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How to recognize, stop microaggressions at work

December 2021 employment law letter
Authors: 
Emily Chase-Sosnoff, FordHarrison LLP

“Death by a thousand cuts.” That’s what microaggressions feel like to the affected individual. Read on to learn how to recognize and stop the indignities from happening in your workplace.

What are microaggressions?

Dr. Derald Wing Sue, a Columbia University professor and pioneer in the field of cross-cultural studies, defines microaggressions as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults to the target person or group.”

The “micro” in microaggressions doesn’t refer to the behavior’s impact. Rather, it signals microaggressions are personal interactions and slights. On the other hand, “macro” refers to systemic racism (i.e., institutional systems and structures that have the effect of disadvantaging certain groups).

Harvard-trained psychiatrist Chester M. Pierce first coined the term “microaggression” in the 1970s to describe commonplace insults and slights directed at Black Americans. He theorized that over time, being regularly subjected to microaggressions could negatively affect their physical and mental health.

Research into microaggressions expanded. The evidence revealed they include slights based not only on race but also gender, age, sexual orientation, and other protected classes. Google Trends shows there was a sharp spike in interest after George Floyd’s murder in May 2020 sparked a nationwide conversation about race and racism.

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