The term “microaggression” originated from Harvard University professor Chester Middlebook Pierce in his work with Black Americans. He defined microaggressions as subtle, stunning, often automatic, and nonverbal exchanges that are “put-downs.” Microaggressions have the potential to impact any oppressed group psychologically and can be linked to racism, genderism, and other forms of oppression.
Racial microaggressions, such as assumptions about a person’s intelligence or work ethic based on their race or ethnicity, are commonplace verbal, nonverbal, or environmental indignities, whether intentional or unintentional, that communicate hostile or negative racial insults. Similarly, unfair and unequal treatment of women can manifest in discriminatory hiring or hostile work environments. Moreover, experiential microaggressions are also common and can be seen in statements that dismiss an individual’s cultural background or experiences. These microaggressions make target groups feel unwelcome, isolated, and unsafe.
A specific instance involving a man with visual impairment highlights how microaggressions affect individuals with disabilities. When people speak to him, they often raise their voices. A well-meaning nurse was actually “yelling at him” when giving him directions on taking his medication. He replied to her: “Please don’t raise your voice, I can hear you perfectly well.” People raising their voices while speaking to him implied a hidden message that a person with a disability is defined as lesser in all aspects of functioning.
Countless examples of microaggression are delivered daily without perpetrators’ awareness. Although these actions may appear harmless or innocent in nature, they are nevertheless damaging to targets because they result in harmful psychological consequences and create inequalities. It cannot be overstated how crucial it is to recognize the impact of microaggressions and work towards their elimination in order to create a more equitable future where everyone is treated with respect and dignity.