In addition to understanding their implicit biases, counselors, especially those from dominant societal groups (e.g., White, heterosexual, male), must explore their racial, ethnic, sexual, and class identities. Individuals from dominant cultural paradigms often consider themselves without racial, ethnic, sexual, or class identity as they have privilege; their identities are considered the norm. However, without a deep exploration of intersecting aspects of personal diversity, it is difficult to understand oneself and where biases might insert themselves into counseling relationships (Fisher-Borne et al., 2015). Microaggressions Microaggressions are subtle statements and behaviors that unconsciously communicate denigrating messages to people of color or marginalized groups (Sue et al., 2007). The difference between microaggressions and overt discrimination or macroaggressions is that people who commit microaggressions might not even be aware of
them. Microaggressions are “micro” because they often happen in small, private situations, yet their effects often impact us in massive and dangerous ways. Examples of microaggressions include someone commenting on how well an Asian American speaks English, which presumes the Asian American was not born here, which is one example of a microaggression. Presuming that a Black person is dangerous or violent is another example. Shared experiences that Black men talk about include being followed around in stores or getting on an elevator and having people move away and grab their purses or wallets. Microaggression can be behavioral (e.g,, when a store security guard is more likely to accuse a Black customer of shoplifting, verbal (e.g., when a racialized person is regularly asked where they are “really” from, or environmental (e.g., when all buildings are named after White people and “Whiteness” is assumed as the norm (Chappell & Chappell, 2022). See Table 4 for additional examples of microaggression.
Table 4. Examples of Microaggression Theme Pathologizing cultural values/ communication styles The notion that the values and communication styles of the dominant/ White culture are ideal. Second-class citizen Occurs when a White person is given preferential treatment as a consumer over a person of color.
Example of Microaggression
Message
Asking a Black person: “Why do you have to be so loud/animated? Just calm down.”
Assimilate to the dominant culture.
Being ignored at a store counter as attention is given to the White customer behind you.
Whites are more valued customers than people of color.
Standard of beauty
“She is pretty for a Black girl.”
Only non-African Americans should be perceived as beautiful.
Alien in own land When racial/ethnic groups are assumed to be foreign-born. Color blindness Statements that indicate that a White person does not want to acknowledge race. Denial of individual racism A statement made when Whites deny their racial biases. Myth of meritocracy Statements that assert that race does not play a role in life successes.
“Where are you really from?” “You speak good English.”
You are not American.
“When I look at you, I do not see color.” “There is only one race, the human race.” “I am not a racist. I have several Black friends.”
Denying a person of color’s racial/ ethnic experiences.
I am immune to races because I have friends of color.
“I believe the most qualified person should get the job.”
People of color are given extra unfair benefits because of their race.
Kevin Nadal, a professor of psychology at John Jay College of Criminal Justice, has spent years researching and writing books on the effects of microaggressions. Nadal (2020) states, “You do not have to be of a certain group to understand something is unjust. It is really about learning how to be empathetic to people. Moreover, to be aware and knowledgeable of history. This country is founded on racism toward Indigenous people and racism toward Black people, and that’s not new” (Limbong, 2020). Nadal reports that people of color are often asked to educate White people on issues that they person of color has lived with and thought about for their entire lives (Limbong, 2020). That can be psychologically and emotionally exhausting for a person to care about the White person’s feelings and make those extra efforts so that they can learn something that they should
have and could have learned throughout their life. Nadal suggests that people with privileged identities who want to be true allies should initiate doing their work. People with privileged identities should accept that it is their job and responsibility to engage in uncomfortable conversations and emotions. In doing so, people of color, women, or LGBTQ folks will not have to have those conversations for you (Limbong, 2020). Are microaggressions a result of aggression? Could microaggressions constitute a form of aggression? If we conceptualize microaggressions as isolated, unintended individual events, it seems counterintuitive that they represent hostility or aggression. Microaggressions represent a behavior pattern reinforcing a social hierarchy whereby outgroup members are cast in a subordinate
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