Introduction
Our current social climate sparks an interesting conversation within the workplace, with more people wanting to discuss racial microaggressions after many corporations have come forward in support of Black Lives Matter. The experience of racial microaggressions has been found to negatively affect overall job satisfaction, and often the employees who face such scrutiny often engage in unusual behaviors such as detachment coping and low morale. Employees who are all too familiar with this treatment may have had a glimmer of hope when many companies stood in solidarity this last year — however, most initiatives were one-offs. Microaggressions create alienation within professional environments, where those affected may feel unsure or cautious to vocalize their concerns.
Safe environments need to be created where employees can call out racial bias and feel comfortable doing so. Micro interventions are small, prevailing actions that help others understand the importance of dismantling bias within the workplace. An example of micro intervention would be to first interrupt the racial bias before it is able to manifest into something bigger and to call out racial prejudice whenever you see it happening. The effectiveness of this analysis is proven to boost morale and make the organization a better place to work comfortably and freely. Micro interventions get their name from being implemented in a relatively short time without the need of a professional advisor, usually giving promising and continuing effects long after treatment.
The purpose of this paper is to find the prevalence of microaggressions within the workplace and if micro-interventions are being implemented. A survey will be conducted and distributed to a specific group of people, mainly those who may have been exposed to such scenarios. The results from this survey will help visualize the pervasiveness of microaggressions and the long-term effects of it on these employees. Microaggressions have such a subtle nature that they can be hard to identify, but by conducting these surveys, we can collate enough information to get a better perception of how micro-interventions work in dismantling microaggressions.
Learning Objectives
What I want to get out of this research project is to learn more about microaggressions within a creative workplace. I have little experience working in the media field, but I have experienced an abundance of microaggressions from previous fields. Moreover, I want to educate myself on how to handle these situations by using effective micro-intervention tactics. I will also learn if micro-interventions tactics are effective in the workplace. This research project will teach me how to implement changes to toxic work environments. Correcting microaggressions cannot be fixed overnight, but with small changes in how we approach unconscious/blatant microaggressions, we can help enact change. Lastly, this research project will teach the importance of speaking out, and the effects of microaggressions toward people of color.
Literature Review
Offermann et al., 2014 found that those who hold colorblind racial attitudes were more likely to dismiss microaggressive stereotypes. Colorblind refers to those who “don’t see race/color”, and how this can be damaging to their views on racial discrimination. Participants who opposed more diversity were less likely to perceive discrimination in the workplace and saw racism as less of a problem. These individuals were more likely to discredit minority experiences and feelings toward microaggressions. This study’s findings indicate that companies will need to be more vigilant toward employee colorblind racial attitudes, as this impacts the level of trust with minority workers. It also shows that microaggressions are done subconsciously by those who have a colorblind racial attitude. My study will focus on how attitudes like these can be damaging to people of color, and how it affects their trust in their non-white employees.
Lewis, 2017 speaks about the juxtaposed perceptions, in black individuals in contrast with those of a white background. Of the participants used for this study, around 81% were white, whereas only the small remainder were black. A major 76% were in opposition to preferential hiring and the promotion of black members and a large 63% stated that “blacks should work their way up,” with no “special favors,” being handed to them. This can suggest that people of color are inherently expected to be treated with some form of favoritism. This study focuses more on white participants, rather than those of color, whereas my study will solely incorporate people of color.
Also, this study shows that in cases of microaggression, white experiences are not clearly affected; thus, it is important to validate the experiences of people of color. Sue et al., 2007 demonstrate the measures that should be implemented when encountering societal microaggressions, using three different scenarios as examples; confronting a perpetrator, institutional situations, and social settings, and the ways to combat these microaggressions effectively — this is called micro-interventions. The solution-focused diagram illustrated in this study, advises a person to call out the supposed aggressor, challenge the stereotype, or in some instances report microaggressive behaviors to authorities.
When confronted with prejudice in an institution, for example in a work setting, it is suggested that keeping a log of any inequalities can be an efficient approach to handle these types of situations. Boycotts and or strikes can be crucial sometimes in society — usually a clear indication or result of injustices that are not being resolved and where there seems to be no other option, for voices to be heard or taken seriously; if these iniquities are still unresolved, HR can be called in, or media outlets/press can be notified. Another potential approach our society can take to reduce the effect of microaggressions in a workplace would be to reinforce the importance of workforce diversity. For example, the importance of educating offenders in a professional environment, who may not understand the effects that microaggressions have on a person — through their mental well-being or feeling a sense of unity with fellow employees or with their employer.
Research Design and Methods
I will be collecting qualitative data through a survey to show the prevalence of racial microaggressions in a creative workplace. It will also show how victims of microaggressions choose to react to the stereotypes/discrimination. Due to the current pandemic, the survey will be conducted online as it will be safer and quicker to collect data. The study will use purposive sampling as participants must be a person of color and work/have worked in a creative workplace. The reason for this is to focus more on the opinions and experiences of people of color in creative industries. The sample size will be 20 participants, consisting of 10 men and 10 women.
