DOCSLIB.ORG

Development and Validation of the Bisexual Microaggressions Scale Emma G

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Development and Validation of the Bisexual Microaggressions Scale Emma G East Tennessee State University Digital Commons @ East Tennessee State University Electronic Theses and Dissertations Student Works 8-2017 Development and Validation of the Bisexual Microaggressions Scale Emma G. Fredrick East Tennessee State University Follow this and additional works at: https://dc.etsu.edu/etd Part of the Health Psychology Commons, Quantitative Psychology Commons, and the Social Psychology Commons Recommended Citation Fredrick, Emma G., "Development and Validation of the Bisexual Microaggressions Scale" (2017). Electronic Theses and Dissertations. Paper 3289. https://dc.etsu.edu/etd/3289 This Dissertation - Open Access is brought to you for free and open access by the Student Works at Digital Commons @ East Tennessee State University. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of Digital Commons @ East Tennessee State University. For more information, please contact [email protected]. Development and Validation of the Bisexual Microaggressions Scale _____________________________________ A dissertation presented to the faculty of the Department of Psychology East Tennessee State University ____________________________________ In partial fulfillment of the requirements for the degree Doctor of Philosophy in Psychology ___________________________________ by Emma G. Fredrick August 2017 __________________________________ Stacey L. Williams, Ph.D., Chair Ginni Blackhart, Ph.D. Julia Dodd, Ph.D. Matt McBee, Ph.D. Jason Steadman, Psy.D. Keywords: bisexual microaggressions, scale development, quality of life, minority stress, scale validation, bisexuality ABSTRACT Development and Validation of the Bisexual Microaggressions Scale by Emma G. Fredrick Sexual minorities face stigmatizing experiences which can lead to disparities in physical and mental health, as well as social and economic resources. Additionally, research suggests that microaggressions, or small actions and comments that speak to a person’s prejudices, act as stigmatizing experiences and contribute to negative outcomes for the stigmatized. However, most studies of sexual minority health do not explore bisexual experiences uniquely, despite evidence that bisexuals have unique experiences of stigma and microaggressions. Those studies that do explore bisexual experiences find worse outcomes for bisexuals than their lesbian or gay counterparts. Thus, the current study developed a quantitative scale for assessing experiences of microaggressions specific to bisexuals. A 35-item scale formulated around previously identified microaggression types was validated using data from a sample of 232 bisexuals. Results indicated that bisexual microaggressions were distinct from homonegative microaggressions and that bisexual microaggressions were related to worse physical, psychological, and environmental quality of life. This scale is an additional tool that researchers may use in understanding how stigma experiences lead to negative outcomes, as well as to identify opportunities for alleviating disparities. 2 ACKNOWLEDGEMENTS I would first like to acknowledge and thank those who participated in my dissertation study, because without them there would be no dissertation. Additionally, I would like to thank those who helped in the dissemination of my project. The local and online queer communities of which I am a part are invaluable in my research, but also in my life. Thank you for continually teaching me the meaning of compassion, love, and strength. This is for you. I would also like to thank Dr. Stacey Williams who has been my mentor and advisor throughout my graduate training. She has taught me so much and has provided me with a number of opportunities that have shaped me as an academic and researcher. I would also like to thank the other members of my dissertation committee both current and past, Dr. Matt McBee, Dr. Ginni Blackhart, Dr. Jason Steadman, Dr. Chris Dula, and Dr. Julia Dodd, for their vital feedback throughout my dissertation process. Additionally, all of the faculty, staff, and graduate students within the Department of Psychology have been instrumental to my growth during my time here. I am thankful for everyone within this department. In particular, I am beyond grateful for the constant support, encouragement, and friendship of Katie Klik and Sheri LaDuke. I would not have made it through graduate school without them. Additionally, I would like to acknowledge and thank my family for their tremendous support of me. I am the person that I am because of their love and support. To my parents, thank you for shaping me into the woman that I am and teaching me that there are no limits to what I can do. To my brother, thank you for teaching me love and support even through difficult times. To Aaron, thank you for loving me and supporting me through this process. You all are my rock. I would also like to acknowledge that this research is supported by grants from the East Tennessee State University School of Graduate Studies and the Bisexual Foundation. 