Negative Effects of Bias, Stereotyping and Microaggressions

Presentation Overview Social Psychologists Claude M. Steele (Stereotype Threat) Derald Wing Sue (Microaggressions)

Microaaggressions

Microaggressions are defined brief and commonplace daily verbal, behavioral or environmental indignities, whether intentional or unintentional, which communicate hostile, derogatory, or negative slights, invalidations, and insults to an individual or group.

Microaggressions are delivered through dismissive looks, gestures and/or tones toward marginalized groups, often unconsciously or automatically (Sue, 2010a; 2010b). q

Evolution of the “ISMS” Microaggressions Microaggressions are often directed towards marginalized individuals or groups based on: Race or ethnicity Class Gender Religion Sexual Orientation Ability

Contemporary Forms of Oppression Within all domains of discrimination, microaggressions can be: Overt expressions are characterized by blatant unequal and unfair treatment of individuals. gender-biased hiring practices Not serving a person of color Covert expressions are subtle. using “he” to convey universal human experiences Stating that a person of color or an immigrant has articulate speech.

Microassaults Blatant verbal, nonverbal, or environmental attacks intended to convey discriminatory and biased sentiments (e.g., Using racial epithets like nig**r, spic or fag**t; water issues in flint, MI).

Microinsults Unintentional behaviors or verbal comments that convey rudeness or insensitivity or demean a person’s racial heritage/identity, gender identity, or sexual orientation identity (e.g., Black females are less competent and capable).

Microinvalidations Verbal comments or behaviors that exclude, negate, or dismiss the psychological thoughts, feelings, or experiential reality of the target group (e.g., bisexualism is a “phase”; poor people are lazy and just need to work harder).

Racial Microaggressions Categories and Relationships of Racial Microaggressions Racial Microaggressions Commonplace verbal or behavioral indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults. Microinsult (Often Unconscious) Behavioral/verbal remarks or comments that convey rudeness or insensitivity and demean a person’s racial heritage or identity. Microassault (Often Conscious) Explicit racial derogations characterized primarily by a violent verbal or nonverbal attack meant to hurt the intended victim through name-calling, avoidant behavior, or purposeful discriminatory actions Microinvalidation (Often Unconscious) Verbal comments or behaviors that exclude, negate, or nullify the psychological thoughts, feelings, or experiential reality of a person of color Environmental Microaggressions (Macro-Level) Racial assaults, insults and invalidations that are manifested on systemic and environmental levels Ascription of Intelligence Assigning a degree of intelligence to a person of color based on race Second-Class Citizen Treated as a lesser person or group Pathologizing Cultural Values/Communication Styles Notion that the values and communication styles of people of color are abnormal Assumption of Criminal Status Presumed to be a criminal, dangerous, or deviant based on race Alien in Own Land Belief that visible racial/ethnic minority citizens are foreigners Color Blindness Denial or pretense that a White person does not see color or race Myth of Meritocracy Statements asserting that race plays a minor role in life success Denial of Individual Racism Denial of personal racism or one’s role in its perpetuation

Dynamics and Dilemmas of Microaggressions Dilemma 1: Clash of Sociodemographic Realities Dilemma 2: The Invisibility of Unintentional Expressions of Bias Dilemma 3: Perceived Minimal Harm of Microaggressions Dilemma 4: The Catch-22 of Responding to Microaggressions

Social Work Implications of Microaggressions Clients of color tend to terminate prematurely. Microaggressions may lie at the core of the problem. Effective counseling is likely to occur when there is a strong working alliance. Interactions can sometimes validate the microaggressions suffered by culturally diverse groups.

Implications for Clinical Practice Be aware that everyone has and continues to engage in unintentional microaggressions. Be aware that microaggressions are a constant reality in the lives of culturally diverse groups and have a real psychological effect on clients. Do not invalidate the experiential reality of culturally diverse groups. Do not get defensive if your culturally diverse client implies that you have engaged in a microaggressive remark or behavior. Instead, be open to exploring issues related to race, gender, and other identity groups.

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Harmful Impact Studies reveal, that microaggressions, while seemingly trivial in nature have major consequences for vulnerable groups because they: (a) assail the mental health of recipients (Sue, Capodilupo, & Holder, 2008). (b) create a hostile and invalidating campus climate (Solórzano, Ceja, & Yosso, 2000). (c) perpetuate stereotype threat (Steele, Spencer, & Aronson, 2002). (d) create physical health problems (Clark, Anderson, Clark, & Williams, 1999). (e) saturate the broader society with cues that signal devaluation of social group identities (Purdie-Vaughns, Steele, Davies, & Ditlmann, 2008). (f) lower work productivity and problem solving abilities (Dovidio, 2001; Salvatore & Shelton, 2007). (g) and are responsible for creating inequities in education, employment and health care (Purdie-Vaughns, et al, 2008; Sue, 2010). Far from being benign slights, microaggressions have major detrimental consequences…