How many of us have heard comments like “you cannot be a woman if you cannot reproduce” or “the sole purpose of humans is to reproduce, if you cannot do that you lack the most fundamental functionality as a human species”. The second comment was said by a figure of authority after an employee disclosed her struggle with fertility issues. She had disclosed this to ask him for time off work so that she was able to consult at the fertility clinic. Note the boss is male and told his female employee that she is not performing as a woman and human being if she cannot bear children.
Can you imagine the implications this may have on the employee? Would she be in her right mind to transfer what her boss’ comment concerning her work to her everyday life and adopt a self-limiting belief that she is not good enough and that she is not performing? Could what her boss said create barrier between them that may affect their working relationship? Are there any platforms at the workplace for the employee to address the ‘no harm intended’ transgression by her boss? Do employers even recognize this type of marginalization by a person of authority to a subordinate? This may raise a lot of concerns and questions for you like it did for me.
There is a name for what is happening in such situations, where people’s biases against a marginalized group expose themselves in a manner that leaves their victims uncomfortable and insulted. These are the traits of microaggressions. Microaggressions are remarks, actions or questions that are distressing because they have to do with another person belonging to a group that is discriminated against or subject to stereotypes. Some of the most disconcerting qualities of microaggressions is that they happen in everyday life, inadvertently, casually and frequently without harm intended. In addition, they are prone to happen in what should be ‘safe’ environments and may be committed by educators, employers and health care providers who are oblivious to their biases. Even to the most confident, esteemed and underrepresented individuals, microaggressions add up and make individuals feel like perpetual outsiders.
Microaggressions, for the most part, are committed from a place of privilege against a marginalized group like people of colour, women and the LGBTQIA community. However, they are different from racism, sexism and homophobia because they are less overt and typically do not have malicious intent or hostility behind them. It has been shown that microaggressions are psychologically taxing on their recipients. This may lead to depression, anger, lower work productivity and impact on confidence and achievement.
If you would like to work on your biases, check out the tips below:
1.Learn by constantly being vigilant to your own biases and fears,
2.Expose yourself to the reality of the people who differ from you by race, colour, gender, sexual identity and ethnicity
3.Don’t be defensive, be open to learning and being corrected
4.Allow yourself to explore and discuss your own attitude and biases with others - how you may have hurt other or in some sense revealed a bias on your part
5.Be an ally to the marginalized groups, stand personally against all forms of bias and discrimination.
You are most welcome to contact us at Maropeng Counselling for support on working through microaggressions.
Maropengcounselling.co.za
0787134937
insta@maropeng_counselling
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