3 TABLE OF CONTENTS Page ABSTRACT……………………………………………………………………………………… 2 ACKNOWLEDGEMENTS……………………………………………………………………… 3 LIST OF TABLES……………………………………………………………………………….. 8 Chapter 1. INTRODUCTION………………………………………………………….............................. 9 Stigma and Its Consequences...……………………………………………………………….. 10 Bisexual Specific Experiences of Stigma and Health..………………………………..………. 13 Microaggressions……………………………………………………………………..………. 17 Bisexual Microaggressions……………..……………………………………………….……. 20 Hostility…….……………………………………………………………………………... 20 Denial/dismissal…………………………………………………………………………... 21 Unintelligibility…………………………………………………………………………... 21 Pressure to Change………………………………………………………………………... 22 LGBT Legitimacy………….……………………………………………………………... 22 Dating Exclusion…………………………………………………………………………... 22 Hypersexuality……………………………………………………………………………... 22 Existing Measures..………………………………………………………………………... 23 Current Study…...……………………………………………………………………………... 24 2. STUDY 1: SCALE DEVELOPMENT…..…………………………………………………….. 26 Method..…………………………………………...................................................................... 26 Participants……….………………………………………………………………………... 26 4 Procedure……..…..………………………………………………………………………... 27 Analysis Plan……..………………………………………………………………………... 29 Results….…..………………………………………………………………………………….. 29 Clarity……….……………………………………………………………………………... 29 Relatability………………..………………………………………………………………... 30 Face and Content Validity……….….……………………………………………………... 31 3. STUDY 2: SCALE VALIDATON…..…..…………………………………………………….. 35 Method..…………………………………………..................................................................... 35 Participants……….………………………………………………………………………... 35 Procedure……..…..………………………………………………………………………... 38 Amazon Mechanical Turk……………………………………………………………… 41 Social media…………………………………………………………………………….. 42 Measures.……..…..………………………………………………………………………... 43 Demographics…………………………………………………………………………... 43 Potential confounders.………………………………………………………………….. 43 Bisexual microaggressions…….....…………………………………………………….. 44 Measures of discriminant validity…...……...………………………………………….. 44 Measures of convergent validity…...………………….……………………………….. 45 Predictive validity……………..…...………………….……………………………….. 46 Analysis Plan…….…………………………………………………………..……………….. 47 Construct Validity..………………………………………………………………………... 47 Results….…..………………………………………………………………………………….. 49 Construct Validity…...……………………………………………………………………... 49 5 PCA……………………………………………………………………………………... 49 Composite score and squared correlations….………………………………………….. 60 ANCOVA……………..……….....…………………………………………………….. 64 Confounding Variables….…...……………………………………………………………. 65 Discriminant Validity………...……………………………………………………………. 66 Convergent Validity…………………………….…………………………………………. 66 Predictive Validity….………...……………………………………………………………. 67 4. DISCUSSION…………………………………………………………………………………. 73 Implications..………………………………………...………………………………..………. 78 Limitations and Future Directions…………………………………………………………….. 81 Conclusion…………………………………………...………………………………..………. 83 REFERENCES………………………………………………………………………………........ 85 APPENDICES………………………………………………………………………………......... 102 Appendix A: Initial Bisexual Microaggressions Scale.……………………………………….. 102 Appendix B: Final Bisexual Microaggressions Scale….……………………………………... 104 Appendix C: Non-Bisexual Versions of Bisexual Microaggressions Scale...………………… 106 Appendix D: Demographics Questionnaire…………………....…………...…………………. 113 Appendix E: Outness Inventory………………………………..……………………………… 115 Appendix F: Centrality Scale……………………………………………..…………………… 116 Appendix G: Big Five Inventory – Neuroticism Subscale…..……………………………….. 117 Appendix H: Homonegative Microaggressions Scale………………………………………... 118 Appendix I: Anti-Bisexual Experiences Scale – Heterosexual.……………………………… 120 Appendix J: Anti-Bisexual Experiences Scale – Lesbian/Gay.…………...……………..……. 121 6 Appendix K: World Health Organization Quality of Life Scale, Brief…..…………………… 122 VITA…………………………………………………………………………………………........ 125 7 LIST OF TABLES Table Page 1. Initial Scale Items and Updated Scale Items……………………………..…………………… 32 2. Demographics and Descriptive Statistics by Sexual Orientation……………………………... 37 3. Demographics and Descriptive Statistics by Recruitment Strategy…………………………... 40 4. Item Loading with Seven Components……………...………………………………………... 51 5. Eigenvalues from PCA with Seven Forced Components……………………………………... 55 6. Item Loading with Three Components....................................................................................... 57 7. Item Loading with One Component….…………………………………………..……………
