Wait, was that a microaggression?
I just discovered a new online encyclopedia of microaggressions. It lists specific examples of microaggressions and debriefs why they are harmful. Check out Micropedia here. I found it to be very interesting and useful.
Micropedia lists microaggressions pertaining to race, gender, disability, and more. Along with the microaggression, the site provides the underlying message, or as we call it in our Disarming Microaggressions course, the hidden message that the statement carries.
For example, You’re so articulate. From the site: “This comment usually comes from a white person. It assumes a racialized person would be less capable and articulate. It is often meant as a compliment. However, it is offensive to be surprised that a racialized individual is articulate and well-spoken. These expectations are often based on stereotypes. They can cause a racialized person to doubt themselves.”
I would suggest that the hidden message carried by “you’re so articulate” could also be, “you are an exception, most people like you are not articulate, so it’s a surprise that you spoke well.”
A recent article in Fast Company highlights the Micropedia site here, and introduces the team behind it, led by Stephanie Yung, head of design at the creative agency Zulu Alpha Kilo. Yung believes the Micropedia could be used by people who have been the target of a microaggression and are seeking validation of what happened. Speaking with bystanders and allies to get confirmation and validation would be best, but a good second option is to use the site to read and confirm what was experienced.
I think the most important audience for the site is people who are concerned that they are unintentionally saying things that are offensive and want to educate themselves. From my work with Dr. Sue, I know that he teaches that bystanders and allies must educate themselves to be more alert about microaggressions they hear, as well as things they may say themselves. As he says, we are all prone to committing microaggressions because we have all been conditioned by a white-dominant culture in which non-white people are out of the norm, and so automatic assumptions and biases about People of Color are deeply embedded in people’s unconscious. As Toni Morrison has written, “In this country, American means white. Everybody else has to hyphenate.”
In a recent conversation, Dr. Sue wanted me to understand that he still commits microaggressions in the classroom. He uses them with the group to process and develops comebacks and ways to speak up. If Dr. Sue, one of the leading experts in microaggressions still makes microaggressions, I think it’s safe to say that we all need to admit that each of us are also prone to say things and we do… Let’s get over ourselves and acknowledge we’ve all been conditioned and have work to do – to explore who and what we are as racial and cultural beings in this society (more on this from Dr. Sue soon!).
As part of your DEI journey, I suggest bookmarking the Micropedia site and exploring the various microaggressions that are written up there.
More From Our Blog…
My Mid-September Reflections
A moment of reflectionAs I sat down to write this email, I found myself scrolling through the mailing list and recognizing so many names—people I’ve had conversations with that still stand out. Whether it was about Ouch!, purchasing a license or discussing trends in...
The Great Detachment: Why Employee Engagement is at Risk—Especially for Gen Z
As described in a recent article entitled, “The Great Detachment is looming for employees, experts warn—especially for Gen Z” by Lindsay Dodgson, employee disengagement is becoming an increasingly critical issue for companies worldwide. With a staggering cost of over...
Understanding Employee Responses to DEI Initiatives: Insights and Strategies
A recent study sheds light on a previously underexplored aspect of DEI training. While much focus has been placed on the facilitators, trainers and the content of DEI programs, this study examines how employees actually respond to the training. Published in Harvard...
SHRM’s Removal of “Equity” From DEI Framework: A Step Backwards Amid Growing Backlash
In a stunning step in the wrong direction, the Society for Human Resources Management (SHRM), the world’s largest HR association, has removed “Equity” from its “IE&D” framework. What message does this send, especially amid strong pushback against Diversity, Equity...
Navigating the Shifting Landscape of Diversity, Equity and Inclusion Programs
In the midst of the evolving landscape of corporate diversity initiatives, there's a seismic shift underway. The once-prominent acronym "DEI" - representing diversity, equity and inclusion - is notably absent from many company discussions. As explained in the article...
A Groundbreaking New Course: Understanding the Complexity of the Asian American Pacific Islander Experience
With over two decades of experience in the educational sector, Hideko Akashi, founder and lead consultant at Liberation Consulting, has been a steadfast advocate for diversity, privilege, social justice, inclusion and equity. Now, she's opening a new chapter with the...
The Deafening Silence of DEI Allies: A Call to Action in Troubled Times
As we commemorate the legacy of Rev. Dr. Martin Luther King Jr., his poignant words echo through the corridors of history, reminding us of the profound impact of silence in the face of injustice.” In the end, we will remember not the words of our enemies, but the...
DEI LEAP: Empowering Leaders Through Turbulent Times
DEI LEAP: Empowering Leaders Through Turbulent Times As we all know, 2024 has brought a wave of attacks against DEI. A handful of outspoken critics, such as Elon Musk, are misrepresenting DEI and attacking the strategies and practices that are creating more equitable...
The Colorblindness Trap
Read. This. Article. It's important. The Color Blindness Trap: How a civil rights ideal got hijacked Nikole Hannah-Jones is a domestic correspondent for The New York Times Magazine focusing on racial injustice. Her extensive reporting in both print and radio has...
The Unbearable Lightness of the “I’m Sorry if You Were Offended” Apology
Have you ever come across that non-apology apology? You know, the one that goes, "I’m sorry if you were offended," or its close cousin, "I’m sorry that you…" These non-apologies aren't just weak; they can actually inflict more harm and exacerbate hurt feelings. They...