How do you handle a microaggression? Voice your disagreement and keep a record of it, experts suggest, so the details don't slip away.
“Glee” star Lea Michele apologized Wednesday after her former cast mate Samantha Ware accused her of committing “traumatic microaggressions” and making the gig “a living hell.”
— Singer and actress Lea Michele “While I don’t remember ever making this specific statement and I have never judged others by their background or color of their skin, that’s not really the point. What matters is that I clearly acted in ways which hurt other people,” Michele wrote.
Microaggressions, according to Sue’s definition, are “the everyday slights and indignities, insults and putdowns” that often well-intentioned people deliver toward certain marginalized group members, including people of color, women, LGBTQ people and people with disabilities. They can take the form of an ill-judged comment or a nonverbal cue, a stereotypical Native American college mascot, or even a lack of minority representation in a TV show or movie, according to his research.
“ ‘It doesn’t matter what I do — they’re not going to see past my race and sex. It doesn’t matter how qualified I am; it doesn’t matter how many degrees I have. All they see is a black woman, and whatever a black woman represents to them.’ ” Bryan Thao Worra, an award-winning Laotian-American poet and author who lives in Minneapolis, has been mistaken for service staff or “the help” — even once by the groom’s family at his niece’s wedding. “Among my friends, it’s gotten to be a bit of a running joke that I’ve been mistaken for the employees predominantly by white people, especially white women for some reason, in almost every major store at least once,” Worra, 46, told MarketWatch.
But research suggests slights like these can have a far-reaching impact: Racial microaggressions are “significantly correlated with depressive symptoms and negative affect,” one 2014 study in the peer-reviewed Journal of Counseling and Development found.
Keep a record. Immediately document what was said, the date and time, and any witnesses before the details slip away, Hutcherson suggested — then email it to yourself or a friend. “Even if you don’t want to act on it in the moment, have a record of it,” she said. “So if it does get to the point where you need to go to HR, you have it there.”
Organize. New York City-based BRAVA Investments chief executive, Nathalie Molina Niño, 43, used to take a “suck it up or move on” approach to microaggressions while working in the 1990s tech industry. But she says she’d do things differently now. “Organize yourself with other people who have shared experiences,” she said. “Don’t rely on HR to move the dial.”
As a young black woman, Thompson says she has experienced microaggressions and racism at a previous job. “Once I found employment elsewhere, which luckily did not take long, the burden and harm I endured were gone and I could breathe again,” she said.
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