1. The Impact of Micro-Messages
The Office of Equity and Diversity
2017 Lunch & Learn Education Series
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The Impact of Micro-Messages
in the Workplace

2. Objectives
Define micro-messages (i.e. micro-aggressions, micro-inequities)
Identify the how unconscious bias affects micro-messages and their
potential impact
Analyze the ethical challenges of micro-messages
Recognize potential implications with clients
Develop strategies for recognizing and interrupting
negative micro-messages
As you read the objectives connect them to the every day life at work with peers as well as
patients and families

3. Introduction
This session’s intent is to demonstrate how unconscious bias can lead to negative micro- messages can create an uncomfortable workplace environment with peers, and can affect care delivery with patients and their families. Similarly, positive micro-messages can be equally beneficial in creating an inclusive and respectful workplace environment.
“Nothing in the world is more dangerous than sincere ignorance
and conscientious stupidity.
Martin Luther King Jr.

4. Implicit or Unconscious Attitudes and Beliefs
Implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.  These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control.  Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness. 

5. Implicit or Unconscious
Attitudes and Beliefs
We cannot talk about micro-messages without starting the conversation on unconscious bias
Offer to students as additional resource to explore own bias.
The validation of this resource
It is for some disturbing the findings of this exercise as our natural instinct is to see ourselves as good and honest person
But at the very least will make you think and self reflect of your own conditioning
This is not easy to change overnight - it requires work trough every day - this is not a magic pill

6. Implicit or Unconscious Attitudes and Beliefs
Where did you grow up?
What other cultural groups/identities and practices did you encounter – ethnic, race, class, sexual orientation, religious, etc.?
What messages were you given about people who were different – messages from family, from peers, from the media, and others?
How has your background experiences influenced your perceptions of other "cultures" that you encounter in your work?

7. Implicit Attitudes and Beliefs Begin the journey of self reflection.

8. Creating a Climate of Zero Tolerance
Consider adding/revise your non-discrimination policy that includes:
Age
Sex
Race
Religion
Color
Creed
National Origin
Sexual Orientation/Gender Identity
Disability
Or any other legally protected status.
So/Gender Identity is protected by the city of KCMO
INWARD AND OUTWARD

9. Defining Micro-Messages
Subtle – and sometimes not-so-subtle – nonverbal and verbal messages that people send through body language, tone of voice and the way they inflect words.
You can use nice words when speaking to other people, but if at the
same time you unintentionally send out negative micro-messages,
those nonverbal signals will have a more enduring impact than
anything you say.
Stephen Young, 2015

10. Defining Micro-Messages
Subtle slights and snubs that devalue employees
It is estimated that individuals send 2,000 – 4,000
micro-messages per day.
In a 1-minute conversation = micro-messages
Often committed unknowingly by well intentioned people
Dismissed as innocent or harmless
Gaps between our lived experiences
Indirect offenses that can demoralize an employee
Instructor Notes:
*** Signal at an immediate gut level how people feel about each other.
*** Managers, supervisors, leaders, and staff in general should become avid students of our own facial expressions,
styles of personal engagement, body language and other nonverbal communicative attributes.
*** We all should try to send positive micro-messages, not harmful ones that breed resentment and undermine performance.
*** micro-messages can be both negative and positive
Mary Rowe, PhD.

11. The first step is to make the "invisible" visible.
Empowering Employees
Micro-messages and Micro-inequities
are manifestations of institutional and systemic imbalances of privilege and power in our society.
That have endure over generations and that we perpetuate by passing on this false knowledge (bias) of the other.
Stop for a minute and make a comment of how privilege and power has set the development of labeling individuals and communities based on false perceptions .
That have endure over generations and that we perpetuate by passing on this false knowledge (bias) of the other.
Therefore our interactions (physically and verbally) are dictated by these thoughts.
Encourage audience to engage and participate on existing initiatives and available tools to help brake these barriers as an organization but also as part of our community.
The first step is to make the "invisible" visible.

12. Examples Gender Micro-messages
“An assertive female manager is labeled as a "b…," while her male counterpart is described as "a forceful leader." (Hidden message: Women should be passive and allow men to be the decision makers)”.
Adapted from Sue, Derald Wing, Micro-aggressions in Everyday Life: Race, Gender and Sexual Orientation, Wiley & Sons, 2010.
“A female physician wearing a stethoscope is mistaken as a nurse. (Hidden message: Women should occupy nurturing and not decision-making roles. Women are less capable than men)”
Published in November 2010, by Derald Wing Sue. Ph. D.

13. Examples Sexual Orientation Micro-messages:
“A Young person uses the term "gay" to describe a movie that she didn't like. (Hidden message: Being gay is associated with negative and undesirable characteristics)”.
“Two gay men hold hands in public and are told not to flaunt their sexuality. (Hidden message: Same-sex displays of affection are abnormal and offensive. Keep it private and to yourselves)”.
Published in November 2010, by Derald Wing Sue. Ph. D.

14. Examples Racial Micro-Messages:
“A White man or woman clutches their purse or checks their wallet as a Black or Latino man approaches or passes them. (Hidden message: You and your group are criminals)”.
Studies indicate that the racial perceptions of people of color differ markedly from those of Whites (Jones, 1997; Harris Poll commissioned by the National Conference of Christians and Jews, 1992).
Published in November 2010, by Derald Wing Sue. Ph. D.

