How can you address microaggressions that perpetuate power dynamics?
Learn from the community’s knowledge. Experts are adding insights into this AI-powered collaborative article, and you could too.
This is a new type of article that we started with the help of AI, and experts are taking it forward by sharing their thoughts directly into each section.
If you’d like to contribute, request an invite by liking or reacting to this article. Learn more
— The LinkedIn Team
Microaggressions are subtle or indirect expressions of bias, discrimination, or hostility towards a marginalized group or individual. They can occur in various settings, such as workplaces, schools, or social interactions, and can have negative impacts on the mental health, well-being, and performance of the targets. Microaggressions can also reinforce and reproduce power dynamics and privilege, by creating a sense of exclusion, inferiority, or threat for the oppressed groups, while maintaining the dominance, superiority, or comfort of the oppressor groups. How can you address microaggressions that perpetuate power dynamics? Here are some tips and strategies to help you.
The first step to address microaggressions is to recognize them when they happen. Microaggressions can take different forms, such as verbal comments, non-verbal gestures, jokes, stereotypes, assumptions, or questions. Some examples are: "You speak English very well, where are you from?", "You are so articulate for a woman of color", "You don't look gay", or "That's so gay". These statements may seem harmless or complimentary, but they imply that the person is not a real or normal member of the society, culture, or group they belong to. They also reflect the ignorance, bias, or prejudice of the speaker, who may not be aware of the impact of their words.
-
Rachel Morgan-Trimmer
Neurodiversity consultant - TEDx speaker - expert trainer
As well as recognising microagressions, it's important that we understand the impact these can have. On their own, microagressions don't seem like a big deal, but when they build up, they can become harmful. In neurodiversity, microagressions can come disguised a good intentions or well-meaningness - "you're doing really well". But these can come from a place of people not expecting us to do "really well" because they believe we are inferior to them. We should also acknowledge that we ourselves can be guilty of committing microagressions - towards other marginalised groups or our own. Recognising microaggressions in ourselves as well as others is important for our growth.
13
-
Puneet Singh Singhal
Recognizing microaggressions is a crucial first step toward creating a more inclusive environment. Microaggressions are subtle, often unintentional, expressions of bias or prejudice. While they may not be overtly harmful, they perpetuate stereotypes and can have cumulative psychological and emotional impacts on recipients.
9
-
Yvonne Renee Davis
Co-owner, TV Host, Foreign Policy Analyst @ Self-employed | Owner, Strategic Communications, Public Affairs & Leadership Training
Initially directed at Black people from white people, Microaggressions expanded beyond race to include gender identity, religion, and physical ability. Microaggressions come from groups with the power to oppress, depress, and regress. It comes from the subconscious status of the conscious when we engage with others in new arenas, uncomfortable spaces, and even familiar spaces, accepting microaggression as a normalized "acceptable" behavior. Psychological damages are done to diminish, disapprove, and dismount one's position in a society that historically rejects them. Words are weapons. "Is that your real hair an example and the old "credit to your race" for being so "articulate"? Alienating body language; turning one's back.
3
The second step to address microaggressions is to interrupt them when they happen. This means to challenge, question, or confront the person who made the microaggression, and to express your disapproval, discomfort, or disagreement. This can be done in different ways, depending on the situation, the relationship, and the goal. Some examples are: "What do you mean by that?", "That's not funny", "That's a stereotype", "That's offensive", or "That's inappropriate". Interrupting microaggressions can help to educate the person, to stop the harm, and to show support to the target.
-
Praveen Singh
Oracle Global Customer Support & Automation | Author, Certified Life Coach and Speaker
When addressing a microaggression, consider the context and the relationship with the person involved. Private conversations can be more effective than public confrontation in some cases. This may allow a more constructive dialogue.
