Macroaggressions are seen on a large scale within systems and organizations through laws and organizational policies that oppress a group rather than an individual. Examples of this include hair policies and gerrymandering laws. A Macroaggression: Gerrymandering Gerrymandering comes into play when new boundaries are drawn to intentionally influence who will be elected. Once a decade, state and local governments begin redistricting based on the latest population and demographic data released by the Census Bureau. Redrawing the legislative and congressional district lines is essential for equal representation for voting citizens. However, gerrymandering occurs when unfair techniques are used such as cracking (splitting similar groups across multiple districts) and packing (packing similar groups into fewer districts), which instead build a purposeful biased advantage. In 2019, the Supreme Court ruled that gerrymandering for party advantage could no longer be challenged in federal court (Kirschenbaum & Li, 2021).
Microaggressions are conscious or unconscious actions that discriminate against members of an already marginalized group. The term microaggression was initially coined by Harvard psychiatrist Dr. Chester Pierce in 1970. The term is used to describe a more subtle type of racism. Today microaggressions are harder to pinpoint because they are considered more subjective. What one person may consider an aggressive action, another person may not (Cleveland Clinic, 2022; Turner et al., 2021). Microaggressions are broken down further into microassaults, microinsults, and microinvalidations. Microassaults are usually explicit, so they are intended to harm on purpose, while microinsults and microinvalidations are often implicit and are seen within daily interactions, with microinvalidations being the most common.
Microassaults are intentional insults or slights that are intended to hurt the person. Example: Name-calling or telling jokes that mock someone for race, disability, or gender
Microinsults are subtle but insensitive comments that convey a demeaning message to the recipient about their racial heritage or identity. Example: Assuming someone with English as their second language will not understand what you are saying
Microinvalidations are attempts (usually through statements) that aim to exclude, negate, or dismiss a person’s thoughts, feelings, or experiences.
Environmental microaggressions occur when microassaults, microinsults, and microinvalidations are reflected within an organization or system, including its culture and operating policies and procedures. Example: Deciding where to open a store in a community and fearing crime/stealing
Example: Minimizing or discrediting someone who shares a time they felt disrespected or discriminated against
Note: From Cleveland Clinic, 2022; Norwood, 2022; Turner et al., 2021
As you watch the video, please note that the speaker accidentally says “microassaults” when she is sharing examples of microinsults. Video: Types of Microaggressions
hospital as a new physician. During her first few weeks, she encountered several instances of microinsults and environmental microaggressions, creating a challenging work environment. Examples of Microinsults: 1. Dr. Williams attended a morning staff meeting where she presented her research findings on a particular medical condition. Dr. Michael Thompson, a senior white male physician, interrupted her several times, questioning her expertise and validity of her research, despite her strong credentials. He made remarks like, "Are you sure you have enough experience to draw these conclusions?" and "I would expect more rigorous research from someone with your background." Impact : These microinsults undermines Dr. Williams' credibility and expertise, making her feel undervalued and disrespected in front of her colleagues. It reinforces stereotypes of race or gender professionals as less competent or knowledgeable. 2. Nurse Maria Rodriguez, a Hispanic female nurse, complimented Dr. Williams on her attire, saying, "You look so professional today! I'm glad to see you wearing something appropriate." The implication was that her appearance might only sometimes meet the expected standards, implying a lack of professionalism. Impact : This microinsult singles out Dr. Williams based on her appearance and potentially perpetuates stereotypes about a woman's dress or grooming habits, making her feel uncomfortable and self-conscious.
Let’s walk through a few scenarios that highlight microaggressions and subtle microinsults. Meet the characters: ● Dr. Jessica Williams – a black female physician ● Dr. Michael Thompson – a white male physician ● Nurse Maria Rodriguez – a Hispanic female nurse ● Receptionist Karen – a white female receptionist ● Hospital Administrator Mr. Johnson – a black male administrator As you read through these four scenarios, remember Dr. Jessica Williams just recently joined this prestigious
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