Load more

Recommended publications
  • Critical Race Theory, Race and Gender Microaggressions, and the Experience of Chicana and Chicano Scholars
    QUALITATIVE STUDIES IN EDUCATION, 1998, VOL. 11, NO. 1, 121±136 Critical race theory, race and gender microaggressions, and the experience of Chicana and Chicano scholars D ANIEL G . SOLO; RZANO G raduate School of Education & Information Studies University of California, Los Angeles Using critical race theory as a framework, this article provides an examination of how racial and gender microaggressions aåect the career paths of Chicana and Chicano scholars. This paper reports on open-ended survey and interview data of a purposive sample of six Chicana and six Chicano Ford Foundation Predoctoral, D issertation, and Postdoctoral M inority Fellows. There are three objectives for this study : (a) to extend and apply a critical race theory to the ®eld of education, (b) to `` recognize,’’ `` document,’’ and analyze racial and gender microaggressions of Chicana and Chicano scholars, and (c) to `` hear ’’ the voice of `` discrimination’s victims ’’ by examining the eåect of race and gender microaggressions on the lives of Chicana and Chicano scholars. Three patterns of racial and gender microaggressions were found : (a) scholars who felt out of place in the academy because of their race and}or gender, (b) scholars who felt their teachers}professors had lower expectations for them, and (c) scholars’ accounts of subtle and not so subtle racial and gender incidents. The article ends with possible directions for continued critical race theory research with scholars of color. Introduction These [racial] assaults to black dignity and black hope are incessant and cumulative. Any single one may be gross. In fact, the major vehicle for racism in this country is oåenses done to blacks by whites in this sort of gratuitous never- ending way.
    [Show full text]
  • The Relationship Between Experiences with Microaggression and the Leadership Practices of Mid-Level Student Affairs Professionals
    THE RELATIONSHIP BETWEEN EXPERIENCES WITH MICROAGGRESSION AND THE LEADERSHIP PRACTICES OF MID-LEVEL STUDENT AFFAIRS PROFESSIONALS LaDonna R. Moore A Dissertation Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY May 2016 Committee: Dafina-Lazarus Stewart, Advisor Judith Jackson May Graduate Faculty Representative Nicholas Bowman Patrick Pauken © 2016 LaDonna R. Moore All Rights Reserved iii ABSTRACT Dafina-Lazarus Stewart, Advisor Microaggressions reflect the active manifestation of oppressive worldviews that create, maintain, and perpetuate marginalization (Sue, 2010a). Individuals from marginalized backgrounds “describe their work climate as hostile, invalidating, and insulting because of microaggressions that assail their race, gender, or sexual-orientation identities” (Sue, 2010a, p. 213). The purpose of this study was to explore the relationship between microaggression and the work experience of mid-level student affairs professionals within higher education, specifically those from marginalized populations that pertain to race, ethnicity, gender, sexual orientation, religious affiliation, or disability. Participants completed a web-based survey that measured their interactions with microaggression and its relationship with their leadership practices. Descriptive statistics and multiple regression analyses were performed to analyze the data for this study. The results of this study confirm what the extant literature, focused on the experience of higher education professionals, has demonstrated. Prior studies have found that administrators within higher education encounter microaggression (Alabi, 2014; Garvey & Drezner, 2013). Within this study, 78.3% of participants reported that they have experienced microaggression within the workplace. These individuals also revealed that the forms of microaggression they experience most frequently included microinvalidations, followed by microinsults.
    [Show full text]
  • Examples of Microaggressions 1 Theme Microaggression Examples
    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.
