Theory of microaggressions: Origins of microaggressions

Chester M. Pierce, a psychiatrist at Harvard University, coined the phrase "microaggression." When the word was first used in 1970, it was in reference to Pierce's observations of slights and insults made by non-people of color to persons of color. According to the theory of microaggression, individuals who are marginalized or have disadvantages are more vulnerable to such remarks.Microaggressions can be verbal or nonverbal, covert or overt, deliberate or inadvertent. However they may appear, they are nonetheless harmful.Microassaults, microinvalidations, and microinsults are the various forms of microaggressions. Below is a more thorough examination of each:Small-scale mishaps: Microassaults are defined as deliberate snubs, slights, or insults intended to cause harm to another person. They may disparage their target, deliberately omit them, or harass them in an unfair way. Racial profiling, using derogatory language or epithets, or denying someone access to a company or event because of their identity or group are examples of microassaults.

Microinvalidations: 

When a member of an underrepresented minority group is minimized, dismissed, or excluded entirely, this is known as microinvalidation. Someone may assert, for instance, that racism has disappeared or that they are colorblind.

Microinsults:

When someone makes offensive, insulting, or inconsiderate remarks about another person's identity, it is considered a microinsult. Moreover, nonverbal communication may be included. Due to their slight nature, these microaggressions are the most difficult to recognize. The main foundation for microinsults is presumptions about members of particular marginalized groups. It might be challenging for those who are not impacted by microaggressions to understand the harm that their inadvertent remarks or behaviors can cause other suffer from mental disorder But in order to approach some individuals and circumstances with greater perspective, knowledge, and compassion, it's important to keep learning about these topics.

Microaggression examples

The following are some instances of microaggressions that you might encounter at work, in the classroom, or in public:

Inquiring about a person of color's admission to a certain program or institution suggests that they lack the skills or intelligence necessary to succeed there on their own.Just by noticing someone's accent, you can infer they are a foreigner living in your own nation and should be asked where they are from.A person of color's experience is minimized when you tell them you don't see color.The act of locking your automobile as soon as you come across a person of color suggests that you consider them to be hazardous due to their race alone.It's crucial to believe someone when they describe a microaggression they have personally encountered and to show empathy. It may be much more harmful to try to reduce, belittle, or dismiss their experiences. It can convey that you don't see, hear, or care about the other person if you don't make an effort to comprehend them or see things from their point of view. You may comfort that person and reassure them that their experience is valid by demonstrating your attention and caring.

Effects of microaggressions on mental health

The impact of microaggressions on a person's mental health can be severe. The fact that some people encounter them more frequently than others amplifies their impact. The following are a few possible detrimental impacts that microaggressions may have on an individual's mental health:

Diminished self-assurance

Perplexity

Depression

Problems with sleep

Reduced output

Uncertainty

Fatigue or exhaustion

Decreased self-worth

Fury

increased levels of tension

Absence of desire to attend job or school

Despondency

thoughts of suicide

Microaggressions can exacerbate the difficulties that members of marginalized communities already face in navigating daily life. Microaggressions are so prevalent that they never really go away. The impacts of past experiences persist even when a person isn't directly exposed to one.

Recognizing and responding to microaggressions

It can be challenging to recognize microaggressions, particularly if you are unfamiliar with them. Having said that, because they frequently encounter them on a daily basis, members of minority groups are better accustomed to seeing them. Therefore, generally speaking, it's easiest to identify microaggressions when they're aimed at you. On the other hand, your ability to recognize microaggressions will increase with your familiarity with their many themes. A microaggression may occur when you see or hear something that seems to be directed toward a member of a minority group. Ignore it. It might not be feasible to confront microaggressions one after the other if you encounter them frequently. It can also be extremely draining. Occasionally, it could be better for your mental health illness to let go of an issue rather than confront the offending person. React right away. You have the option to respond to a microaggression immediately if the timing is appropriate. Just make sure it's a safe place for you to be, since some individuals can become defensive or reactive when challenged. Correcting someone's words or deeds can occasionally teach them a lesson so they don't repeat the same error in the future. Sometimes it worsens things, so you'll have to make an informed decision. People who unintentionally say harmful things usually don't mind being chastised and welcome the chance to improve. Return to it at a later time. Even though it might not be the right time to reply, you don't have to let it pass forever. To obtain clarity, you might occasionally need to collect your thoughts or give a situation more thinking. Not only is time for oneself necessary for self-care, but it also enables you to react with more composure. When a microaggressor brings up something later, there's a chance they won't remember it or think the person they insulted wasn't trying to hurt them. To ensure that it doesn't happen again, the issue must still be addressed. Your feelings are still real and important, so don't let them be dismissed or talked down to you.