Sue, D.W. (2010). Microaggressions: More Than Just Race. Psychology Today.
In this article, Dr. Sue addresses microaggressions targeted at women, disabled individuals, and members of the LGBTQ along with members of other non-dominant groups. Our lexicon is filled with phrases that perpetuate racial stereotypes disguised as colloquialism. When someone uses the word “gay” to describe displeasure, that connects negativity with homosexuality. Using the phrase “to jew someone down” reinforces a negative stereotype about Jewish people and money. Pushing someone’s wheelchair without being asked perpetuates the idea of disability as a form of weakness. These seemingly innocuous forms of communication marginalize members of non-dominant groups and can diminish their voice in an organization. These phrases create a sense of “otherness” instead of inclusion among members of non-dominant groups.
Leaders must root out all forms of microaggression to create a healthy atmosphere in the workplace. Anti-racism efforts dictate the need to re-evaluate questionable phrases that many of us use daily. For example, I have retired the phrase “chink in the armor” in my acting classes when describing vulnerability or a weak spot in a character. Although the phrase is not tied to anti-Asian sentiment, what memories does the word “chink” conjure? Is it fair for me to use a common phrase simply because I’ve always done it?
My job is to create a psychologically safe space for all students to learn and grow in my classroom. When a leader refuses to change, she puts the success of an organization at risk.
L2: Demonstrate the ability to assess complex organizational environments and achieve communicative goals.
L4: Apply communication-centered scholarship to strengthen communication effectiveness.
D1: Iteratively develop inter-professional leadership competencies.
D2: Utilize communication to embrace complexity and difference.
Keywords: microaggressions, stereotypes, non-dominant groups, communication, anti-racism, and psychological safety
