Addressing Racial Microaggressions at Work - WIN London Mind Salons
WIN: Women in Innovation believes that positive, constructive, and critical conversations about female leadership are vital to build community, drive innovation and support gender equality in business. And to continue to facilitate rich conversation and knowledge sharing from our remote settings, WIN London launched Mind Salons; online breakfast discussions centered on specific challenges faced by women in innovation.
As part of a 3-part series on race, this month, the Mind Salons posed the question ‘What are microaggressions and how can we stop them?’
When looking at the innovation industry, we must acknowledge that our industry is homogeneous and predominantly white. In the midst of a historical and empowering social, political time and with keeping WIN’s mission to close the gender gap in innovation in mind, we believe there is one topic that can’t be overlooked: race.
In the articles Let’s talk about racial microaggressions in the workplace, How I deal with microaggressions at work and How to respond to Microaggressions, the authors share the complex nature of microaggressions and tips to deal with and respond to them. Using the articles as a prompt to inspire open and intimate conversation, the WIN London community got together to reflect on and share the real experience of racial discrimination and the impact it has on our industry.
So, what can we learn about microaggressions and how can we ‘learn to unlearn’ racist behaviors to truly support all women in innovation? In our Salon discussion we unearthed the 3 steps to take on the road to battling microaggressions:
De rek Abella via NYT
1. Removing the blindspots
In order to stop microaggressions from taking place, it is vital to understand what they are:
‘Microaggressions are defined as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups.” The “micro” in microaggression refers to person-to-person interactions, while “macro” refers to systemic racism. Systemic racism includes social structure and institutions.’
Sue & Capodilupo et al. (2007). Racial Microaggressions in Everyday Life. Implications for Clinical Practice.
Microaggressions are often grounded conscious or subconscious negative stereotypes or assumptions about a specific group. A key point to understand is that microaggressions that affect you personally are often easier to identify. This means that gendered microaggressions, such as defining women as extra emotional, receive more recognition and pushback while racial microaggressions often remain a blind spot in mostly white (working) environments. Racial microaggressions such as people of color being seen to be a spokesperson for any ‘ethnic’ cultural experience or group thus remain unseen and commonplace.
Also, microaggressions are grounded negative expressions but this doesn’t mean that expressions can’t be wrapped up as well-intended comments or even compliments. One of the examples that was discussed during the Mind Salon of someone saying ‘you are so articulate for a black person’ may seem positive but showcase negative judgments about the wider race.
Ask yourself:
'How might your comments, comparisons, and complements be grounded in racial stereotypes'
'How might your behaviors and expressions towards ethnic minorities differ from each other, and is that positive?'
2. Acknowledging the devastating impact
In the NYT article, How to respond to micro-aggressions, author Hahna Yoon states that microaggressions are often referred to as ‘death by a thousand cuts’. While seemingly small, negative incidents may seem harmless, together they add up to an overwhelming emotionally draining, and toxic experience for people of color. Mind Salon attendees described that these interactions and their impact often go unnoticed and remain undiscussed in the innovation workplace. Othering and discrimination incidents can be the invisible status quo of the workplace and can ultimately take their toll on people of color, resulting in them leaving organizations. The wider workforce often only learns about these experiences as they surface retrospectively and the undermining effect on diversity and inclusion has been done.
Reflect on the workplace:
When thinking of people of color, who have joined and then left the company? What were their reasons for departing? What can we learn from their exit interviews?
And are the consistencies for their reasons for leaving amongst them?
Do people of color at your business have a safe place to be to uncover these issues? How can this be improved?
Racial microaggressions are constant stings and barbs. They negatively impact job satisfaction, self-esteem, and mental health issues of your black employees. They can also impact physical health.
Stephanie Sarkis in Forbes
3. Continuously educating yourself and others
The “micro” in microaggressions speaks to individual, person-to-person incidents, rather than institutional or systemic aggressions. This individual nature of interaction provides an opportunity to learn about microaggressions and reflect on our behaviors and comments. This provides the basis to change our actions, become an ally to people of color, and initiate learning and conversation with other. It’s key to understand that unlearning is a process, not a quick fix or set destination. Microaggressions are deeply embedded in our cultural expression but we put in a continuous effort to grow, accept we get it wrong sometimes, and contribute to the subject matter in our organizations we can collectively stop microaggressions from happening.
Ask yourself: Why do you feel defensiveness when people raise occasions of microaggression to you?
The micro in microaggressions means that you can do something. You can be part of the solution. You can take the burden off other people, by educating yourself.
Mind Salon attendee
Thank you to WIN’s Georgie and Meredith for hosting such thought-provoking Mind Salons. And thank you to the WIN London community for attending the session and sharing your insights and experiences. Keep an eye out for upcoming Mind Salon invites as part of this series on race.
The Mind Salons are designed to be replicated so that you can engage and develop your own community. At the end of the race series we will be sharing a Mind Salons Toolkit covering all three topics so you can host your own sessions.
If you have any suggestions for topics or themes for future Mind Salons or would like to (co-)lead a session, don’t hesitate to reach out, we’d love to hear from you!
Editorial: Joëlla Bril
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