Finding Clarity in the Chaos of 2020
2020 has left us all in shock. A global pandemic, authoritarian leadership, climate change and the rise of the #BlackLivesMatter movement has set in motion a global state of chaos. Trying to find clarity in chaos, I settled into a state of self-reflection. I found myself looking to social media for guidance about resources and media content I should be following to educate myself on any unconscious bias I may unknowingly harbor. Listening to podcasts such as “The Diversity Gap” and “Pod Save the People” and reading “The New Jim Crow: Mass Incarceration in the Age of Colorblindness” only deepened my curiosity, catapulting me down the internet rabbit hole of racial injustice. In my incessant ‘googling’, I stumbled upon the theory of Microaggressions. Being a minority woman of color myself, I was naturally drawn to the topic. As I kept peeling back the layers, I learned how Microaggressions can not only have an impact on our mental state but also impact our wellbeing in the workplace.
Microaggressions are defined as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, sexual orientation, and religious slights and insults to the target person or group.”[1]
The annual Women in the Workplace[2] study conducted by McKinsey & Co. and LeanIn.org showed that 73% of women and 59% of men have experienced at least one type of microaggression. But more significantly, women are twice as likely as men to experience four or more types of microaggressions. Compared to other races and ethnicities, Black women are 40% more likely to have their judgment questioned in their area of expertise and be asked to prove their competence. Whereas only 14% of all men indicate that they have to prove their competence.
Not only did these numbers make me scream, it got me to dig a little deeper. I pivoted to learn what Microaggressions look like in practice, how to recognize them, and how they have become socially normalized. From my reading, I found that Microaggressions could be split into two buckets. Either they are biased actions or they are derogatory comments made based on implicit bias that signals insensitive or derogatory views.
Bucket One:
Biased actions can range anywhere from crossing to the other side of the road when you see a Black man walking towards you or a store owner following a person of color through the store assuming they are going to steal. Although unnoticeable to a bystander, it is significant when talking about the implications of biased actions. When the police stop a Black driver for no reason, it is a biased action, because to the police, the assumption is the driver is a criminal. Biased actions can be life-threatening, as represented by the many deaths of Black men and women at the hands of the police.
Bucket Two:
Off the cuff comments that imply stereotypes or derogatory views. Comments such as “Are you the new diversity hire?”, “Why is your accent so good”, “Where did you learn to speak English?, it’s so good”, “You’re a bit emotional today, is it your time of the month?” or “Where are you really from?” are all forms of Microaggressions. Most of the time, this type of Microaggression is disguised as humor, and therefore these comments go unnoticed or undisputed. This is because these comments are directed towards minorities and are often fearful of ‘fighting back’ because of the implications to their jobs and professional development. When one’s livelihood or promotion is at stake, it is a lot easier to ignore these comments than to raise them to HR, that would more often than not, dismiss it in the name of humor.
Studies have shown that these negative experiences add up. The “stereotype threat”[3] widens the achievement gap. It can lead to anxiety and negatively impact a person’s mental health and wellbeing. Moreover, the Women in the Workplace report found women who experience microaggressions are three times more likely to regularly think about leaving their job than women who have not experienced this form of discrimination. This is why — now more than
ever — it is important to educate ourselves and call out these subtle brushes or sexism and racism.
I can speak from personal experience that it is tiring to continually deal with and address Microaggressions. The ignorance takes a toll on you, a few years ago I had to take a sabbatical from my corporate job because I could no longer handle the constant Microaggressions from my boss and some of my peers. The interrupting, the ‘mansplaining’, the narrowed assignments (i.e., making the PowerPoint look pretty) got to me, it was exhausting, and I knew I had to take a break. I was lucky enough to have the option to pause and take a step back, however, the majority of women don’t have this luxury and that is why it is so important to put a stop to it.
How to strive for a solution?
At the macro level, the solution lies in education. In the workplace, at home and in our social circles. Although it is important to have unconscious bias and gender sensitivity training in the workplace, it is not enough. A one-day training is not going to solve the issue, workplaces have to play an active role in re-educating their workforce. Working at ila, I am aware of the benefits of unconscious bias and gender sensitivity training. Constant training sessions and events that highlight diversity need to be a priority to reduce stereotyping. Another possible solution is for companies to implement HR platforms that account for unconscious bias when assessing a candidate’s qualifications and eligibility for promotion. I am not saying this will solve the issue of Microaggressions, but it is a start. In fact, according to the 2018 McKinsey & Co. Delivering Through Diversity report[4], for companies in the top quartile for ethnic and cultural diversity on their executive teams the likelihood of outperformance rose to 33%.
Awareness is at an all-time high, and it should no longer be ‘scary’ or ‘risky’ to call out Microaggressions when we see or experience them. I believe that by addressing the issue ‘head-on’ as opposed to ‘tip-toeing’ around it, we are having the uncomfortable conversation which then kicks-off the process of re-education and ultimately leads to growth as a society.
By: Nilomi Mehta, Business Development at ila
As a multi-awarded social enterprise, our aim, at ila, is to champion a purpose-driven and socially aware workforce. Our innovative tailored programs and world-class advisory team have extensive experience working with HR professionals, leadership teams and employees to champion a diverse and gender-equal culture in the workplace.
Visit ila at https://www.ilageneration.com/home to find out more about us, the work we do and how we can help you in taking the first step towards a new way of working.
[1] Racial Microaggressions in Everyday Life
[2] Women in the Workplace 2019
