Microaggressions - small actions, big consequences

In our mutual mentoring programme - there were two sections that covered this topic - microaggressions in the workplace and in society as a whole. We meandered between the two topics in both sessions - with our lives now being more hybrid then ever, perhaps our experience of microaggressions are too. So what are they?

The definition of Microaggressions from the Capita materials: "Microaggression was first proposed by Chester M. Pierce, MD. in 1970 to explain the usually brief and commonplace daily verbal, behavioural or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatised or culturally marginalised groups." Sounds interesting on the surface of it - and easily identifiable in our daily lives - but it is a little more subtle than that, and really interesting what this small but daily grind does to someone's mental image and mental health of what is acceptable or unacceptable in dealing with others. In the 70's, Pierce initially stated that these insults or dismissals were regularly witnessed by non-Black African Americans towards African Americans, but they were often seen as curious or not harmful, and no one did anything about them. They were questions like: "No, where are you really from?" to someone that may look non-white but was born in the country that you are living in or "Wow, you are really articulate, I don't even really hear your accent" as if the person wouldn't naturally be smart or articulate. And it goes on today. They may seem innocent - in that they could be curious about heritage or just commenting on a diversity that they see but don't know how to express - but they can also be undermining and isolating. I recently read a post on LinkedIn where someone of Black heritage did not feel comfortable calling out areas of racism - because they were needing to look for a job and this quality may be something that would be uncomfortable to explain. Not the aggressor or micro aggressor - but the one calling it out, felt like he needed to curb his behaviour. Because it often comes down to wanting to fit in - so listening to these microaggressions seems to be something that is hard to address - some feel they need to put up with. And it is prevalent, common in fact, to have people say these little comments that call out your difference and not with the intention of celebrating it. My mentor and I spoke about how this impacted her on a daily basis - and if she had addressed it or not - and what was interesting that whilst both hearing it and addressing it were both challenging - it was hard to decide to address it - especially where there were family friendships and community to consider. Did you say something to the person in the social circle that continues to make comments that would fit into this microaggression category - or did you ignore it? Was it easier at work where you would be supported or not?

Since 1970, the term microaggression has been expanded to apply to the continued degradation of any socially marginalised groups. These can include, but is not exclusive to: • Person of disability • A person’s gender • Sexuality • Age • Race • Religion. This expands the types of microaggressions to things like:

• Wow you are really strong, for a female.

• You're quite traditional, for a gay person.

• You’d never know you had a disability. You’re so confident.

• It’s amazing how open minded you are, for someone of (religious) faith.

• I wasn’t expecting you to have the latest smartphone, your age group usually hate technology

Are they curious, commenting on their own experiences, or aggressive? And if you had to hear that every day and then defend your own identity with often a single characteristic that may or may not be your most defining characteristic - even though it is what others see. It put's you in a category, it puts you on the defensive.

What might look like an innocent comment on the face of it - can often turn into a microinsult or a microinvalidation - for example - when someone uses the statement to disassociate you with the group they identify you with. "You're not like the other....", or making assumptions about what someone's role might be by that categorisation - i.e. they wouldn't be the boss or the most senior person in the room because of that categorisation. Microaggressions. microinsults and microinvalidations, tend to be unconscious, unintentional and less obvious. In fact, it is often well-intentioned committers of these behaviours and often believe they’re being complimentary. But it can really hurt, and without awareness - under mind the confidence of the person.

This was a discussion I could relate to as a female leader - where often I went through a time when I was assumed not to be the leader or the most senior person - and what that then drove in my own behaviour. It would have been easy to overcompensate for it - to be more "boss-like" and you see that happening and then also getting misconstrued. Or you can challenge the assumption when you face it. It is interesting - it happened to me once when I met one of the royals - they had assumed that we got the protocol wrong - and my husband was the "boss". But we got it right and I was standing in the line exactly where I should have been and they were quite embarrassed when they realised - but we carried on with humour. I wonder what would have been discussed with those that briefed them after? Better briefing as to not fall in to their biases - or a confrontation of the bias itself?

The microaggression seems like a little thing - but if you are experiencing it day in day out from unexpected places and constantly - it knags on your psyche - and the consequences are real:

• Job seekers who may hesitate to apply for jobs or whose application may not be considered by an employer based on assumptions made about their name or ethnicity

• Damaging diversity as companies may struggle to attract or retain diverse talent

• Mental health issues for employees suffering from a build-up of comments or behaviours

• Workplace engagement may dip as employees lose faith and trust that their employer truly understands and respects their basics needs

• Cookie cutter’ cultures can be created (a culture in which all conform to a certain stereotype, where diversity and individuality are sacrificed for conformity.

• Colleagues may develop an unwillingness to speak up in meetings and take professional risks, losing motivation and sense of purpose or develop self-doubt in their abilities

The impact is bad enough for everyone involved - because a diverse talent pool is one where I think we solve problems better than a non-diverse talent pool. And in a world where we are resource constrained - the impact is devastating- to lose the potential for talent is real, economic, and hits us hard in the financial, cultural and employee experience pocket.

These topics gave me a lot to think about - both in what I would do if I heard microaggressions in my workplace and in my community - and how it must feel to hear them all the time.

I want to thank Kelly, my mentor for coaching me through this topic. She has now left Capita to go to a exciting new role - and whilst I will miss her - I am grateful to my new mentor, Zia - who is going to coach me through the rest of the topics! A little later than planned with my own Covid recovery....but glad to know we have it in hand!