The age range of participants will be between 18-35. The survey will consist of 10 open-ended questions. It will also include situational scenarios to see how the participants would react in those circumstances. Open questions about personal experiences with microaggressions and micro-interventions will be recorded. Participants will be asked to recall what was exactly said to them and how it affected them at that moment. If participants did respond to the microaggression, they will be asked if there was a substantial change to the work environment.
I hypothesize that participants will have experienced microaggressions to some degree, with many choosing to use micro-interventions to educate and challenge the stereotype. I also hypothesize that participants have recently started to speak out against microaggressions after the rise of the most recently Black Lives Matter movement. I will be using a qualitative data analysis approach to analyze the data collected. It will be focused on identifying and categorizing key themes and patterns within the participant’s narratives/experiences. Recurring microaggression stereotypes will also be identified and grouped together. If micro-interventions are used, they will be grouped together separately from non-micro intervention tactics. Outcomes to the response to changes to the work environment after the alleged confrontation will also be grouped.
Results
The results of the study indicate that 6 out of 10 men and 8 out of 10 women of color have experienced racial microaggressions at the workplace. The greater prevalence of such amongst women might be a sign of the intersectionality between racial and gender discrimination. Microaggressions in question include questioning the nationality of workers of color and opportunities given to them, assumption of the criminal status, and inappropriate contextualization of the employee’s accomplishments. The latter includes comments such as you are a credit to your race and you are so professional for X race. Interestingly, the colorblindness, i. e. the white person’s refusal to acknowledge the influence of race in their behavior and position, is a form of microaggression as well. It ignores the structural and prejudiced component of the negative experiences and barriers of the workers of color.
Discussion
The general paradigm of the discussion of racism in the workplace can be characterized by the lack of awareness about societal constraints imposed on the workers of color on the structural level. The myth of meritocracy, and equal outcomes for every workforce member that relies on their capacity and valuable contribution, has negatively affected the degree of understanding of structural inequalities. Thus, people refuse to address their own internal prejudices, often incorrectly assuming that workers of color are provided with unfair benefits and opportunities within the modern paradigm of social justice.
Meanwhile, any of the support programs aimed at employees of color operates as an attempt to level the playing field up and has originated as a response to the unfair advantages. Many of them lose a fair share of effectiveness without the proper contextualization and introduction into the corporate value system. If white employees are not properly informed of the reasons such programs are designed, their perception of the diversity quotas as a sensitive modern requirement is a microaggression in itself.
The existing issue implies that the meritocracy and the idea of corporate success at the moment are not at all as free of doubt as one wishes them to be. The ever-present bias and inequalities affect the outcomes of professional and promotional decisions on multiple stages, altering the subjective perception of employees’ value in an unfair way. The comparatively minor yet multiple and almost unavoidable microaggressions can be perceived as one of the most illustrative forms of discrimination in general. It also becomes apparent that society is in need of platforming these issues further by popularizing the statistics and introducing the white public to the authentic experiences of marginalized employees.
Limitations of Study
As indicated above, the problem of microaggressions at the workplace is a complex issue that requires a step-by-step yet multidimensional approach. The differences in treatment American professionals experience within their employment are pattern-like and racially motivated. Hence any potential solutions designed to address the existing inequality would need to take this into account and admit the root of the problem.
This of itself is a significant challenge considering the ways casual racism masks itself in the multiracial communities with the structural predisposition to white supremacy. The first step towards potentially solving the issue and changing the unequal patterns lies in acknowledging the existence and the harmful consequences of actions and phrases that might seem insignificant at first. Not only does the unfair treatment negatively affect the mental health of the workers involved, it also compromises the efficiency of the enterprise by potentially overlooking their valuable contributions.
A second step lies in improving communication between different support systems within the employment sphere, which has historically been organizationally conflicted in many American companies. Multiple departments with different jurisdictions often end up confusing an emotionally conflicted employee of color, due to the unspoken repercussions of coming forward. Current studies do not address the consequences a worker of color might face for reporting or otherwise addressing the racially motivated harassment they have experienced. Among the consequences are difficult reputation and, potentially, even threats to the employment, which could have been avoided if better communication channels for such situations were in place.
However, due to the organizational difficulties and lack of investment into such ethically charged topics, the communication channels suitable for reporting microaggressions and exchanging resources are either poor or non-existent, leading to a variety of misunderstandings with potentially outrageous consequences. In order to dismantle the existing racist patterns, efforts must tackle the problem at every step of the employment system in a coordinated and informed manner. Such a complex and deeply rooted issue requires a systemic approach, as any progress in an isolated area might be undermined by the potential reversal in another stage.
The existing body of literature lacks a step-by-step, multilayered, and cohesive analysis of the racist behaviors in the working setting. The steps in question refer to the negative experiences of workers of color during the headhunting stage, interviewing, initial adaptation, casual work environment, internal competition, and promotion.
Similarly, any strategies must take into account the inherent and contradicting differences every step of the way. The degree of disparity varies across departments and forms of law enforcement, the stage of the criminal justice system it concerns, and the particular state it is displayed within (Hayes et al, 2017). Furthermore, local legislation may differ in strategically significant details, which should be accounted for in advance to maximize the effect of any of the measures.
