Examples of Microaggressions

Theme Microaggression Examples Message Race Assumptions of criminality A security guard following a Black You are a criminal. person, presuming that they are going to cause damage or steal. You are going to steal/you are poor, you do not belong. While walking through the halls of a College building, a security guard You are dangerous. approaches a black member of staff to ask if she/he is lost, even though she/he is in a group with other staff members.

Objectification/tokenism (e.g. “What are you? You’re so You are a perpetual foreigner in when BAME people are objectified interesting looking!” your own country. or treated as tokens). “she is so exotic”. Your ethnic/racial identity makes you exotic. “how do you get your hair like that?!” You are outside of the norm.

Assumptions of intellectual “You’re so articulate”. BAME people are generally not as inferiority (e.g. BAME people are intelligent as White people. assumed to be less intelligent or “you speak English so well”. capable than white people).

Denigrating cultural To an East Asian person: “Why are Assimilate to dominant culture. values/communication styles (e.g. you so quiet? We want to know the notion that the values and what you think. Be more verbal.” Leave your cultural baggage communication styles of the “Speak up more.” outside. dominant/White culture are ideal/”normal”). There is no room for difference.

1 Examples of Microaggressions

Asking a Black person: “Why do you have to be so loud/animated/aggressive? Just calm down.” Colour blindness (e.g. statements “When I look at you, I don’t see Denying the significance of BAME that indicate that a White person colour.” people’s racial/ethnic experience does not want to or need to and history. acknowledge race). “There is only one race, the human race.”

“All lives matter!”

Gender Sexual objectification (e.g. when a Commenting on the The most important thing about a woman is treated as a sexual appearance/attractiveness of a woman is the way that she looks. object). female colleague.

Assumptions of traditional gender A person asks a woman her age and, Women should be married during roles (e.g. when an individual upon hearing she is 31, looks quickly child-bearing ages because that is assumes that a woman needs to at her ring finger. their primary purpose. uphold traditional gender roles). An advisor asks a female student if Women cannot have children and she is planning on having children be successful in their studies/career. while in postdoctoral training. Assertiveness in women is Labelling an assertive female undesirable and women should be committee chair/dean as a “b____,” submissive. while describing a male counterpart as a “forceful leader.” Assumptions of inferiority e.g. Female doctor mistaken for a nurse. Women occupy nurturing when a woman is assumed to be positions/They couldn’t possibly physically or intellectually “You look too young to work here”. occupy high status positions. incompetent, particularly in comparison to men).

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LGBTQ+ Use of heterosexist or transphobic For instance, the use of the word Being gay is negative/all gay people terminology (e.g. when offensive “gay” casually when describing are weak. language is used towards or about someone as weak. LGBTQ+ people). Discomfort/disapproval of LGBTQ+ A person staring at a same-sex It is not normal to be in a same-sex experience (e.g. when LGBTQ+ couple holding hands. relationship. individuals are treated with disrespect or condemnation because of their sexual orientation or gender presentation). Assumption of sexual pathology and Assumption that an LGBTQ+ person LGBTQ+ people are oversexualised. abnormality (e.g.when LGBTQ+ will automatically be attracted to persons are presumed to be them. oversexualised or sexual deviants). Assumption of heterosexuality/cis Assuming that someone’s partner is LGBTQ+ people are very rare, not gender of the opposite sex to them. normal. LGBTQ+ people are all instantly identifiable. Assuming there are no LGBTQ+ people in the room e.g. saying ‘We never get any LGBTQ+ people coming to our meetings’.

Assuming pronouns.

Lack of thought around LGBTQ+ Arranging fieldwork, meetings in a I am not aware of LGBTQ+ issues issues country with strong anti - LGBTQ+ and people. laws, without acknowledging possible uncomfortable situation (or even risk?) for colleagues (e.g. asking if they are ok with it).

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Religion Endorsing religious stereotypes Someone makes a joke about Stereotypes are true of all people of (e.g. when people make Muslim people being terrorists or a religion/religious group. presumptions about religious Jewish people being cheap. minority groups). Denigration of different religious Placing less/no value on non- Assimilate to dominant culture. groups (e.g. when someone judges Christian holidays or traditions. another religion as being inferior or Leave your cultural baggage substandard). “It’s ridiculous that they are fasting outside. during exam time”. There is no room for difference. Disability Assumptions of inferiority (e.g. Raising your voice or speaking A person with a disability is defined when a disabled person is slowly when addressing a blind as lesser in all aspects of physical assumed to be physically or student. and mental functioning. intellectually incompetent, particularly in comparison to those “The way you have overcome your without a disability). disability is so inspiring”.

All Denial (e.g. a statement made “I’m not racist. I have several Black I could never be racist because I when bias is denied). friends.” have Black friends.

“As a woman, I know what you go Your racial oppression is no through as a racial minority.” different than my gender oppression. I can’t be a racist. I’m To a Black person: “Are you sure like you. you were being followed in the store? I can’t believe it.” Denying the personal experience of individuals who experience bias.

Myth of meritocracy (e.g. “I believe the most qualified person The playing field is even, so if statements which assert that should get the job. We need Women/BAME/Disabled/LGBTQ+ race, gender, disability, sexual excellence!” people cannot make it, the problem orientation, gender identity etc. is with them.

4 Examples of Microaggressions does not play a role in life “Men and women have equal successes). opportunities for achievement.”

“Gender plays no part in who we hire.”

“Everyone can succeed in this society, if they work hard enough.” Black people are given extra unfair “Positive action is racist.” benefits because of their race.

Second-class citizen (e.g. when a Black Academic mistaken for a BAME people are servants to White target group member receives service worker. people. They couldn’t possibly differential treatment from the occupy high status positions. dominant group). Saying “You people…” You don’t belong. You are a lesser An Academic assigns a Black post- being. doctoral student to escort a visiting scientist of the same race even People should associate with others though there are other non-Black of their own race. scientists in this person’s specific area of research.

A Head of Department sends an A female academic is good at her email to a work colleague describing job, despite her gender. another individual as a “good female scientist.”

In class, a Lecturer tends to call on The contributions of female male students more frequently than students are less worthy than the female ones. contributions of male students.

5 Examples of Microaggressions

Adapted from: https://academicaffairs.ucsc.edu/events/documents/Microaggressions_Examples_Arial_2014_11_12.pdf

Sue, Derald Wing, Microaggressions in Everyday Life: Race, Gender and Sexual Orientation, Wiley & Sons, 2010.

Nadal, Kevin L., A Guide to Responding to Microaggressions, CUNY FORUM 2:1 (2014) 71-76 https://advancingjustice- la.org/sites/default/files/ELAMICRO%20A_Guide_to_Responding_to_Microaggressions.pdf

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