Microaggressions and Microinsults

00:06 In this segment, we're going to talk about microaggressions.

00:09 So from the beginning, I want you to remember that microaggressions or a corollary of bias oftentimes, especially racial microaggressions or microaggressions against any marginalized, stigmatized or underrepresented group.

00:25 But it's important to know that microaggressions also occur within affinity groups.

00:30 So it's not always related to bias and discrimination, according to race or ethnicity or sexual identity or gender or any of that.

00:42 Sometimes, it's just, I will just say, out of meanness.

00:46 So there are four different types of microaggressions.

00:49 Microinsults, microinvalidations, microassaults, and one of the newer ones is hierarchical microaggressions.

00:58 I'm going to talk about each one of these in isolation and explain some things as we go along.

01:03 The first type of microaggression we're going to talk about is microinsults.

01:08 And believe it or not, several people are not familiar with microaggressions and don't believe in it.

01:13 So it's important that we talk about and identify what those look like.

01:17 So in all circumstances, whether or not language or behaviors are microaggressive is contextual.

01:24 Because sometimes if you have a relationship with a person and you make a comment, then it may not be perceived or intended as a microaggression.

01:32 So it's very important to understand what they are.

01:36 Certain examples include telling a black student that she's smart, he or she, they are smart might not be a microaggression during office hours, because it may not have anything to do with the color of a person's skin.

01:51 But if it's said in a class with a look of surprise on someone's face then it may be perceived as a microaggression especially depending on what that person has been through in the past and how many microaggressions they may have experienced in the past, especially if it's in a similar context.

02:08 Another example is if an Asian American person is in your presence, and you ask them where they're from.

02:15 Well, it might not be a microaggression if the desire is to form a genuine connection with the person over similar life experiences.

02:24 But if you don't really know the person, and the goal is to draw some type of stereotypical conclusion based on heritage or assumed immigrant status, and that's whether it's Asian American.

02:36 It could be Hispanic, Latino, whoever it is, but knowing when it's appropriate to ask that question, and what is the purpose of asking that question.

02:45 And it will likely be perceived as a microaggression if you don't have a relationship with that person previously.

02:52 So what is a microinsult? It's either covert that can be conscious or unconscious.

02:58 Because remember, I said sometimes it's just being mean for lack of a better way to say that and just being frank about it.

03:05 They're intentional or unintentional, but it is a form of verbal abuse.

03:10 Making rude and insensitive or demeaning comments is a microinsult.

03:15 And they're usually stealthy.

03:17 They can be covert, they're frequent, but they're subtle snubs.

03:20 And so you can be gaslighted into thinking that what you heard or what you perceive is not real.

03:27 But if you perceive it, the best way to resolve that and not let it grow into something bigger is to ask some clarifying questions to the person who made the comment.

03:37 They show up as disparaging verbal, or nonverbal put downs, wisecracks, sarcastic remarks, and most often they're done under the guise of humor, "I'm just joking." But if it's not a joke to the person that's offended by it, then it's not a joke.

03:52 The other thing is that it can be rather directed at race, ethnicity, gender and gender identity, religious affiliation, sexual orientation, disability, age, body image, lots of different things.

04:09 When I say body image, especially if someone's overweight and sometimes underweight when people make those comments about it.

04:16 And it's not necessarily a joke, or doesn't make the other person feel good.

04:20 So what is the intent? And what is the impact? And in most cases, even if the intent was not malicious, if the person takes it as a negative, and it had a negative impact, then that's what matters the most.

04:36 So again, clarifying questions and just saying to people, "I don't appreciate that comment. Please, don't make it anymore." One of the other examples of that is affirmative action is unfair because people like you are going to take my spot.

04:51 So that shows a couple of different things.

04:53 Privilege on one end that the minority person wouldn't get this but based on merit.

04:59 So again, acknowledging the reality of how this happens and unfortunately, I can relate again to that.

05:07 And also my daughter experienced that in high school.

05:10 And that's the worst thing as a parent, when you think about your child going through something like that, and the impact, long term impact that these microinsults can have on people's confidence and also on their level of self-esteem.

