The University of British Columbia (UBC) has been getting roasted like a Thanksgiving bird after its website published a pair of articles warning of the “harm” caused by microaggressions..The articles — written by Carolyn Ali in September and promoted across UBC’s social media in recent days — attempt to raise alarm over “invisible” or “hyper-visible” forms of discrimination, also known as “microaggressions.”.“In contrast to explicit forms of discrimination, such as denying housing or a job based on race, microaggressions are subtle,” writes Ali..“Microaggressions trickle down from cultural attitudes and ingrained societal discrimination. They can be related to race, gender, age, sexuality, nationality, or different social identities.”.The term was first coined by Harvard psychiatrist Dr. Chester Pierce in the 1970s following the abolition of hegemonic Jim Crow laws. Some reports suggest Pierce named the term a decade prior. Nonetheless, it was used to describe forms of subtle, everyday acts of discrimination against African Americans..Now the term is often used more broadly, and Ali says the microaggression can be verbal or non-verbal, but regardless, it “serves to diminish a person.”.One example set forth by Ali is in relation to “nonbinary” people. She says a “nonbinary person may feel erased when the only options on a form are male or female.”.Another example of a microaggression, in Ali’s words, is when a “racialized person with a common Canadian first name might be asked by their doctor for their ‘real’ name.”.Ali quotes associate professor of psychology at UBC Dr. Nancy Sin, who says there is “a growing body of research” indicating that microaggressions not only cause “mental” harm but “physical” harm too, further adding that said harm has a cumulative impact..Dr. Alifa Bandali, a lecturer at UBC’s Institute for Gender, Race, Sexuality, and Social Justice echoes Sin’s sentiment on the presumed cumulative impact of microaggressions..“The best ways in which ideologies operate are through covert and invisible ways, so that we don’t pay attention to them or that we see them as fleeting,” Bandali said..As a means of combating microaggressions, Sin recommends institutions offer “sensitivity training,” which she says is particularly valuable for “people from majority groups or who have a more privileged status.”.Ali highlighted another recommendation from Sin to create safe spaces so people don’t go to work feeling tense or “anticipating microaggressions.”.“This might involve facilitating safe spaces for BIPOC staff in the workplace, where people can find support and validate each other’s experiences,” added Ali..Ali also notes phrases like “ladies and gentlemen” or “boys and girls” as being problematic, as such phrases “reinforce systems of power” according to Ali. Her articles can be read here and here.
