Is it possible you have reactions to a person or a setting that are telegraphed through your facial expression, body language, etc.? We are all being asked these days to check ourselves for feelings about diversity, equity and inclusion (DEI), but it is still common to be told you did one thing while saying something else. We’ve all been in situations at work when someone says or does something that feels hostile or offensive to some aspect of our identity — and the person doesn’t even realize it. Maybe you said something that was intended to be positive but your body language suggested you did not truly believe what you were saying. For example, the following terms may be used casually but can have hurtful connotations:
- “Blacklist” refers to a list of things that are seen negatively, juxtaposed against “whitelist,” a list of things that are seen positively.
- “Man up” equates gender with strength or competence.
- “Peanut gallery” originated in the 1800s and referred to the sections of segregated theaters usually occupied by Black people.
Welcome to microaggressions.
Training in understanding your beliefs and feelings is an important step to treating others the way you would like to be treated. Groups such as the La Crosse Police Department, who will encounter others who are not like them – may not look like them, didn’t grow up where they did, have different life experiences in general – realize the impact and importance of telegraphing microaggressions. They spend their valuable time coming to grips with this level of self-understanding.
Another important part of demonstrating greater awareness of microaggressions is – as the old saying goes – when you see something say something. The more you increase your awareness of microaggressions, the more you will inevitably notice they are happening. As with any type of feedback, you have the option to respond in the moment or later on, or let it go. Once you decide to act, it’s important to remind your friends or colleagues of the difference between intent and impact. While the speaker may not have intended the comment to be offensive, we must acknowledge and own the impact of our statements. There is some art involved in inserting yourself, but our ultimate goal is to promote workplace cultures with fewer microaggressions.
One concern about microaggressions is that our society has become “hypersensitive” and that casual remarks are sometimes blown out of proportion. Research, however, tells us about the impact seemingly innocuous statements can have on one’s physical and mental health, especially over the course of an entire career: increased rates of depression, prolonged stress and trauma, physical concerns like headaches, high blood pressure, and difficulties with sleep. So the reality is that microaggressions are not so micro in terms of their impact. They should always be taken seriously, because at their core they signal disrespect and reflect inequality.
We live in an area with population statistics that tell us the percentage of minority representation is very small. On the other hand, statistics also tell us that applicants are looking for organizations which make efforts to be diverse and welcoming so we want to project that feeling. We want to be seen as an employer and workplace of choice, so consider how microaggressions may affect your behavior, your speech and facial expressions. Look for opportunities to make sure you are setting a good example for others, including visitors, clients and, of course, applicants.
To create inclusive, welcoming, and healthy workplaces, we must actively combat microaggressions. Inclusive work environments are not just nice to have — they positively contribute to employee well-being and mental and physical health. We’re counting on you to help!