Examples of Microaggressions

Here are some common microaggressions that Latino folks might encounter at the workplace:

• Ethnic Stereotyping: "I bet you're a good dancer." “You don't look Latina." Colleagues or superiors may make comments or jokes that perpetuate stereotypes about Latino people. Examples include assuming all Latinos are good at dancing, suggesting that a Latino colleague must be "fiery" or "passionate," or associating Latinos only with manual labor positions.
• Language Assumptions: "Your English is very good." "Say something in Spanish for me." There is often an assumption that all Latinos speak Spanish or have a 'Latin accent'. Conversely, Latinos who don't speak Spanish might be seen as 'less authentic'.
• Assumptions about Legal Status: "So, where are you really from?" "Do you have a green card?" It's surprising how often Latino people get asked about their immigration status or where they're 'really' from. As if their nationality somehow needs further validation.

Why We Should Care

You might be thinking, "So what? These are just tiny slights. Why the fuss?" Microaggressions, although seemingly subtle or minor, can have a considerable impact on the recipients. These impacts can include:

• Psychological Effects: Chronic exposure to microaggressions can lead to feelings of isolation, anxiety, and depression. It can also lead to lower self-esteem and self-efficacy.
• Performance and Job Satisfaction: Ever tried to focus on work when you're stressed or upset? Not so easy, right? The stress and discomfort resulting from microaggressions can lead to decreased job satisfaction, lower performance, and higher turnover rates among Latino employees.
• Organizational Culture: No one wants to work in a toxic environment, and a company's reputation can take a serious hit if it's known for microaggressions. A high prevalence of microaggressions can negatively impact the organization's culture, making it less inclusive and causing damage to its reputation.
• Reduced Diversity: If unchecked, microaggressions can deter talented individuals from diverse backgrounds from joining or staying in an organization, reducing the diversity that drives innovation and growth.

How to Deal With Microaggressions

The good news? There are ways to address this issue. As an organization or employer, here are some of the steps you can take:

• Awareness and Education: The first step towards addressing microaggressions is recognizing their existence and understanding their impacts. Workshops, seminars, or diversity training sessions can help with this.
• Encourage Open Conversations: Provide safe spaces for employees to discuss incidents of microaggressions, how they feel, and how they would like the situations to be handled.
• Establish and Enforce Policies: Organizations need clear, strict policies against all forms of microaggressions. These policies should include reporting mechanisms and fair consequences for those who violate the policies.
• Support Affected Employees: Provide resources and support to employees who experience microaggressions. This could include counseling services, mediation, or reassurances of their value and belonging within the organization.
• Promote Inclusive Leadership: Encourage leaders to set the tone for inclusive behavior. They should model respect for all individuals and cultures, demonstrate understanding and empathy, and take action when they witness microaggressions.

Dealing with microaggressions as an individual can be tricky. It requires a combination of self-care, assertive communication, and strategies to create change. Here are some tips:

• Recognize and Validate Your Feelings: Understand that it's okay to be upset by microaggressions. They can be hurtful and demeaning. Don't dismiss your feelings or let others trivialize your experiences.
• Assertive Communication: If you feel safe and comfortable doing so, address the microaggression directly with the person who committed it. They may not even be aware that their comment or action was offensive.
• Educate Others: Use instances of microaggressions as teaching moments, if you feel up to it. Inform the person about what a microaggression is and why their comment or behavior is inappropriate. Remember, you're not obligated to educate others, but it can sometimes be a powerful tool for change.
• Report the Incidents: If the microaggressions persist, consider reporting them to a supervisor, HR, or another appropriate entity within your organization. Be prepared to provide specific examples and express your concerns clearly.
• Advocate for Change: Push for workplace policies that address microaggressions and support diversity, inclusion, and respect. This could mean advocating for diversity and sensitivity training, creating safe spaces for discussions about microaggressions, or contributing to the development of fair reporting and resolution procedures.