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.