    [Show full text]
  • Microaggressions: Triggers and Responses
    Microaggressions: Triggers and Responses WHITWORTH UNIVERSITY TEACHING ROUNDTABLE LORNA HERNANDEZ JARVIS, ASSOCIATE VICE PRESIDENT FOR DIVERSITY, EQUITY AND INCLUSION, AND CDO For personal/individual use only. Do not copy or distribute any of this material without the author’s permission Inclusive Excellence in Higher Education Colleges and universities are to create environments in which everyone feels welcome, encouraged to learn and flourish Many who do not conform to dominant demographics don’t always feel included, and their academic learning experience is negatively impacted. Microaggressions point out cultural difference in ways that put the target’s non-conformity into sharp focus often causing anxiety and crises of belonging. We must find ways to engage with difference in more intelligent and nuanced ways, and train our minds to entertain more complex views of the world. Inclusive Excellence in Higher Education Exclusion, Alienation, and discrimination persist within the academy Racism, sexism, homophobia, and other forms of discrimination are in fact commonplace. Many see the responses to microaggressions as overreactions Implicit biases have serious consequences beyond hurt feelings: Discriminatory hiring Racial inequities in policing and broader criminal justice Physical and psychological Health impact Microaggressions matter because they are SYMPTOMS AND CAUSES of a larger structural problem Inclusive Excellence in Higher Education Call to downplay microaggressions underestimates the powerful effect of sanctioning
    [Show full text]
  • Examples of Racial Microaggressions
    Examples of Racial Microaggressions Theme Microaggression Message Alien in own land “Where are you from?” You are not American When Asian Americans and Latino “Where were you born?” You are a foreigner Americans are assumed to be “You speak good English.” foreign-born A person asking an Asian American to teach them words in their native language. Ascription of Intelligence “You are a credit to your race.” People of color are generally not as Assigning intelligence to a person of “You are so articulate.” intelligent as Whites. color on the basis of their race. Asking an Asian person to help with a It is unusual for someone of your Math or Science problem. race to be intelligent. All Asians are intelligent and good in Math / Sciences. Color Blindness “When I look at you, I don’t see Denying a person of color’s racial / Statements that indicate that a White color.” ethnic experiences. person does not want to “America is a melting pot.” Assimilate / acculturate to the acknowledge race “There is only one race, the human dominant culture. race.” Denying the individual as a racial / cultural being. Criminality – assumption of criminal A White man or woman clutching You are a criminal. status their purse or checking their wallet as You are going to steal / You are poor A person of color is presumed to be a Black or Latino approaches or / You do not belong / You are dangerous, criminal, or deviant on passes. dangerous. the basis of their race. A store owner following a customer of color around the store.
    [Show full text]
  • Making the Invisible Visible: Gender Microaggressions
    UNH ADVANCE INSTITUTIONAL TRANSFORMATION An NSF funded program to improve the climate for UNH faculty through fair and equitable policies, practices and leadership development. Making the Invisible Visible: Gender Microaggressions Imagine these scenarios: You are a member of a faculty search committee hiring an committee member frequently looks at her chest, which makes assistant professor in biology. The committee is just starting a the candidate very uncomfortable. The committee member face-to-face interview with a candidate named Maria Vasquez. seems unaware of her behavior. She has dark hair, dark eyes, and a tan complexion. Most During a meeting of the faculty search committee on which you committee members assume Dr. Vasquez is Latina. One of your are serving, almost every time a female colleague tries to speak, colleagues asks an ice-breaking question, “Where are you from?” she is interrupted by a male colleague. No one says anything Dr. Vasquez responds, “Minneapolis.” Your colleague follows-up when this happens. Finally, your female colleague stops trying with, “No, I mean, where do you come from originally?” to ofer contributions to the discussion. You wonder what she Dr. Vasquez frowns. “Minneapolis,” she repeats with an edge to wanted to say. her voice. An African American man named Alex is a candidate for a A search committee hiring a department chair in environmental tenure-track job in chemistry. During his on-campus interview, science is meeting to discuss the fnal list of candidates, which the chairperson of the search committee is giving him a tour. As includes two men and one women.
    [Show full text]
  • Understanding and Confronting Racial Microagression: an Imperative for Social Work Critical Social Work 17(1) Shandra S
    Critical Social Work School of Social Work University of Windsor 401 Sunset Avenue Windsor, Ont. Canada N9B 3P4 Email: [email protected] Publication details, including instructions for authors and subscription information can be found at: http://uwindsor.ca/criticalsocialwork Link to article: http://www1.uwindsor.ca/criticalsocialwork/microagression Critical Social Work, 2016 Vol. 17, No. 1 17 Forrest-Bank Understanding and Confronting Racial Microagression: An Imperative for Social Work Critical Social Work 17(1) Shandra S. Forrest-Bank University of Tennessee, Knoxville Abstract Racial discrimination is a matter of public health and social justice and an issue that lies at the very heart of the social work profession. Modern forms of racial discrimination are frequently hidden, subtle, and unintended. This type of discrimination, described by the construct of racial microaggression, poses significant challenges to social work practitioners, educators, and researchers striving to promote justice and equality. The construct, however, also offers a powerful tool for understanding and intervening in discrimination. This paper defines and traces recent developments related to the concept of racial microaggression and discusses how acts of microaggression perpetuate prejudice and oppression. The tenets of Critical Race Theory, in which the construct of microaggression is grounded, is presented with a discussion for why postracial discourse may be counterproductive toward efforts aimed at deconstructing and eliminating racism. The paper concludes with specific recommendations for how the social work profession can integrate knowledge about microaggression into practice, policy, education, research, and intervention in a way that avoids potential pitfalls associated with addressing this sensitive issue. Keywords: Critical Race Theory, postracial discourse, racial discrimination, racial microaggression, subtle racism Critical Social Work, 2016 Vol.
