Everyone has experienced it, a brief back-handed slight wrapped in the form of praise. Sara Martin writes in this month's issue of Monitor on Psychology about the ways in which these sometimes unintentional acts leave lasting damage. She points by way of example to the "praise" that others have bestowed on Asian-American educator and author, Dr. Derald Wing Sue with repect to his "excellent" English language skills. According to Sue, such statements only serve to remind him that he is a "perpetual alien in my own country."
As professionals, most of us do not intend aggression or ill-will towards our clients and colleagues. It's just hard sometimes to understand what it's like to be in the other person's shoes. What are some of the most common microaggressions you can look out for? Here are a few suggested by Sue, Martin and others:
- Praising the English language skills of Asian-Americans
- Praising the articulateness of an African-American
- Suggest that a position could be filled by a "qualified" member of any diverse group (as if that's an anomoly)
- Speaking louder to someone who is blind
- Commenting on the hairstyles, weight or attire of female employees
- ignoring the partner of gay, lesbian and transgendered clients in invitations or conversation
- Assuming that a female partner does not want to work on a weekend when a new opportunity comes along
- Asking a Latino where he was born
- Suggesting that "white men" view the world in a particular way
- Suggesting that a man's taking paternity leave is not as legitimate as a woman taking maternity leave
Have you experienced a microaggression? Let me know. I would love to share an expanded list in a future blog.
Thanks to Sanjay for the great photo.