Finally, it is essential to recognize that systemic change might be a difficult and conflicting undertaking, requiring an informed transformation of the entire business environment. Lasting impact is impossible without active collaboration and initiative on behalf of many corporately powerful companies whose change in internal policy may have the capacity to influence the paradigm. This requirement is crucial for the establishment of any lasting changes, which, unfortunately, accounts for a large segment of reasons that complicate the process. Nevertheless, the shift of the global focus towards greater accountability of managers and businesses, in general, is a source of proactive hope, with commercial and social influences together indicating the change in priorities. As more and more workers of color are coming forward to speak up about their negative experiences in the employment sphere, the reputational damages associated with such an act decrease.
The role of such solidarity is a frequent gap in the reviewed literature, as it presents the social scientists with a phenomenon that is sometimes too abstract to analyze effectively. Few of the researchers have the capacity to in any way influence the internal policies and attitudes against marginalized workers within organizations. This issue is essentially evident when one considers the social shift toward equality and accountability that has already begun within the last decade.
The studies address the change of pace in discussions on marginalization, privilege, and the ways both of these factors manifest in the workplace. Yet they don’t elaborate on why said changes are yet to make an impact, with employees of color struggling with microaggressions regardless of their company’s stands on the BLM movement. However, the recognition itself is a step in the right direction, since it provides the necessary contextual framework for the internal value system assessment.
Further Research
The present research can be criticized on the matters of objectivity, since it attempts to address and discuss a socially charged issue. Scientific research should remain free of any activist or inappropriate persuasion, and some of the patterns illustrated by the study of microaggressions at the workplace were objectively documented. Despite potential criticisms towards the interpretations of said patterns, their presence alone requires dedicated and detailed analysis that operates within the current social context. If the companies wish to uphold their values of fairness and opportunity, such patterns are fit to be assessed on the grounds of justice and equality.
Furthermore, additional research on the subject is in the direct interest of the management personalities within the businesses in question. It is crucial for the improved corporate performance to identify, examine and address the bias incorporated within the recruiting and promotion systems. When faced with a recurring pattern of disproportionate harassment, conflict, and lack of measurable professional success within an identifiable group of people, one is expected to question it.
In particular, further research is required in the areas of addressing the existing unequal patterns and restructuring relevant areas of the employment field. As established above, the experiences of employees of color with harassment and unfairness are documented by many studies, quantitative and qualitative. Yet current projects attempting to address these inequalities and design an alternative to inherently biased practices and values are often discredited on the grounds of their perceived activism. The role of social agenda in research on a socially charged topic is an interesting discussion to be held, particularly since either of the extremes in this conversation is likely to turn out inefficient. Moving forward, the researchers should touch upon the ways in which the social justice agenda might benefit or compromise the corporate values and policies.
Conclusion
With greater attention on behalf of the business community, exercised by both media and public voice, the heads of corporate bodies could take into account the pressure that comes with it. The change in the current situation can be perceived as essential since the pervasive nature of racial microaggressions has the potential to plague the staff collectives of entire corporations. It is crucial to recognize that the issue is greater than one of activism, as such negative experiences of the employees of color compromise the integrity and efficiency of their companies. By extension, the professional motivation of the employees of color is under a permanent negative influence, since the current system operates against them. Both the general unfairness of this phenomenon and the scale of its implications for workplace performances are outrageous, considering the frequency of the microaggressions in question.
Said issues, biases, and philosophical links, undoubtedly, contribute to the decrease in the corporate effectiveness and performance. Since the best human talent is not always utilized to its full potential, the firms with greater levels of such biases suffer the consequences of competitive disadvantage. In this case, the blame lies entirely on the staff and management members themselves, making it difficult to address. Without the most suitable candidates being assigned to complex projects and positions of power, the firm loses out on the full potential of its workforce. Therefore, by implication, it is in the best interest of every stakeholder of the company to ensure that racial inequality is dismantled on all relevant levels, starting with its symptoms: the microaggressions.
References
Lewis, R. (2017) Differences in Black and White Perceptions regarding Addressing Racial Inequality in the Workplace. Open Access Library Journal, 4: e4199. Web.
Noon, M., 2018. Pointless diversity training: Unconscious bias, new racism and agency. Work, employment and society, 32(1), pp.198-209. Web.
Offermann, L. R., Basford, T. E., Graebner, R., Jaffer, S., De Graaf, S. B., & Kaminsky, S. E. (2014). See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), 499–507. Web.
Ruth Eikhof, D. and Warhurst, C. (2013), “The promised land? Why social inequalities are systemic in the creative industries”, Employee Relations, 35(5), pp. 495-508. Web.
Sue, D. W., Alsaidi, S., Awad, M. N., Glaeser, E., Calle, C. Z., & Mendez, N. (2019). Disarming racial microaggressions: Microintervention strategies for targets, White allies, and bystanders. American Psychologist, 74(1), 128-142. Web.