Diversity Corner - August Edition: Recognizing Microaggressions
Dr. Jason Lambert, Chair, Denton Chamber of Commerce DEI Committee
“You are very articulate.”
“Can I touch your hair?”
“Where are you really from?”
“That’s too difficult for you.”
“You are fine with taking notes, right?”
“Can you bring us some coffee?”
These statements are all examples of microaggressions. Microaggressions can be defined as indirect, subtle or unintentional expressions of discrimination against a marginalized group. Although on the surface they may seem innocuous, they hold connotations that can perpetuate stereotypes, convey demeaning messages, create feelings of exclusion, or amplify inequity. Due to their subtlety, microaggressions are often unnoticed by business owners or managers of companies. But to the individuals who experience microaggressions, they have been described as “a death by a thousand cuts.”
As a business owner you want to be mindful of microaggressions occurring in your company because research shows microaggressions have negative impacts on employees’ relationships at work and job outcomes. The accumulation of microaggressions can also lead to health problems and may be more psychologically damaging than direct forms of discrimination. If your employees are experiencing microaggressions in your business, they may turnover more quickly. If your customers experience microaggressions from your employees when they patronize your business then they will not return. Running your business is already tough enough, so how do you mitigate what is challenging to see? Here are a few tips:
Educate yourself. Step outside your comfort zone and learn about the various types of microaggressions. In order to address them you need to be able to identify them. Because oftentimes microaggressors may not realize they are exhibiting discriminatory behavior, it is important to train your employees not only about how to identify microaggressions, but also how to respond if they either experience a microaggression or are accused of exhibiting microaggressions towards someone. I provided links below for your review that can help you begin your educational journey.
Be more aware. Research shows that when leaders physically walk around their business more often and get to know their employees better, they can spot potential interpersonal conflict between their employees before it happens. The same holds true for microaggressions. When you know your employees' work habits and communication styles you will be more in tune with the culture of your company whether it is a small business with fifty employees or a large Fortune 500 company. This awareness allows you to mitigate conflict that arises from microaggressions before it erupts. Also, by checking in with your employees regularly, you build trust and they are more likely to inform you of what is happening in your company. Surveying your employees and customers also helps you learn if microaggressions are a concern you should address.
Look in the mirror often. It is okay to recognize that you, like everyone else, hold implicit bias. Implicit bias is like the blind spot we all have when we view the world through a lens of the culture or identity group to which we belong. Now, if you are a minority business owner (e.g. racial minorities, women, LGBTQ members, etc.) you are probably familiar with microaggressions because you have either experienced or witnessed their occurrence. Although we tend to think of microaggressions exhibited mostly by White, straight men, did you know that minority group members may also be microaggressors towards other minority group members? We are all conditioned by the same media, pop culture, laws, rules, and social norms which affect how we interact with others creating a society where everyone, including minorities have the potential to possess bias (Kendi, 2019). For example, I have to be conscious and intentional about how I create my curriculum when I teach on leadership topics. Early in my career I truly believed my courses were inclusive because I included Black CEOs and millionaires as case studies in my curriculum. However, it was a Hispanic/ Latinx woman and colleague who reminded me that my male-privileged blind spot did not allow me to think of including women leaders. Moreover, being a straight, Black person who is able-bodied, blinded me from adding to my curriculum leaders with disabilities or leaders from other underrepresented groups like Asian leaders, Hispanic/ Latinx leaders, or gay leaders. So even when being intentional I did not fully reach my goal of being inclusive as possible. Addressing your implicit bias is a life-learning process. In other words, learning about microaggressions and implicit bias is an activity every business owner and leader should engage in, irrespective of your demographic identity or background.
Kendi, Ibram X.(2019). How to Be an Antiracist. One World:New York.
Microaggressions Are A Big Deal: How To Talk Them Out And When To Walk Away
When and How to Respond to Microaggressions