Microaggressions and How to Navigate Them?

1. Microaggressions Microaggressions A Deep Dive into Psycho/Psychosocial Problem PSY 319S: Dr. Nancy Zucker Priya Parkash Priya Parkash

2. THE PROBLEM THE PROBLEM

3. Dr. Derald Wing Sue Explains Microaggressions Dr. Derald Wing Sue Explains Microaggressions

4. What is a Microaggression? What is a Microaggression? Brief and commonplace/daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults towards people related to their identity. These aggressions create weathering and trauma.

5. How are Microaggressions Different from How are Microaggressions Different from other Rude or Insensitive Comments? other Rude or Insensitive Comments? - Microaggressions are painful because they have to do with a person's membership in a group that's discriminated against or subject to stereotypes. - A key part of what makes them so disconcerting is that they happen casually, frequently, and often without any harm intended, in everyday life.

6. Three Types of Microaggressions Three Types of Microaggressions Microassaults Microassaults Microinsults Microinsults Microinvalidations Microinvalidations Conscious and intentional actions or slurs, such as using racial epithets, displaying swastikas or deliberately serving a white person before a person of color at a restaurant. Verbal and nonverbal communications that subtly convey rudeness and insensitivity and demean a person's racial heritage or identity. An example is an employee who asks a colleague of color how she got her job, implying she may have landed it through an affirmative action or quota system Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a person of color. For instance, white people often ask Asian-Americans where they were born, conveying the message that they are perpetual foreigners in their own land.

7. Examples of Microaggressions Examples of Microaggressions 2 2 1 1 “You are so articulate.” (signaling that women are not usually capable of competent intellectual conversation) “We are all one race: the human race.” (signaling that your experience as a POC is no different from the experience of people of other races) 3 3 4 4 “I see your hair is big today! Are you planning to wear it like that to the client meeting?” (signaling that natural black/ethnic hairstyles are not professional) “Everyone can succeed in society if they work hard enough.” (signaling that disparate outcomes for POC people result from their laziness)

8. How do Microaggressions Harm People? How do Microaggressions Harm People? Toll on mental health of the recipients Cause anger and depression Lower work productivity Worsen problem-solving abilities Make work or school environment more hostile and less validating Perpetuate stereotype threat, which negatively impacts confidence and achievement Cause physical health problems - - - - - - -

9. Effective Effective Management Management

10. Three Main Ways to React Three Main Ways to React 02 02 Respond Immediately Respond Immediately Call out the transgression and explain its impact while details are fresh in everyone’s mind 01 01 Let it Go Let it Go Choose not to address offensive comments because they can be emotionally draining to confront 03 03 Respond Later Respond Later Address the perpetrator privately at a later point to explain why the microaggression was offensive

11. The Four Ds: The Four Ds: DISCERN-DISARM-DEFY-DECIDE DISCERN DISCERNDetermine how much of an investment you want to make in addressing the microaggression. Do not feel pressured to respond to every incident; rather, feel empowered to do so when you decide you should. Consider The importance of the issue and the relationship How you want to be perceived now and in the future - - - - DISARM DISARM If you choose to confront a microaggression, be prepared to disarm the person who committed it - - - - - - Recognize that the conversation might get uncomfortable Express your feelings Challenge the stereotype

12. The Four Ds: The Four Ds: DISCERN-DISARM-DEFY-DECIDE DEFY DEFYChallenge the perpetrator to clarify their statement or action. - - - - - - - - - - Ask for more information Separate intent from impact Share your own process Appeal to values and principles Remind them of the rules or policies, where appropriate DECIDE DECIDEYou control what this incident will mean for your life and your work—what you will take from the interaction and what you will allow it to take from you.

13. How to Avoid Subjecting People to Microaggressions? How to Avoid Subjecting People to Microaggressions? - - - - Be constantly vigilant of your own biases and fears Seek out interaction with people who differ from you (in terms of race, culture, ethnicity, and other qualities) Don't be defensive Be open to discussing your own attitudes and biases and how they might have hurt others or in some sense revealed bias on your part Be an ally, by standing personally against all forms of bias and discrimination - - - - - -

14. DUKE RESOURCES DUKE RESOURCES

15. Office for Institutional Equity Office for Institutional Equity Online Online Incident Reporting Tool Incident Reporting Tool OIE Liaisons OIE Liaisons Provide OIE with preliminary information concerning incidents of protected status harassment, discrimination and related misconduct involving students, faculty, or staff Appointed member of a Duke unit or department who has a baseline understanding of human resource policies and could get an audience with leadership if problems related to harassment and discrimination arise OIE will respond to all submissions and forward to offices responsible for addressing it

16. Ombudsperson Ombudsperson Offer neutral and confidential guidance on a variety of issues for all students and faculty at Duke Dr. John Blackshear Dr. John Blackshear - Listens to concerns and complaints and discusses appropriate options Mediates conflicts, convenes meetings, engages in "shuttle diplomacy" Provides information about and refers students to appropriate campus resources Phone 919-668-3853 919-668-3853 - Email: john.blackshear@duke.edu john.blackshear@duke.edu -

17. iHouse iHouse Intercultural Skills Development Program (ISDP) Intercultural Skills Development Program (ISDP) Educate students and administrators about intercultural competence and cross cultural communication, while helping them develop skills to deal with uncertainty and differences during crisis

18. Center for Multicultural Affairs (CMA) Center for Multicultural Affairs (CMA) Race 101 Race 101 Inclusive Leadership Inclusive Leadership Implicit Bias Implicit Bias Participants will learn to define and deconstruct race and racism and learn critical theory which will aid in their understanding of the permanence of racism from an individual, systemic, and institutional lens. Participants will be introduced to the concept of implicit bias while learning strategies to address and minimize bias in order to create a more inclusive environment Participants will examine their own social identities and to what extent these identities determine their access to various forms of power. They will also discuss how power, privilege and marginalization inform how we engage with others.

19. Speak Up Reporting Speak Up Reporting Toll-free, confidential, anonymous (if you choose) 24 hours per day, 365 days per year service to discuss your question or report your concern SPEAK UP ONLINE FORM SPEAK UP ONLINE FORM or or Third-party administers this service and refers the information to the appropriate Duke audit or compliance office for follow-up action Call 800-826-8109 800-826-8109

20. Other Resources Other Resources - - - - The Dean’s Office Academic Advisor Women’s Center Duke Reach

21. THANK YOU! THANK YOU! QUESTIONS? QUESTIONS?