15. Self - reflection Exercise
Please write your answers to the following questions.
Have you experienced micro-messages?
As a victim, witness, or perpetrator? yes or no?
Where? (work , home, shopping, etc.)
How did it make you feel?
Instructor Notes:
*** Make sure to debrief (at audience comfort level) the 2 sides of the self reflection exercise:
a.- Victim
b.- Done this to some one

16. Feelings about being dismissed
Clash of Realities
“Micro-messages reflect the active manifestation of oppressive worldviews that create, foster, and enforce marginalization”.
Did what I think happened, really happen?
Was this a deliberate act or an unintentional?
How should I respond?
Sit and stew on it or confront the person?
If I bring the topic up, how do I prove it?
Is it really worth the effort?
Should I just drop the matter?
Victim side
*** When a micro-messages or micro-inequities occurs, the victim is usually placed in a catch-22 (guessing what happen?).
Feelings about being dismissed
Placed in a catch-22
Derald Wing Sue. Ph. D.

17. Reactions of Micro-messages
The perpetrator usually believes that the victim has overreacted and is being overly sensitive and/or petty.
Micro-messages -micro-inequities are believed to have minimal negative impact.
1:34
People are told not to overreact and to simply “let it go.”
How many micro-inequities can you spot on video clip?
Perpetrator side
Make sure to mention:
But often times is a genuine curiosity that makes us ask questions
Important to apologize and re-phrase the question
People are encouraged oftentimes not to waste time or effort on them.

18. Workplace Impact
Researchers reported that experience with micro-messages and micro-inequities resulted in a negative racial climate and emotions of self-doubt, frustration, low performance and isolation on the part of victims.
Employees who feel devalued or excluded withdraw,
retreat, take cover, lie low.
Have emotions of self-doubt
Low performance
Frustration
Isolate themselves
In other words, they disengage and their contribution is diminished.
Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A.M.B., Nadal, K. L.,
& Esquilin, M. E. (2007). Racial microaggressions in everyday life: Implications for
clinical practice. American Psychologist, 62,
Eric Tate in an article by Debra Cassens Weiss, 2008 ("'Microinequities' have Big Workplace Impact.") Microinequities in the Workplace, 2007, Fiofiori, Schlange, Ali

19. Implications of Micro-Messages
Micro-messaging and micro-inequities are a constant reality in the lives of culturally diverse groups and have a real psychological effect on clients.
Be aware that everyone can potentially engage in unintentional
micro-messaging & micro-inequities:
with co-corkers, both peers and in hierarchy
with patients and families
with volunteers and others
Ex: Your implicit bias might unintentionally play out as a micro-message with patients and families, also with your co-workers
One bad experience with one family member causes you to stereotype and then realizes itself as a micro-message & micro-inequity
~ Do not invalidate the experiential reality of culturally diverse groups.
~ Don’t get defensive if you culturally diverse client/peer implies that you have engaged in a micro-aggression remark or behavior.
~ Be open to apologize and explore the issue (gender, race, etc)
(Sue, 2010, p.5)

20. Now What?
Most of us consciously experience ourselves as good, moral and decent human beings, the realization that we hold a biased worldview is very disturbing; thus we prefer to deny, diminish or avoid looking at ourselves honestly.
Awareness and acceptance of difference
Realize our viewpoint may not be the only one.
Acceptance is related to sharing power and
working from a perspective of equality.
Instructor notes:
“Considerable empirical evidence exists showing that racial micro-messages
become automatic because of cultural conditioning and that they may become connected neurologically
with the processing of emotions that surround prejudice”
(Abelson et al.,1998)
Skill that is acquired as a result of personal reflection
and respect for others.
Published in November 2010, by Derald Wing Sue. Ph. D.

21. Transforming culture with micro-affirmations
Micro-affirmations is one antidote to micro-messaging and micro-inequities.
Block unconscious bias. Practice affirming the achievements of others. If you consciously and persistently look for excellence in the work of others and are universally respectful, you may be able to block your own unconscious bias from emerging.
Ameliorate damage. Your micro-affirmations might make up for, or balance out, some of the damage caused by micro-inequities in the workplace.
Mary Rowe, PhD.

22. Transforming culture with micro-affirmations
Meet a core emotional concern. Appreciation and affirmation are
morale boosters, so micro-affirmations should lead to a more
motivated and productive workplace.
Evoke reciprocal affirmation. Micro-affirmations can be contagious.
When we compliment someone, he or she often is then inclined to
compliment someone else.
Mary Rowe, PhD.

23. Transforming culture with micro-affirmations
5. Create a role-modeling effect. People are especially sensitive to the
behavior of their immediate supervisors. When supervisors adopt the
practice of micro-affirmation, they are important role models for
colleagues and employees.
6. Rectify our own unconscious bias. Behavior is shaped by attitudes
and vice versa. When we practice micro-affirmations, we may actually
change some of our own unconscious biases.
Mary Rowe, PhD.

24. Strategies Micro-Affirmations – shower them! 5:1 feedback - define it
Oops and Ouch
Setting norms and expectations for your group
Practice with a safe person
Instructor Notes:
5:1 Feedback: 5 compliments or positive feedback to every 1 negative comment or feedback

25. Conclusion
“We know that negative micro-messages can create an uncomfortable workplace environment with peers, colleagues and clients.
We also know that positive micro-messages can be beneficial in creating an inclusive and respectful environment.
Micro-messages are often unintentional but may still be harmful to the team or environment if not addressed
Perpetuates negative behavior
People must willingly and openly engage in dialogue on micro-messages & micro-inequities.
Mary Rowe, PhD.

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