    [Show full text]
  • Language As Microaggression: the New Lexicon of American Racism
    View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by eGrove (Univ. of Mississippi) University of Mississippi eGrove Electronic Theses and Dissertations Graduate School 2012 Language as Microaggression: the New Lexicon of American Racism Juan Thurmond Follow this and additional works at: https://egrove.olemiss.edu/etd Part of the American Studies Commons Recommended Citation Thurmond, Juan, "Language as Microaggression: the New Lexicon of American Racism" (2012). Electronic Theses and Dissertations. 283. https://egrove.olemiss.edu/etd/283 This Dissertation is brought to you for free and open access by the Graduate School at eGrove. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of eGrove. For more information, please contact [email protected]. LANGUAGE AS MICROAGGRESSION: THE NEW LEXICON OF AMERICAN RACISM A Thesis Presented for the Master of Arts Degree The University of Mississippi by Juan Thurmond December 2012 Copyright © 2012 by Juan Thurmond ALL RIGHTS RESERVED ABSTRACT There are countless occasions where marginalized groups bear witness to language-based discriminatory practices. Language, as defined here, is a species of symbolism. After reviewing the sociological literature, the term “microaggressions” appears to best describe the phenomena in its everyday occurrences. Microaggressions are “the brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual-orientation, and religious slights and insults to the target person or group” (Sue, Capodilupo, et al., 2007; Sue, 2010). Sue classifies microaggressions into three forms: microassaults, microinsults, microinvalidations. The purpose of the project was tri-fold.
    [Show full text]
  • Microaggressions
    Microaggressions “Microaggressions are the everyday encounters of subtle discrimination that people of various marginalized groups experience throughout their lives.” (Derald Sue, 2014) Microaggressions can be -Unconscious: The person is not aware that what they said was wrong and offensive -Unintentional: The person is not aware of the effects that their words and actions have on the people around them Some common themes of LGBTQIA microaggressions: a) Use of heterosexist or genderist terminology b) Endorsement of heteronormative culture and behaviors c) The assumption of a universal LGBTQIA experience d) Discomfort or disapproval of LGBTQIA experience e) A suggestion of abnormality f) Denial of bodily privacy Below are some common microaggressions that LGBTQIA people experience. Many of these microaggressions are common to more than one identity, but are grouped by identity for the purposes of this discussion. Questions to consider: 1) Why is each question or statement microaggressive? 2) Why is the question or statement harmful to the particular group? 3) What can you do when you hear people make the statements or ask the questions listed below? Lesbians “You’re too attractive to be a lesbian.” “How do you have sex?” “Have you ever had a sexual relationship with a man?” “What led you to be lesbian?” “So who is the man in the relationship?” “Do you have a boyfriend?” (asked by people who do not know her identity) “What form of birth control do you use?” (asked by health care providers) Gay Men “That’s so gay.” “I’m not being homophobic—you’re
    [Show full text]
  • Reacting to Microaggressions: Do Individual Identity Processing Styles Play a Role? Suraj Patel University of South Carolina - Aiken
    University of South Carolina Scholar Commons USC Aiken Psychology Theses Psychology Department 5-2015 Reacting to Microaggressions: Do Individual Identity Processing Styles Play a Role? Suraj Patel University of South Carolina - Aiken Follow this and additional works at: https://scholarcommons.sc.edu/aiken_psychology_theses Part of the Community Psychology Commons, Personality and Social Contexts Commons, and the Social Psychology Commons Recommended Citation Patel, Suraj, "Reacting to Microaggressions: Do Individual Identity Processing Styles Play a Role?" (2015). USC Aiken Psychology Theses. 16. https://scholarcommons.sc.edu/aiken_psychology_theses/16 This Thesis is brought to you by the Psychology Department at Scholar Commons. It has been accepted for inclusion in USC Aiken Psychology Theses by an authorized administrator of Scholar Commons. For more information, please contact [email protected]. REACTING TO MICROAGGRESSIONS 1 Reacting to Microaggressions: Do Individual Identity Processing Styles Play a Role? A Thesis Presented to The Faculty of the Department of Psychology University of South Carolina Aiken In Partial Fulfillment of the Requirements for the Degree Master of Science By Suraj Patel May 2015 REACTING TO MICROAGGRESSIONS 2 Abstract The majority of literature on the impact of microaggressions focuses on ethnic minority stereotypes with little research on how microaggressions and negative stereotypes affect other types of minority groups, such as minorities based on social group. Additionally, within the literature on general group membership, it has been found that social disapproval results in the typical, global response of negative affect. However, the behaviors that are evoked by the negative affect differ considerably among individuals whether the response is to strengthen, maintain, or avoid interpersonal conflict (Richman & Leary, 2009).
