bullying and microaggression
DESCRIPTION
Dr. Myron Anderson, Metropolitan State University of Dever. Summer Seminar: Multicultural Education and Anti-Bullying Strategies, University of Puerto Rico, Río PiedrasTRANSCRIPT
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Agenda
Microassaults
Bullying
Micro
aggressions
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Organizational Climate
The events, messages, symbols, core beliefs, feelings, and much more, which makes
“our community” a welcoming, or not so welcoming environment
(Virginia Tech)
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What are Microaggressions?
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Brief and commonplace indignities, whether intentional
or unintentional, that communicate hostility or negative slights and insults that potentially
have harmful or unpleasant psychological impact.
(Solorzani, Ceja, & Yozzo, 2000; Sue, et.al. 2007)
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Ism enacted
29%
25 6
3
15
5
6
6
181…
7
1
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Role & Hierarchy
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Microaggression Stress 1. Biological and physical effects
- Accumulative small changes/stress could be additive--equal to the effect of a major catastrophic trauma.
2. Emotional effects
- “Isms” affect emotional well-being, psychological adjustment, and mental
health.
3. Cognitive effects
- Try to make meaning of incidents
- Disrupted cognitive processing (decreased focus and productivity)
- Stereotype threat (identity/disengage from interests/under-perform)
4. Behavioral effects
- Hypervigilance /skepticism (suspiciousness toward majority group)
- Forced compliance (surviving or being co-opted)
- Rage and anger
- Fatigue and hopelessness
- Adaptation to adversity (functional survival skills)
From Sue, D. W. (2010). Microaggressions in Everyday Life: Race Gender and Sexual Orientation. Hoboken, NJ: Wiley.
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So What• Contribute to a hostile and invalidating campus and work climate
• Devalue social group identities
• Lower work productivity and educational learning
• Perpetuate stereotype threat
• Create physical health problems
• Impact mental health by creating emotional turmoil, low self-esteem, and psychological energy depletion
• Systemically: – Create disparities in health care, education, and employment because they are
based upon a biased worldview that is manifested in hiring, retention, and promotion decisions in the workplace
– May reduce the quality of education received by students of color– May result in lower quality of health care for certain groups
From Sue, D. W. (2010). Microaggressions in Everyday Life: Race Gender and Sexual Orientation. Hoboken, NJ: Wiley.
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Well-intended
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What are Microassaults?
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Explicit derogations characterized primarily by a
violent verbal or nonverbal attack meant to hurt the intended victim through name-calling,
avoidant behavior or purposeful discriminatory action.
From Sue, D. W. (2010). Microaggressions in Everyday Life: Race Gender and Sexual Orientation. Hoboken, NJ: Wiley.
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Intentional
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What is Workplace Bullying?
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Unwanted aggressive behavior, among school aged children,
that involves a real or perceived power imbalance.
This behavior is repeated or has the potential to be repeated
over time.
(StopBullying.gov)
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Bullying is a full bore systematic interpersonal
campaign of destruction.
(Dr. Gary Namie, interview, 2009)
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Bully Types
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The Screaming Mimi
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The Constant Critic
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The Two-Headed Snake
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The Gatekeeper
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Control
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Micro assaults
Bullying
Micro
aggressions
Role, Psychological Impact, Morale, Negative Climate, Work Interference, Create Physical Health Problems, Adverse Effect on Human Capital
Intentional, Repetition
Unintentional, One-time, Ism
Intentional, One-time, Discriminatory
Power, Control
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Superbully
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Group Activity
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1. Identify A. MicroaggressionB. MicroassaultC. Bullying
2. ExplainA. MicroaggressionB. MicroassaultC. Bullying
3. ResolveA. MicroaggressionB. MicroassaultC. Bullying
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So What
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What Cost
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So What
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Psychological Influence
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• Active listening• Knowledge and resources• Communication• Diplomacy• Advocacy• Interact with people different
than you• Don’t be defensive• Be open to discussing your own
biases• Recognize your own biases• Be an ally – stand against bias
• Agreement to say “ouch”
How to Remove
Microaggressions Bullying
• Recognize it• Do not engage in bullying antics• It is not about you, it is about
them• Think through your options• Take action• Gather a record of negative
actions• Review employee handbook, look
for violations• Build a business case• Evaluate• Let go of the pain… make peace,
coexist, or leave• File a complaint• Exposure
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Thank You