-
Stephen Remedios
Partner & Associate Director at Boston Consulting Group (BCG)
Recognizing a micro aggression that you are receiving and making the person who is generating it aware of the impact they are having is a powerful way to short circuit the pattern. By letting someone know that - "Their raising their voice isn't intimidating you". You can make the person aware that their pattern isn't appropriate and isn't working.
The third step to address microaggressions is to educate yourself and others about the causes, effects, and solutions of microaggressions. This means to learn more about the history, culture, and experiences of the marginalized groups, to reflect on your own biases, privileges, and blind spots, and to share your knowledge and insights with others. This can be done in different ways, such as reading books, articles, or blogs, watching videos or documentaries, listening to podcasts or interviews, attending workshops or trainings, joining groups or networks, or having conversations or dialogues. Educating yourself and others can help to increase awareness, empathy, and respect, and to reduce ignorance, prejudice, and hostility.
-
Stephen Remedios
Partner & Associate Director at Boston Consulting Group (BCG)
There's a lot of ambiguity about what a micro aggression actually is. A good way to think about it is to reference it from the point of view of the recipient of the behavior - if they felt threatened / unsafe / intimidated chances are there was a micro-aggression in play even if you aren't aware or didn't intend it.
2
The fourth step to address microaggressions is to support the targets of microaggressions. This means to show solidarity, compassion, and care to the person who experienced the microaggression, and to help them cope with the stress, anger, or pain. This can be done in different ways, such as listening to their feelings and thoughts, validating their emotions and reactions, offering help or resources, or advocating for their rights or needs. Supporting the targets can help to restore their dignity, confidence, and well-being, and to create a sense of belonging, safety, and justice.
The fifth step to address microaggressions is to change the culture that enables and normalizes microaggressions. This means to create a more inclusive, equitable, and respectful environment, where diversity is valued, celebrated, and protected, and where microaggressions are not tolerated, ignored, or dismissed. This can be done in different ways, such as setting clear expectations and policies, providing feedback and accountability, rewarding positive behaviors and actions, or promoting collaboration and dialogue. Changing the culture can help to prevent microaggressions from happening, and to foster a more positive, productive, and healthy community.
The sixth step to address microaggressions is to practice self-care. This means to take care of your own mental, emotional, and physical health, especially if you are frequently exposed to or affected by microaggressions. This can be done in different ways, such as taking breaks, meditating, exercising, sleeping, eating, or seeking professional help. Practicing self-care can help to reduce stress, anxiety, or depression, and to enhance resilience, happiness, or satisfaction.
-
Stephen Remedios
Partner & Associate Director at Boston Consulting Group (BCG)
Most micro aggressions are reactions vs. responses. The key here is to make people aware of the mental models that are representing themselves as micro aggressions. A common mental model that results in aggression is that the perceived attack is 'personal'. If that was replaced with the mental model - "Much of what happens in the workplace isn't personal" new possibilities arise... you can respond instead of react!
2
-
Dr. Elijah Nicholas, DBA, MBA, MAET, MSOL
🏳️⚧️ NGLCC Certified Business | US 🇺🇸 Veteran Owned | 🏆2X Community Leadership Awards | 🏆 Trans 🏳️⚧️ Life Pioneer of Inspiration Award | 🎤 International Speaker | 📚 12-Time Published Author
Addressing microaggressions that perpetuate power dynamics involves several strategies: 1. Education and Awareness It's crucial to educate individuals about what microaggressions are, how they manifest, and their impact. Understanding the concept is the first step in addressing the issue. 2. Self-Reflection: Encourage self-reflection among those who may unintentionally commit microaggressions. By reflecting on their own biases and behavior, individuals can become more aware of their actions and words.
1
-
Francisco Vaca
My one word is Empower.
A useful approach I've discovered is to wield influence and involve your allies when necessary. When it seemed like nobody was paying attention to my concerns, I decided to copy my supervisor, who had been part of discussions related to anti-oppression. It's important to step in as a mediator or third party when the situation calls for it.