    [Show full text]
  • Developing and Evaluating Queervibe: an Online Intervention to Empower Trans and Non-Binary Youth
    DEVELOPING AND EVALUATING QUEERVIBE: AN ONLINE INTERVENTION TO EMPOWER TRANS AND NON-BINARY YOUTH SAM MARTIN A thesis in partial fulfilment of the requirements of Anglia Ruskin University for the degree of Doctor of Philosophy (Psychology) School of Psychology and Sport Science Faculty of Science and Engineering Anglia Ruskin University Supervised by: Dr Daragh T. McDermott Faculty of Science and Engineering, Anglia Ruskin University, Cambridge, UK & Dr Russell Luyt Department of Psychology, Social Work and Counselling, University of Greenwich, London, UK Submitted May 2019 Table of Contents Table of contents i Funding vii Acknowledgements viii Publications xi Abstract xiii Tables xiv Figures xv Appendices xvi Abbreviations xvii Reflexive Statement I: Positionality and Power 1 Chapter 1: Background & Overview 4 1.1 Background 4 1.2 Minority Stress 8 1.3 General Overview 10 Chapter 2: Everyday Prejudice and masculinities 14 2.1 Prejudice or Phobia? 14 2.2 Prejudice 17 2.3 Modern Prejudice 20 2.4 Everyday Prejudice and Microaggressions 22 2.5 Microaggressions 23 2.5.1 Microaggression Taxonomy 25 2.5.2 Experience of Microaggressions 28 2.5.3 Reacting to Microaggressions 29 2.5.4 Responding to Microaggressions 29 2.5.5 Criticism of Microaggressions 30 2.5.6 Intersectionality 32 i 2.6 Everyday Prejudice and Masculinities 33 2.6.1 Hegemonic Masculinity 35 2.6.2 Inclusive Masculinity 38 2.6.3 Gay Masculinities 39 2.7 Queer Theory 40 2.8 Queer Masculinities 43 2.9 Trans Masculinities 45 2.10 Chapter Summary 46 Chapter 3: Power, Empowerment and
    [Show full text]
  • Using Critical Race Theory to Respond to Everyday Racism
    Racial Microaggressions: Using Critical Race Theory to Respond to Everyday Racism Daniel Solorzano University of California, Los Angeles Presented to: East Los Angeles College Townhall September 30, 2020 Racism Pandemic Economic Health Pandemic Pandemic Environmental Pandemic “Call to Action” 3. Campuses must audit classroom climate and create an action plan to create inclusive classrooms and anti-racism curriculum. Chancellor Eloy Ortiz Oakley & 10 Members of His Cabinet What are Racial Microaggressions and Microaffirmations Why They Matter Brief History of How I Got Here 1972 1990 My Introduction to Asset-Based Community Research Manuel R. Solorzano, Sr. Las Dos Banderas Bakery 1968 to 1972 1964 1972 1970 Use the Q&A What Were the 1st Tools You Found to Help You Recognize and Understand Racism? Race, Ethnic, & Gender Studies Critical Race & Freirean Gender Pedagogy Theory 1993 A Working Definition of Critical Race Theory in Education Critical race theory is the work of scholars who are developing an explanatory framework that accounts for the role of race and racism in education. CRTE works toward identifying and challenging racism in its historical and contemporary forms as part of a larger goal of identifying and challenging all forms of subordination. Centers Race and Racism Challenges Challenges Dominant Ahistoricism CRT in Frameworks ED Commitment Centers to Social Experiential Justice Knowledge Using Critical Race Theory, I Examine Everyday Racism Racial Microaggressions are one Form of Everyday Racism 1994 Chester M. Pierce Microaggressions Professor of Psychiatry and Education at the Medical School and Graduate School of Education at Harvard University Microaggressions In F. Barbour (Ed.), The Black Seventies (pp.
    [Show full text]