Aggressive micro-statements: Definitions, kinds, and illustrations
Microaggressions, a term first coined by psychiatrist Dr. Chester M. Pierce in the 1970s, refer to subtle, often unintentional, forms of discrimination or insults directed towards marginalized groups. These everyday indignities can manifest in verbal, behavioural, or environmental slights and communicate hostile or derogatory messages[1].
Originating as a way to describe subtle racial slights aimed at Black Americans, the concept of microaggressions has since been expanded by psychologists such as Derald Wing Sue in the 2000s to include a broader framework describing various forms of subtle discrimination beyond overt racism[1][2].
Microaggressions can be categorised into three main types: microassaults, microinsults, and microinvalidations.
1. **Microassaults** are explicit, deliberate discriminatory actions or insults, similar to traditional overt discrimination. Examples include using racial slurs or refusing service to someone based on their identity.
2. **Microinsults** are comments or behaviours that are rude or insensitive, often unintentionally diminishing a person's identity. Examples include suggesting someone got their job only due to affirmative action or implying a person doesn’t belong.
3. **Microinvalidations** are comments or actions that exclude, negate, or dismiss the experiences of marginalized groups. Examples include saying "I don't see color," or "We are all the same," thereby dismissing someone's racial experience.
These categories highlight the subtlety and varying levels of impact microaggressions can have. For instance, asking a person of colour "Where are you really from?" implies they are perpetual foreigners, while asking a couple "Who’s the man in the relationship?" makes gender-role assumptions. Assuming everyone is Christian by saying "Merry Christmas" or "God bless you," disregards other religious identities, and stereotyping Muslims as terrorists or exoticizing religious garb are examples of Islamophobic microaggressions.
In addition to these classifications, some studies expand the framework with additional nuance, especially in racial contexts, distinguishing between primary racial microaggressions (direct slights themselves) and secondary racial microaggressions (negative reactions or gaslighting responses when someone calls out microaggression)[2].
Regular exposure to microaggressions can lead to lower self-esteem and increased levels of depression and trauma in both work and educational settings. They can also cause significant distress and increase the risk of depression among minority graduate students. A person may not realize they are making a microaggressive comment or action, underscoring the importance of education and awareness[3].
If someone experiences a microaggression, they can respond to it, discuss the incident with the person later, let them know how the microaggression made them feel, and seek social support. Bystanders can help by being allies and speaking up against microaggressions, but always expressing how the language or behaviour made them feel, not how they assume it made the recipient feel.
Learning more about the impact of harmful language and committing to changing behaviour can help individuals avoid engaging in microaggressions. This includes listening to the person receiving the microaggression, taking responsibility for any underlying bias, and committing to changing microaggressive behaviours.
Recognizing and addressing microaggressions is crucial for fostering a more inclusive and equitable society. This framework helps in recognizing and addressing the cumulative mental health and social impacts of these frequent but often overlooked indignities in diverse settings[1][2][5].
References: [1] Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M. B., Nadal, K. L., & Esquilin, M. (2007). Racial microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271-286. [2] Szymanski, D. M., & McIntosh, J. D. (2014). Microaggressions and the minority stress model: A theoretical synthesis. American Journal of Community Psychology, 59(3-4), 368-378. [3] Nadal, K. L., & Capodilupo, C. M. (2013). Racial microaggressions in education: A synthesis of the literature and recommendations for practice. Teachers College Record, 115(10), 1-48. [4] Solórzano, D. G., & Yosso, T. J. (2002). Critical race methodology: Counter-storytelling as an analytical framework for education research. Qualitative Inquiry, 8(1), 7-38. [5] Sue, D. W., & Sue, D. (2015). Counseling the culturally diverse: Theory and practice. John Wiley & Sons.
- The term 'microaggressions' initially referred to subtle forms of racial discrimination faced by Black Americans, but psychologists later expanded it to encompass various subtle forms of discrimination against marginalized groups, such as those with cancer, diabetes, colitis, or those identifying with gender and sexual identities that differ from the majority.
- In the health-and-wellness sector, microaggressions might manifest as presumptions about a person's ability to manage their condition, for example, implying that a diabetes patient doesn't need to check their blood sugar because they are "overreacting," or dismissing the seriousness of a mental health struggle by saying "it's all in your head."
- Psoriasis patients might experience microagressions when others makeative or insensitive comments about their physical appearance, inadvertently diminishing their self-worth.
- In the context of multiple sclerosis, someone might make a microinvalidation by stating "you don't look sick," dismissing the daily challenges and unseen effects of the illness.
- Implying that someone with HIV is a risk to others or questioning their ability to maintain relationships can also be classified as a microaggression.
- A person might experience microaggressions related to their religious identity, such as stereotyping Muslims as terrorists or exoticizing religious garb, or excluding someone who is not Christian during holiday celebrations.
- By recognizing and addressing these microaggressions, we can work towards fostering a more inclusive and equitable society that promotes understanding, empathy, and respect for all, regardless of health conditions, gender, sexual identity, or religious beliefs.
- It is essential for everyone, including educators, medical professionals, and peers, to be aware of microaggressions and commit to changing their behaviors to create a more supportive and welcoming environment for all.
