Just like the second law of physics states, “two objects can’t occupy the same space at the same time” – the law of diversity, equity, and inclusion (DEI) states that you can’t progress with DEI initiatives without addressing biases and microaggressions within your organization.
Biases and microaggressions are the most common forms of disparities and problematic occurrences in the workplace. The many forms of bias and microaggressions litter the floors and smog the air of unaware organizations, but even the most well-intended supporters and allies are susceptible to these eclipsing blindspots.
Often dismissed by the uninterested or indifferent as “being too sensitive,” addressing bias and understanding microaggressions are all but attempts at being “politically correct.” On the contrary, combating bias and microaggressions head-on is one of the most vital and powerful attacks in the fight for inclusivity, equity, and fairness in the workplace.
Whether you’ve had instances of bias within the workplace, are interested in understanding DEI concepts, or have already launched DEI initiatives, understanding how bias and microaggressions operate and manifest is critical to your success.
Bias is a natural inclination towards or against a person, groups of people, or how a situation is interpreted. For example, in the recruiting process we sometimes see acts of affinity bias where an individual might favor a candidate that attended their alma mater but not based on qualifications of the open position. Everyone can be biased but unchecked and unawareness of how biases impact decision can be hurtful and harmful.
Unconscious or implicit bias means that you are unaware of a particular bias. When these biases go unexamined, they have the potential to lead to prejudices leads to discrimination and inequality.
Author of two books on microaggressions, Psychologist Derald W. Sue, defines microaggressions as,
“The everyday slights, indignities, put-downs, and insults that people of color, women, LGBT populations or those who are marginalized experiences in their day-to-day interactions with people.”
Microaggressions on the other hand, are more subtle in nature and range in expressions. Microaggressions can look like someone assuming you can’t do something because of your gender, insensitive or offensive jokes, backhanded compliments, and comments, or attempting to touch your hair.
What may seem like minor innocent incidents are the very things that strike sensitive parts of someone’s identity that further the feelings and reality of “otherness” that those from marginalized groups experience daily. Many describe the psychological distress caused by microaggressions as a “death by one thousand cuts.”
The “micro” in microaggression doesn’t mean small; it means personal. And in the fight against systemic (macro) inequality and injustice, we must remember that people make up those systems.
Addressing bias and preventing microaggressions from occurring is an ongoing work and, given that we are all human, sometimes we make mistakes. That’s okay. This isn’t about perfection; it’s about the effort and desire to be better and create a better world for everyone. By being open to self-reflection, listening, and learning, we can do just that.