Unit 5: Micro-Messages Prepared by Building Community Trust: Improving Cross-Cultural Communication in the Criminal Justice System

Session Objectives: Define and identify micro-messages, micro- affirmations, and micro-inequities. Demonstrate technique for converting micro- inequities into micro-affirmations. Analyze impact of micro-inequities on office culture or community perceptions regarding the fairness, integrity and reliability of the criminal justice system.

Micro-messages Small, sometimes unspoken, and often unconscious messages that are constantly sent and received. They can have a powerful impact on our interactions with others. Micro-Affirmations Micro-Inequities

Micro-Affirmations Convey inclusion, respect, trust and genuine willingness to see others succeed. May lead to a more productive and efficient work environment where all members feel valued and enjoy work.

For example: Manager greets every member of trial team in the morning by name. Prosecutor greets victim by name at court hearing. Defender greets client and client family members by name.

Micro-Inequities Micro-inequities are the ways in which individuals are either singled out, overlooked, ignored or otherwise discounted based on an unchangeable characteristic such as race or gender. –Usually take form in a slight difference of language, gesture, treatment or even tone of voice. –Are often subconsciously given but can have a huge impact on a work environment or social structure. –May lead to the perception of discrimination or harassment. –Are frequently unrecognized by perpetrator.

For example: Rolling eyes or sighing when someone considered “different” is speaking. Manager walks down hall and doesn’t acknowledge coworkers or subordinates. Not paying attention in meetings when a certain person is sharing an idea.

For example: Staff person (usually “of difference”) shares an idea and no one responds. Same idea is repeated by someone else and everyone acknowledges. Exclusion of environmental factors that represent a certain group (e.g., decorations, literature, artwork).

For example: Some individuals receive micro- affirmations but others do not. Gesture of affection/ praise for one colleague but not another. Supervisor chats frequently with one employee but not another. Colleague invites some office mates to lunch but not others.

Small but powerful.

Affirmations can: Boost morale Create supportive, productive atmosphere –Consistency. Inequities: Erode self-esteem and ability to perform. Create feelings of exclusion.

Micro-messageResponse by Receiver(s)Impact + Manager greets every member of team in the morning by name Employees respond positively and in turn greet manager Employees have higher morale and feel that manager values them - Mangers walks by employees and does not greet them or make eye contact Employees feel devalued and “ unseen ” Low morale and employees have negative attitudes toward manager

Strategies: Intentionality Infuse micro-affirmations into daily behavior Role model Practice