What are Microaggressions?

Microaggressions are subtle, often unintentional comments, actions, or behaviours that convey negative or derogatory messages about someone's identity, such as their race, gender, sexuality, ability, or other social identities. While they may seem minor in isolation, microaggressions can have a cumulative negative impact on those who experience them regularly.

The term "microaggression" was coined in 1970 by Dr. Chester M. Pierce, a Harvard University psychiatrist. He initially used it to describe the subtle, often unintentional, verbal and non-verbal insults or slights that African Americans encountered in their everyday interactions with white Americans.

Pierce coined the term to highlight the everyday racism that Black people faced, which was often too small or covert to be easily noticed or addressed but accumulated over time to cause significant psychological harm. Over time, the concept of microaggressions expanded to include other forms of discrimination related to race, gender, sexual orientation, and other identity factors. The term was popularised further in the 2000s by scholars like Derald Wing Sue, who expanded the definition and applied it to a broader range of marginalised groups. The goal was to raise awareness of these subtle, pervasive forms of bias that can perpetuate systemic inequality.

In the UK, the term "microaggression" has gradually been adopted, especially in academic, professional, and social justice circles, in response to growing conversations about race, inequality, and discrimination. While it has become more recognised, its use has evolved slightly differently compared to the US, where it has been more firmly established for longer.

Overall, while microaggressions are acknowledged in the UK, especially in professional and educational settings, the concept is still evolving in how it's understood, discussed, and integrated into social and organisational change initiatives.

Types of Microaggressions

There are a number of types of microaggressions which have been identified as folllows:

1. Microassaults: These are explicit, often deliberate actions or statements meant to hurt or demean someone. They are more direct but still can be subtle, like telling a joke with an offensive stereotype.

2. Microinsults: These are comments or actions that subtly convey insensitivity or disrespect toward a person’s identity. For example, expressing surprise that a woman excelled in a traditionally male-dominated field or telling a person of colour, “You speak so well,” can imply that their success or intelligence is unusual.

3. Microinvalidations: These occur when someone dismisses or downplays another’s experiences or feelings, often related to their identity. For instance, saying “I don’t see color” in response to a discussion about race can invalidate the experiences of people of color and overlook the reality of racial inequality.

   
   

Impact of Microaggressions:

Though they may appear minor or harmless to the person delivering them, microaggressions can have a significant cumulative impact on the person receiving them. Over time, repeated microaggressions can lead to feelings of alienation, stress, and even mental health challenges for those on the receiving end, as they may feel misunderstood, disrespected, or excluded.

Examples of Microaggressions:

• Asking someone, “Where are you really from?” implies they don’t belong or are not a “real” part of the community.

• Telling someone, “You don’t look disabled,” dismisses invisible disabilities and can invalidate their experience.

• Saying “You’re very articulate” to a person of color may unintentionally imply that this is unexpected or surprising.

Here is a link to more examples of microagressions CLICK HERE

Addressing Microaggressions:

To mitigate microaggressions, it’s essential to create an environment where people feel safe to address them openly, encourage feedback, and promote understanding. Awareness, reflection, and thoughtful language choices are key, as they can help reduce unintentional harm and create more inclusive and respectful spaces for everyone.

Understanding microaggressions is essential to Equity, Diversity, and Inclusion work, as they reveal underlying biases and help us recognise subtle forms of exclusion that may otherwise go unnoticed.

It important to understand microaggressions because these subtle, often unintentional slights can have a significant psychological impact whether on colleagues, family members, friends or even ourselves.

Over time, the cumulative effect of experiencing microaggressions can lead to feelings of alienation, stress, anxiety, and reduced self-esteem, particularly for individuals from marginalised or minority communities. The harm caused by these everyday insults can be more damaging than overt forms of discrimination, as they often go unnoticed or unchallenged, perpetuating a sense of being invalidated or dismissed.

They also play a role in reinforcing societal inequalities by subtly upholding stereotypes, biases, and discriminatory norms. When left unchecked, these small, seemingly harmless behaviours contribute to the continuation of systemic oppression.

Addressing microaggressions means we are actively working to disrupt these harmful patterns and create more equitable environments where everyone feels valued and respected and for fostering inclusivity. When individuals are made aware of how their words or actions may be unintentionally harmful, it helps create safer, more welcoming spaces for all. This not only benefits those directly affected but also improves the overall atmosphere of a group, organisation, or community, encouraging people to engage more openly and comfortably.

Addressing microaggressions can enhance our relationships by encouraging connections and communication that are more empathetic and respectful. When we learn to recognise and correct our behaviours, we create a foundation for better understanding and cooperation.

Finally, being mindful of microaggressions is an important step toward broader social change. By challenging behaviours, individuals and organisations contribute to shifting attitudes and dismantling the prejudices that underpin discrimination.