Most members of marginalized groups have unfortunately been in situations, either at work or not, where someone makes a comment or does something that feels hostile or offensive to a particular part of their identity, regardless of whether the person commenting realized it. These instances may be characterized as microaggressions. According to Columbia University professor of psychology and education Derald Wing Sue, M.S., Ph.D., a microaggression can be defined as “…slights, indignities, insults, put-downs, and invalidations that [members of marginalized groups] experience in their day-to-day interactions with well-intentioned individuals who are unaware that they are engaging in an offensive or demeaning form of behavior.” In fact, sometimes, the person making the offensive statement may genuinely believe that their statement was a valid compliment. While the term microaggression is often used in relation to race, any marginalized group can face microaggressions.
Within the workplace, most microaggressions are likely to be verbal, for example:
However, they may be non-verbal as well, for example:
If you feel you have or are currently experiencing a hostile work environment based on discrimination, please feel free to contact Borrelli & Associates, P.L.L.C., to schedule a free consultation through one of our websites, www.employmentlawyernewyork.com, www.516abogado.com, or any of our phone numbers: (516) 248-5550, (516) ABOGADO, or (212) 679-5000.
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