The Spokes workshop, “Creating and Retaining an Inclusive Board Environment,” addressed two key concepts. One of them, unconscious bias, is the subject of a separate post. In this post, we’ll talk about “microaggression.” It’s something we all can be and probably are guilty of from time to time unintentionally and without realizing it.
The term “microaggression” refers to subtle, often unintentional, actions or comments that convey prejudiced or derogatory messages to individuals based on their membership in a marginalized group. These small, everyday instances of discrimination or bias can be verbal, behavioral, or environmental. Don’t be fooled by the prefix “micro.” Although microaggressions may seem minor, especially to the perpetrator, their cumulative impact can be significant and harmful. And even a single instance can sour a relationship or make a new member of your board feel uncomfortable.
Verbal microaggressions are one example:
- Scenario: A manager tells a new Asian American employee, “Your English is so good!”
- Why it’s a microaggression: The repeated interruptions suggest that her contributions are less valuable, reinforcing gender-based power dynamics and disrespect.
Behavioral microaggressions are another example:
- Scenario: A woman is repeatedly interrupted by her male colleagues during a meeting.
- Why it’s a microaggression: The repeated interruptions suggest that her contributions are less valuable, reinforcing gender-based power dynamics and disrespect.
Here are some resources for learning more about microaggressions, and how to deal with them when they happen.
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