Webster defines microaggression as “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).”
Some common phrases people hear on a daily basis are “Can I touch your hair?,” “You people…,” “That’s gay,” and “You enuciate so well.” Phrases are the most common way people recognize microaggressions but they don’t end there. Some actions include: forcing someone to voice a disability, assigning tasks that reinforce gender roles, making assumptions about someone’s background, and ignoring the use of microaggressions by a peer.
The intention behind microaggressive behavior is not always to hurt the person receiving the comment. However, the intention isn’t as important if the person on the receiving end is offended.
As the world continues becoming more diverse, it’s important we respect people that come from background than us. It’s important to know that words can have an impact on someone’s feelings.
As stated before, people may not be intentionally hurting someone, but the end result is the same. That’s why I think it’s important for professional environments to implement microaggression teaching into their training.
Most places have diversity and inclusion training but there rarely sections dedicated to microaggressions. In the end people walk out with the same message, “respect one another.” However, respect is broad and there should be more focus on how to show respect.
During the Synergy leadership conference in early February, Saint Xavier University invited a speaker from Catharsis Production to give a presentation on identifying microaggressive behavior, how to respond to it, and how to ensure it doesn’t happen again.
This was my favorite part of the conference and I would love it if SXU could invite them back. I would also like for other colleges to host a presentation relating to microaggressive behavior.
Some colleges are taking the initiative to include microaggression into their diversity and inclusion training. Fulbright College, Clark College, and Ashland University are prompting inclusion within the classrooms and residential life.
However, medical schools across the country continue to struggle greatly with non-inclusive training. According to Medical Economics, of the 27,504 responses from medical graduates reported by Association of American Medical Colleges 35.4 percent reported they experienced at least one form of mistreatment. public humiliation being the top form of mistreatment by 21.1 percent.
Students going into the medical field will encounter people from several backgrounds and it’s their job to make patients feel as comfortable as possible. They have to make sure they’re treating patients unbiased.
Without knowing they may offend a family that’s receiving harsh news or a fellow coworker who’s highly stressed high and they may react from an emotional state. The last thing a hospital wants is their coworkers fighting when people’s lives are at risk.
It’s important to know the impact of your words in professional settings and I think training should start in school.