From the course: Dealing with Microaggression as an Employee
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Addressing past microaggressions directly with the aggressor
From the course: Dealing with Microaggression as an Employee
Addressing past microaggressions directly with the aggressor
- Privileged groups tend to have more discretionary power, given how often they're in positions of authority. Because of the greater perceived credibility, they have the discretion and choice of when, or how, or if to intervene when conflicts of offense arise in the workplace. For marginalized groups, this is the opposite. The accumulated conditions of stereotyping can result in a resistance to provide feedback. This can muddy the water on microaggressions and could discourage if and when you should even address it. Recognizing how our current reactions may be powered by unresolved old wounds and unfinished business can help us to differentiate between the choice of re-triggering the wounds or deciding to address past or present moments of offense. But if you have an overwhelming sense of discomfort and have reached the point that you must respond to protect, reset, or direct boundaries, know that it is perfectly…
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