The commitment By Hirschel McGinnis, MD
The macro effects of microaggressions The IR experience
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ultivating a fair, inclusive and welcoming work environment has become a priority for many institutions. Those who
use overtly hostile, disparaging and threatening language and behaviors directed toward people based on race, gender, religion, sexual orientation, gender identity and disabilities are now being held accountable in the workplace. However, a more subtle and insidious form of prejudice known as microaggressions can perpetuate the same biases and be equally harmful.
The term “microaggression” was coined by Harvard psychiatrist Chester M. Pierce, MD, in a 1970 article in the Journal of the National Medical Association. A contemporary definition of microaggressions, created by Derald Wing Sue et al in 2007, describes them as “subtle snubs, slights and insults directed towards minorities, as well as to women and other historically stigmatized groups, that implicitly communicate or at least engender hostility.”
These intentional or unintentional verbal, behavioral or environmental actions are exercised on a more interpersonal level and may cause feelings of discomfort, devaluation and insecurity in their targets. These nuanced expressions of prejudice are often delivered on a routine basis and can contribute to maintaining existing power structures and to stifle opportunities for groups seeking equity.
Microaggressions are imperfectly understood and there is some degree of subjectivity in that one act may be perceived differently by separate individuals. However, one thing remains constant—microaggressions harm the targets.
14 IRQ | SPRING 2021
NOW. YOUR PEOPLE MUST BE SO PROUD OF —CAN I JUST GIVE YOU A NICKNAME? AREN’ EGNANT? YOU LOOK A LITTLE SHORT TO BE U? I WAS JUST KIDDING. YOU DON’T SOUND RTICULATELY. WE NEED A WOMAN FOR THI AKE THINGS SO PERSONALLY. I DON’T THINK I DON’T SEE COLOR. YOU DON’T LOOK GAY ENT. ARE YOU SURE YOU WANT TO WORK A
TIVE. I DON’T SEE COLOR. HOMOPHOBIA DO WOU WO
CH FUN. IS YOUR HUSBAND OKAY WITH YOU NK YOU’RE BEING OVERSENSITIVE. I DON’T S IST, BECAUSE GAY MARRIAGE IS LEGAL NOW
G HOME WITH YOUR KIDS? WE LIVE IN A POS SORRY, I THOUGHT YOU WERE A NURSE. I L D YOU GET INTO HARVARD? I LOVE HAVING
AN’T PRONOUNCE YOUR NAME—CAN I JUST UGHT YOU WERE A NURSE. I WAS JUST JOKI YOU GET INTO HARVARD? I LOVE HAVING GA CH FUN. IS YOUR HUSBAND OKAY WITH YOU NK YOU’RE BEING OVERSENSITIVE. I DON’T S IST, BECAUSE GAY MARRIAGE IS LEGAL NOW AN’T PRONOUNCE YOUR NAME—CAN I JUST
What is a microaggression? Microaggressions are expressed in four principal forms.
Microassaults: Intentional behavior that perpetuates discrimination without the overt intent of being offensive. These are typically addressed to an individual rather than an entire group. For example:
• Telling a racist or sexist joke or story with the disclaimer, “I’m just kidding!”
• A female physician being discouraged from a surgical specialty by implying that call obligations would interfere with her family obligations.
Microinsults: Comments or actions that are unintentionally or subtly discriminatory. These actions “convey
rudeness and insensitivity and demean a person’s racial heritage or identity.”1 Microinsults can also pathologize a person’s natural state, such as calling into question appearance, hairstyle, manner or speech. For example:
• “I know your people are very proud of you!”
• “I love your hair! It’s so exotic.”
• “You look so pretty when you wear makeup/smile/get dressed up for work!”
• “We’ve had so many problems with other women/minorities working here in the past, but you’re really smart.”
• “I love having gay people in the section. They’re so much fun!”
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