits about ways to help mitigate the physiological and psychological damage experienced by Black women from oppressive systems, toxic work environments, and systemic and structural racism. 3. I validate their experience and normalize their response to the psychological violence and attacks. Empower them through role play and other strategies to make safe and deliberate action toward their identified goals. This helps to re-build stolen confidence.

When it comes to dealing with microaggressions, it's important to take considerate action. Finding a balance between educating and expressing your point of view is key. One way to do this is by seeking clarification to understand the intention behind the comment or action, and then sharing how it made you feel. It's crucial to approach these conversations in a manner that encourages dialogue rather than shutting it down. Remember, microaggressions perpetuate power imbalances and uphold systems in certain ways. By addressing them, you're not just rectifying an incident; you're actively contributing to a movement towards equality and respect. It involves being mindful of your words and actions while supporting others.

A common microaggression that I believe women experience in the workplace is this. That some male bosses and peers will run down/shut down/snap at/subtly disparage the work of women colleagues who spark their ire, when the same stimulus from a male colleague would not elicit that same (often deliberate) response.

Most people won’t realize how bad asking Black people to always ‘smile’ at work can be a form of microaggression. It sends the age-old message that people from historically marginalized communities role is to make others (mostly white males or people with white skin privilege) comfortable by appearing in ‘good spirits’ at all times. When in fact people in Black bodies have a right to experience a broad spectrum of emotions including moments of pensiveness, contemplation, melancholy and even rage.

Microaggressions are like small but relentless water droplets, gradually eroding stone. History teaches us that systemic injustice often starts subtly before escalating. Philosophy urges us to recognize and address all forms of injustice, whether blatant or subtle. In medicine, we learn that repeated minor traumas can accumulate, leading to serious conditions. Dismissing microaggressions as mere 'victimhood culture' overlooks their real impact. They're early warning signs—the smoke before a fire of serious harassment. Addressing these issues in educational and workplace environments is not trivializing bigger issues; rather, it's a proactive approach to foster a more empathetic, aware society.