Microaggressions describe interactions (whether intentional or not) that convey negative messages in subtle but powerful ways about specific groups of people.
Microaggressions may be brief or commonplace verbal, behavioral, and environmental indignities (whether intentional or unintentional) that communicate hostile, derogatory, or negative slights and insults. They are often unintentional or automatic and are the result of an individual’s implicit bias.
Types of Microaggressions
Microaggressions may be described in different ways. We will explore microaggression categorization by:
- Micro-assaults, micro-insults, and micro-invalidations.
- Theme.
Micro-assaults, micro-insults, and micro-invalidations
Sue and colleagues described a continuum of microaggressions. These include micro-assaults, micro-insults, and micro-invalidations.
- Remarks that diminish, dismiss, or negate the realities of people’s social groups.
- Tend to be unconscious and unintentional.
- Rude and insensitive subtle put-downs of someone’s identity.
- Tend to be unconscious and unintentional.
- Intentionally and explicitly derogatory verbal or non-verbal attacks. Often consciously done.
To help deepen your understanding, here are examples of different types of microaggressions:
Theme
Microaggressions may also be categorized by theme. Here are some examples:
Themes
- Assumptions of inferiority.
- Sexual objectification.
- Assumptions of traditional gender roles.
- Sexist language.
- Traditional gender role.
Examples
- Female doctor mistaken for a nurse.
- “You look too young to work here.”
- Commenting on the appearance/attractiveness of a female colleague.
- An advisor asks a female student if she is planning on having children while in training.
- Assuming men are not nurses.
- Use of the pronoun “he” or the term “guys” to refer to all people.
- Labeling an assertive female as a “b—,” and a male counterpart as a “forceful leader.”
Messages
- Women occupy nurturing positions, not high-status positions.
- You are too young to be qualified.
- The most important thing about a woman is the way that she looks.
- Women stay home with children.
- Men are not nurturing.
- Females are not welcome.
- Women are out of line when they are confident or assertive.
Themes
- Assumption of sexual pathology and abnormality.
- Endorsement of heteronormative culture and behaviors.
- Assumption of Universal LGBTQ experience.
Examples
- Assumption that a LGBTQ+ person will automatically be attracted to them.
- “You should act more masculine/feminine.”
- “Do you have wife/husband?”
- “You’re not a typical gay guy.”
- “My friend is lesbian, do you know her?”
Messages
- LGBTQ+ people are oversexualized.
- I am expecting you to be heterosexual or straight because that is normal.
- All gay/transgender/queer people are the same and have the same experiences.
Themes
- Endorsing religious stereotypes.
- Denigration of different religious groups.
Examples
- Someone makes a joke about Muslim people being terrorists or Jewish people being cheap.
- Placing less/no value on non-Christian holidays or traditions.
- “It’s ridiculous that they are fasting during exam time.”
- “Why does my diabetes patient insist on fasting during the day for a whole month?”
Messages
- Stereotypes are true of all people of a religion/religious group.
- Assimilate to dominant culture.
- Leave your cultural baggage outside.
- There is no room for difference.
Theme
Assumptions of inferiority (e.g., when a disabled person is assumed to be physically or intellectually incompetent, particularly in comparison to those without a disability).
Examples
- Raising your voice or speaking slowly when addressing a blind student.
- “The way you have overcome your disability is so inspiring.”
Message
A person with a disability is defined as lesser in all aspects of physical and mental functioning.
Theme
- Denial (e.g., a statement made when bias is denied).
- Myth of meritocracy.
- Second-class citizen (e.g., when a target group member receives differential treatment from the dominant group).
Examples
- “I’m not racist. I have several Black friends.”
- “As a woman, I know what you go through as a racial minority.”
- To a Black person: “Are you sure you were being followed in the store? I can’t believe it.”
- “I believe the most qualified person should get the job. We need excellence!”
- “Men and women have equal opportunities for achievement.”
- “Everyone can succeed in this society, if they work hard enough.”
- Black or Asian healthcare professional mistaken for a service worker.
- “You people . . . “
- A professor assigns a Black student to escort a visiting scientist of the same race even though there are other non-Black scientists in this person’s specific area of research.
- A clinician describes another individual as a “good female clinician.”
- In class, a teacher tends to call on male students more frequently than female ones.
Message
- I could never be racist because I have Black friends.
- Your racial oppression is no different than my gender oppression.
- Denying the personal experience of individuals who experience bias.
- The playing field is even, so if Women/BIPOC/Disabled/LGBTQ+ people cannot make it, the problem is with them.
- Black people are given extra unfair benefits because of their race.
- BIPOC people are servants to White people. They couldn’t possibly occupy high status positions.
- You don’t belong. You are a lesser being.
- People should associate with others of their own race.
- A female academic is good at her job, despite her gender.
- The contributions of female students are less worthy than the contributions of male students.
Who Microaggressions Impact
Health science students can be impacted by microaggressions. They may be a recipient (for example from other classmates, faculty, or patients), a bystander or witness, or the source.
Patients can be impacted by microaggressions. They may be a recipient (for example, from a healthcare professional), a bystander or witness, or the source (for example toward health science students, healthcare professionals, healthcare workers).
Healthcare professionals can be impacted by microaggressions. They may be a recipient (for example, from a patient, health science learner, or other healthcare professional), a bystander or witness, or the source (for example toward patients, health science students, other healthcare professionals, or healthcare workers).