05:26 So other examples are they attack a person's intelligence, competence or capabilities in a lot of situations.

05:33 So telling someone who was an English language learner, "You're very articulate." That can be perceived as a microinsult.

05:44 And again, remember, this is all contextual.

05:47 So it depends on why you're saying it.

05:49 Oftentimes, it's true, the person is very articulate.

05:52 And we're not saying that because I'm surprised because of your race, or your ethnicity that you're articulate.

05:59 I might be saying it because it's really true regardless of what any of those external characteristics are, because you truly are an articulate person.

06:07 And again, I'm going to keep saying that ask for clarification on it before we make assumptions in something that is a minor.

06:17 Let's say a pimple.

06:17 I like to use examples that are extreme, and turns into an abscess because we didn't take care of our dress it when it was minor, and it becomes something major.

06:26 And this is across all different aspects of life.

06:30 So especially in terms of organizations, it can happen in terms of friendships, it can happen with patients asking us as health care providers when we think about it from a healthcare perspective.

06:42 And again, I'll probably refer to that a lot because I am a health care provider.

06:46 But just thinking about the damage it can cause to humans in general when we make these statements.

06:52 So the best way to avoid it is to think before you speak, and also be willing to have conversations if you are the perpetrator of the microinsult.

07:01 And the person who you said it to is offended by, you have to be willing not to be defensive and have a conversation for early resolution.

07:11 Viewing a person's cultural values, beliefs and communication styles as abnormal or insignificant is another reason why microaggressions occur like us.

07:21 If you tell someone to leave their cultural baggage at home.

07:25 A very common one is, "This is America speak English." Like assuming that because this is America, everybody has to assimilate and adopt the norms of America.

07:35 We have to really go back to that Statue of Liberty and us embracing all human beings that come into this country and not assuming that people have to change and adapt our ways and values.

07:49 How can we again, apply cultural intelligence to embracing difference and allowing people? Again, I keep using that word allowing, but just being open, open-minded and given the space to people to be who they really are.

08:04 And they don't have to get rid of their own cultural beliefs and values to fit in.

08:10 Attack in a person's race is dangerous or criminal.

08:14 So in a previous segment, I mentioned that just because one person in one group commits a crime or whatever, it doesn't mean that all people in that group or criminals.

08:26 It doesn't matter what the race or ethnicity is.

08:29 But we do have to remember that the people who are targeted the most are black people and other people of color followed by people from the LGBTQ community.

08:39 An example of a racial microinsult.

08:44 Again, I've been on the receiving end of that, when you pass by person's car, and they immediately lock the door, you get into an elevator, and the person scoots over and holds their purse or another example is my daughter set by this woman in the airport and she scooted so far over into her seat.

09:03 And my daughter was like, "Why did that just happen?" She was a lot younger back then.

09:09 And again, when you see that happen, just as a human in general, how impactful and hurtful that is, but especially when you see it happen to a child who doesn't really understand what is it about me that made this person scoot over and turn that back to me? So thinking about those subtle little things that may have become a habit for us, how can we recognize that and undo it? And then with women being viewed as sexual objects or property.

09:38 So let's hire the person because they're blonde or beautiful or skinny, or whatever it is.

09:44 Anything we can think about that is a type of bias as well.

09:49 When we think back to beauty bias, racial bias, bias is about anything.

09:56 What is your definition of beauty? So just thinking about that, does a person have to fit a certain mold? Whether they're qualified or not, you going to hire and based on a bias toward or against a person.

10:10 When we speak of the LGBTQ community, people seeing them as abnormal, deviant and pathological, and making these statements to them as if they're inhuman or not human.

10:23 When we think about being a humanitarian again, and accepting people and their lifestyles, whether you agree with it or not, go back to the fact that these people are human beings like all the rest of us, we all are.

10:37 So you don't have to agree with everything a person does.

10:40 But you also shouldn't infringe on their right to live in peace and be who they are and express themselves however they want to.

10:48 So it's our business to embrace difference, embrace people, and give people the space to be who they are.