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Microaggressions

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The Gi Bill

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Workplace

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the formal definition of a

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microaggression is listed behind me

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simply put microaggressions are insults

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that are rooted in stereotype and

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they're directed at someone because of

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their membership within a marginalized

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group now because they are rooted in

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stereotype they limit a person's ability

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to be able to see people as individuals

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in 1970 dr. Chester Middlebrook Pierce a

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professor at Harvard coined the term

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microaggressions to describe insults and

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dismissive behavior he witnessed black

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people enduring but now the term has

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been expanded to include offensive

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comments and behaviors that are directed

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at anyone in a marginalized group

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including but not limited to women

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people of color people with disabilities

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and people who are older so one of the

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things about microaggressions is that

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they're very prevalent in society and I

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could do a full day's discussion about

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that I actually developed a training

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that I share with companies to help them

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address offensive comments in their

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workplace we're just going to go through

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a couple examples here today but it's

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important to note that we all have

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biases and anyone can be guilty of

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making a microaggression or being

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subjected to one so why does it matter

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well for some people just being

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themselves can be a revolutionary act

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because their very being is crushing

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stereotypes of who and what they should

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be microaggressions wound people if we

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were to compare it to getting a paper

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cut one paper cut is manageable but

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paper cuts all over your body is

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something quite different and it's this

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accumulation of offensive comments in

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social settings and professional

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settings that begin to take a toll on a

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person's spirit microaggressions can be

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an amorphous concept but it's my hope

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through the examples I'm going to

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provide for you that I can provide a

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more definitive understanding

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microaggressions regarding disability

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are prevalent for example

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making comments like I'm so OCD about my

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files are uh I can't read today I'm so

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dyslexic when someone does not actually

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have dyslexia or OCD can be perceived as

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a microaggression these phrases are

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examples of ableist language and they

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trivialize something that is quite

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serious for some historical context I

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want to discuss what happened when the

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Americans with Disabilities Act was

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signed in 1990 the ATA makes it illegal

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in employment to discriminate against

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someone because of a mental or physical

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disability it also guarantees access to

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buildings and to public and private

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transportation shortly before the Act

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was passed several disability activists

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came to DC and they climbed the 83 steps

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outside the Capitol building

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they met at the base of the stairs and

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they got out of their wheelchairs they

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took off their crutches and any kind of

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assistive walkin devices and they

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dragged or crawled themselves up all 83

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steps now I like to share this story

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because it's a good reminder about the

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historical exclusion that people with

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disabilities have had to face and is

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also a good reminder that there was a

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group of people that felt so

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disenfranchised so marginalized and so

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on scene they felt the need to do this

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microaggressions regarding race are also

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very plentiful some people might be

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surprised to know that professing

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colorblindness can actually be a form of

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a microaggression

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examples would be I don't see color I

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was raised to treat everyone the same I

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work in a diverse environment I was in

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the Peace Corps it's important to note

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that is funny

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it's important to know that mere

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proximity to people of color does not

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make someone woke

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no no where does it make them

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automatically knowledgeable about social

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and justice issues these comments

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actually deny the existence of people of

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colors experienced in the world and me

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personally I've seen these phrases use

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in a defensive posture when someone's

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being challenged about something that

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they may have said this offensive what

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it actually does is shut down this

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conversation and it allows stereotypes

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to continue the last microaggression

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that i want to talk about is the phrase

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that's so ghetto or that's ghetto now

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Saturday Night Live has done a sketch

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about this phrase and it's tossed around

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in the workplace and in professional

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settings but this phrase can be very

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offensive to people and I'm going to

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provide some historical context as to

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why so the word ghetto is an Italian

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pronunciation the word is used in 1516

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to describe an area the city where

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Jewish people are living in the city of

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Venice then in 1899 the word is being

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used to describe where minority groups

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are living in the city and again is

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tends to be a low-income area from a

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u.s. perspective the word has been

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associated with black and brown people

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who live in low-income areas what we're

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essentially talking about is a place in

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the city where people are being

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regulated because of poverty

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disenfranchisement and reasons that

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point to systemic racism now when I'm

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talking about systemic racism what do I

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mean by that well the GI Bill would be a

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good example in 1944 President Roosevelt

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signed the first version of the GI Bill

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into into law and that bill essentially

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made it possible for veterans to go to

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college and also gave them the ability

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to get low-interest mortgages which this

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sounds like a really good program and it

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is unfortunately the way it was a

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minister it was very discriminatory to

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black veterans the veterans

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administration refused to guarantee

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loans for developers who plan to sell

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homes to black people what I'm talking

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about systemic racism and also talking

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about redlining

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relying in is the

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of drawing a circle around black and

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brown neighborhoods and then refusing to

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give loans to those areas what I'm also

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talking about is pushing and shuttling

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people into a Pacific area of the city

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and then setting up situations that the

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property remains undervalued when people

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use the phrase that's ghetto or that's

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so ghetto it's a way of making fun of

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someone or something and for the reasons

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I just shared it's not funny

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so now that I've given you a couple

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examples of what a microaggression is I

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want to give you a couple tools to avoid

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making these kind of a comments in the

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workplace the first tool our tip is pretty simple

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is pause before you ask someone a

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personal question in the workplace pause

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before you compare someone to something

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or to someone else pause before

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describing someone's personality pause

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and when you're pausing think to

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yourself what is what could potentially

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be the impact on what I'm about to say

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to someone not just my intention but

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what could be the possible impact that

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the way this person could take what I'm

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saying could they be possibly offended the next

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thing I want to think about is is this

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comment necessary is it promoting a

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growth mindset because remember my

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number one priority when I'm at work is

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to be productive the next thing that you

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can do to try to avoid making a

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microaggression is research as I

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discussed in the previous example about

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that Salgado a lot of American English

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is slang so before adding a new word to

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your vocabulary just do a quick google

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search just to make sure that what

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you're saying is not offensive so before

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I leave here this afternoon what I want

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to leave with you with is during the

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course of this conversation I've been

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talking about inclusion and respect

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which is important and I hope that you

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leave this talk with that understanding

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but I hope you also took from this talk

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the concepts of kindness and human human

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decency thinking about something before

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I say it that's a form of kind

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and treating people the way I want to be

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treated is one of the highest forms of

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kindness thank you

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[Applause]

Description:

Microaggression is a term used for brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative prejudicial slights and insults toward any group. In this Talk Tiffany, lays out how this behavior manifests itself, the role you play, and what you can do to avoid perpetuating its continued existence in society. Tiffany Alvoid is an attorney. She earned a JD from UCLA School of Law with a concentration in Critical Race Theory. Tiffany created a training about addressing microaggressions in the workplace in an effort to create awareness about how destructive they can be in the workplace. Tiffany’s training focuses on the historical context that makes certain phrases offensive in an effort to help participants understand the unique perspective of marginalized groups. Tiffany conducts the training for teams to help create a more inclusive and productive work environment. Currently, Tiffany works at Twitter on their employee relations team. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/about/programs-initiatives/tedx-program

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