Diversity and Inclusion
There are objections abound when it comes to microaggressions: from the idea that it’s a “first world problem” to that it’s too “PC.” But often these objections come from people who don’t experience them and don’t understand the harms.
You don’t have to look far to find debate online about the legitimacy of microaggressions:
Some other common objections:
The problem with these objections? They’re not from people who’ve actually experienced it. Again, a quote from Columbia professor Derald Wing Sue:
“People who don’t see the lived experience of people of color and the daily onslaught that they experience tend not to believe that it’s a major event.”
GIF via Giphy
And there’s a common misconception that microaggressions are the same as any other minor rudeness we might experience – like a rude shopkeeper, a queue-jumper or a rushed commuter pushing past you without apology. It’s not.
Microaggressions are different because they play off stereotypes of people from marginalized groups, subtly reinforcing that members of the dominant group are superior to the marginalized.
It’s not a random slight – it’s targeted and it’s personal (even if it’s not intended to cause offense).
. . .
The bottom line:
Microaggression is in the eye of the beholder. Be mindful that you can never really know how these slights make others feel.
Wait – isn’t this obsession with microaggressions too PC?
Have anything else to add? We’re always keen to hear your feedback! Drop your comments, suggestions, or whatever else you’d like to talk about here.
Fiona Young (she/her) >
Having previously led Learning and Development for 3,000 people at Europe’s leading venture builder, Blenheim Chalcot, Fiona knows a thing or two about how to build high performance culture. As Content Director at Hive Learning, Fiona pioneered the organisation's leading guided content programmes which are designed to turn learning into action. Most recently, Fiona led the inception, development and delivery of Inclusion Works by Hive Learning - the world’s first diversity and inclusion programme focused on turning unconscious bias into conscious action - created from over 1,000 leading sources.
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