Microaggressions in Everyday Life - Derald Wing Sue

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most qualified person should be offered the position. We treat all men and women equally. In fact, I don't even think about employees as men or women. People are people, and everyone has an equal opportunity to be hired and succeed.”

      Kathleen felt very uncomfortable with the response. She left the interview knowing she would not be offered the position.

      The term “microaggressions” was coined by African American psychiatrist and Harvard University professor Chester Middlebrook Pierce in his work with Black Americans. He defined microaggressions as “subtle, stunning, often automatic, and nonverbal exchanges which are ‘put‐downs’” (Pierce, Carew, Pierce‐Gonzalez, & Willis, 1978, p. 66). They also have been described as “subtle insults (verbal, nonverbal, and/or visual) directed toward people of color, often automatically or unconsciously” (Solórzano, Ceja, & Yosso, 2000, p. 60).

      While early theorizing focused solely on racial microaggressions, microaggressions can be expressed toward any marginalized group in our society. They can be linked to racism, sexism, genderism, heterosexism, classism, ableism, and other forms of oppression (Nadal, Whitman, Davis, Erazo, & Davidoff, 2016; D. W. Sue & Capodilupo, 2008). In this book we concentrate on specific forms of microaggressions that have garnered research support (e.g., racial, gender, and sexual‐orientation microaggressions) and also feature a wave of research that emerged since publication of this book's first edition, such as trans and genderqueer microaggressions (Nadal, Whitman, et al., 2016); religious microaggressions (Dupper, Forrest‐Bank, & Lowery‐Carusillo, 2014; Husain & Howard, 2017); classist microaggressions (Gray, Johnson, Kish‐Gephardt, & Tilton, 2018; Smith, Mao, & Deshpande, 2016); and intersectional microaggressions (Lewis & Neville, 2015; Nadal et al., 2015). We introduce research from national contexts beyond the United States, including Australia, Canada, Mexico, and the United Kingdom. And, importantly, we introduce two new concepts: macroaggressions as distinct from microaggressions, and microinterventions to highlight resistance and resilience to microaggressions and macroaggressions (D. W. Sue, Alsaidi, et al., 2019).

      Thus, microaggressions are verbal and nonverbal interpersonal exchanges in which a perpetrator causes harm to a target, whether intended or unintended. These brief and commonplace indignities communicate hostile, derogatory, and/or negative slights to the target (D. W. Sue, Capodilupo, et al., 2007). Importantly, microaggressions theory values the target's perception in identifying harm, as perpetrators often are unaware that they have engaged in an exchange that demeans the target. In Chapter 3, we elaborate on this point by describing four psychological dilemmas and dynamics of microaggressions.

      To illustrate the concept of a subtle microaggression not intended to cause harm, the second author (Lisa Spanierman) recounts an experience boarding a flight on a major U.S. airline. An African American NFL Hall of Famer handed his first‐class boarding pass to the gate agent. Without hesitation, the agent scoffed, “We are boarding first class now.” It is unlikely that the gate agent meant to cause harm to this Hall of Fame running back. Rather, she was working from an assumption that African Americans do not belong in the first‐class cabin. During the flight, Professor Spanierman told the football pro that she studies racial microaggressions; he replied that he encounters this experience all too often. Ironically, he was recognizable to many of the passengers who were shaking his hand and taking selfies with him as they boarded the aircraft. Professor Spanierman filed a complaint with the airline and received a generic reply from their customer service department (“Thank you for sharing your concerns … we should have been more responsive”). Notably, in 2017, the National Association for the Advancement of Colored People (NAACP) issued a warning to African American passengers about flying American Airlines due to several incidents that suggested a corporate culture of racial insensitivity and bias. Later we discuss the interplay between individual incidents of insensitivity and broader institutional and cultural forms of racism. It is the latter (systemic racism) that allows the former (racial microaggressions) to thrive.

      Similar to Philomena Essed's (1991) concept of everyday racism, racial microaggressions reflect a complex relationship between microinteractions and macrostructures. In other words, everyday racism and racial microaggressions are manifestations of systemic inequities in the larger society (e.g., income, wealth, education, and health disparities). Racial microaggressions often go unnoticed and unacknowledged because they seem so familiar in everyday settings, such as classrooms, shopping malls, restaurants, hotels, and offices. Next we describe social psychologist James Jones's levels of racism to highlight the dynamic interplay between microacts and macrostructures (Jones, 1997). Racial microaggressions are commonplace and make sense only in a world rife with institutional inequities grounded in the cultural superiority of the dominant group.

      “Racism” may be defined as any attitude, action, institutional structure, or social policy that subordinates persons or groups because of their racial group membership (Jones, 1997; Ponterotto, Utsey, & Pedersen, 2006). The subordination of people of color is manifested in inferior housing, education, employment, and health services (D. W. Sue, 2003). The complex manifestation of racism occurs at three different levels: individual, institutional, and cultural (Jones, 1997; Jones & Rolon‐Dow, 2018). All of these manifestations vary in their degree of overtness and conscious intentionality.

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