Talking Stick - September/October 2013 - 17

passive-aggressive dig doesn’t matter.
The fact remains that words, no matter
how small, can make a big impression.
Microaggression can be a problem
in any situation, but in campus
housing – where professionals are
expected to interact with a varied
population and to uphold professional
standards by encouraging and
practicing inclusion and equity – the
topic deserves even more careful
scrutiny. At best, microaggressions
reveal poor judgement and insensitivity
toward others; at worst, they create a
hostile work environment for staff and
an uncomfortable living environment
for residents. Recognizing the presence
of microaggressions is the first step in
addressing them. Former residence
life professional and diversity educator
Maura Cullen, author of 35 Dumb
Things Well-Intended People Say,
encourages people to consider the
intent and impact of their comments.
Using insensitive language, she says,
can result in staff losing credibility,
both with their peers and with others,
and can create a less than welcoming
and open environment. In addition,
as Sue explains, aside from offending
others, the person who commits
microaggressions is also affected, as
they “are likely to develop a warped
sense of reality, callousness, anxiety,
[and] guilt.”
Along with being more aware
of the potential negative impact
of their own words and behavior,
housing professionals must watch
for signs of microaggression within
their operations. One form of
microaggression that campus officials
need to be particularly aware of is
racial steering, the practice of guiding
prospective students toward or away
from university housing options
on the basis of a student’s race. As
they read through resources for this
story, the authors learned that many
students recognize this kind of bias.
Many students of color said they have
witnessed or been involved in such
incidents; when asking about housing

Know It When You See It
What can make microaggression so dangerous is the way it can slip under many people’s
radar. Seeing how many different ways it can manifest itself can help people monitor their
own comments as well as those of their colleagues. The information below (adapted from
“Racial Microaggressions in Everyday Life: Implications for Clinical Practice,” written by
Sue and colleagues and published in American Psychologist,) illustrates various forms of
microaggression.
Aliens in Their Own Land
Comments and questions which assume that Asian Americans and Latino Americans
are foreign-born: “Where are you from?” “Where were you born?” “You speak good
English.” A person asking an Asian American to teach them words in their native
language is, whether intentionally or not, engaging in microaggression.
Ascription of Intelligence
Assigning intelligence to a person of color on the basis of their race: “You are a credit
to your race.” “You are so articulate.” Asking an Asian person to help with a math or
science problem is a form of microaggression.
Color Blindness
Statements indicating that a white person does not want to acknowledge race: “When
I look at you, I don’t see color.” “America is a melting pot.” “There is only one race, the
human race.”
Assumption of Criminal Status
A person of color is presumed to be dangerous, criminal, or deviant on the basis of
their race: white man or woman clutching their purse or checking their wallet as a
black person or Latino approaches or passes; a store owner following a customer of
color around the store; a white person waiting to ride the next elevator when a person
of color is on it.
Denial of Individual Racism
A statement made when whites deny their racial biases: “I’m not a racist; I have several
black friends.” “As a woman, I know what you go through as a racial minority.”
Myth of Meritocracy
Statements which assert that race does not play a role in life successes: “I believe the
most qualified person should get the job.” “Everyone can succeed in this society, if they
work hard enough.”
Pathologizing Cultural Values/Communication Styles
The notion that the values and communication styles of the dominant/white culture
are ideal: asking a black person, “Why do you have to be so loud/animated? Just calm
down” or asking an Asian or Latino, “Why are you so quiet? We want to know what
you think. Be more verbal.”
Second-Class Citizen
Giving a white person preferential treatment as a consumer over a person of color: a
person of color is mistaken for a service worker; a taxi cab passes a person of color
and picks up a white passenger; a person of color is ignored at a store counter as
attention is given to the white customer behind them.
Environmental Microaggressions
Macro-level microaggressions, which are more apparent on systemic and
environmental levels: a college or university with buildings that are all named after
white heterosexual upper class males; television shows and movies that feature
predominantly white people, without representation of people of color.
How to Offend Without Really Trying
Phrases that have been considered part of the vernacular but are harmful to groups of
people: Indian giver.” “That’s so gay.” “She welshed on the bet.” “I jewed him down.”
“That’s so white of you.” “You people . . .” “We got gypped.”
SEPTEMBER + OCTOBER 2013

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Talking Stick - September/October 2013

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