Microaggression in the United States - Article Example

Microaggression Sue and other contend that microaggression is rampant in the United s, and affects the delivery ofthe health care. Typically, microaggression refers to the daily, verbal, environmental, and behavioral implicit or explicit derogatory associations (Nigatu, 2013). Although the United States has attempted to do away with the racism, contemporary forms of racial prejudice exist. The notable categories of racism include modern, symbolic, and aversive. Modern and symbolic represent the racism that captures the traditional American values that encompass individualism, self-reliance, and hard work (Sue et al, 2007). In contrast, the aversive type of racism contains the conscious egalitarian values that typify the invisible nature of the microaggression. In effect, the evolution of the racism from the traditional public expression to the unidentifiable forms is live in the United States. The authors point out that the common levels of microaggression consist of microassault, microinsult, and microinvalidation. Microassault manifests through verbal and nonverbal communication. Typically, the perpetrators engage in name-calling and practicing behavior that tend to demean the people of color. Similarly, the perpetrators tend to offer discriminatory services and avoid embracing the interracial interactions (Sue et al, 2007). In many cases, the perpetrators show the discrimination against the minority in public, especially after losing control or in the quest for advancing racial undertones. The victims feel embarrassed when the aggressor advanced racial prejudice against them. In addition to microassault, microinsult is another form of microaggression. Fundamentally, the characteristics of the microinsult are evident through the verbal and nonverbal expressions. The perpetrators practice offensive communication that exhibit outright insensitivity of the other people’s identity of cultural heritage (Sue et al, 2007). It is worth noting that the aggressors are unaware of the racial discrimination advanced on the recipients. Hence, the invisible nature of microinsult makes it difficult to embrace racial diversity. The nonverbal expressions of the microinsult are visible when the perpetrators openly fail to acknowledge the contributions of the people of the color. Such a failure indicates that the efforts of the people of the color are insignificant. Microinvalidation tends to nullify the psychological attachment and feelings, especially when the perpetrators practice racial prejudice. In effect, the aggressors intend to justify that their actions do not have far-reaching implications, and the victims are merely overreacting. Typically, the comments and actions of the perpetrators attempt to exclude the victims’ experiences and thoughts based on their association with a particular marginalized or minority group (Sue et al, 2007). The invisible nature of the microaggression may paint the perpetrators as having reasonable explanation when justifying their derogatory actions. Consequently, such justification may leave the receivers with uneasy feelings regarding the racial discrimination. Sue et al (2007) categorize microaggression into “color blindness, alien in own land, ascription of intelligence, criminality, denial of individual racism, myth of meritocracy, pathologizing cultural values, second-class citizens, and environmental microaggression.” Notably, individuals and the environment contribute to the discrimination against the marginalized group. The effects of the microaggression tend to expand the racial inequality gap that creates mistrust, loss of self-esteem, and anger. Similarly, the discrimination against a certain race creates barriers in the quest to achieve a smooth interracial relationship and acknowledgment of diversity. The negative implications of the microaggression became worse when the majority race fails to accept that it practices racism. Such failure creates psychological dilemmas that include “clash of racial realities”, unawareness of expression of bias, perception of minimum harm to the victims, and victimization of the offended through a series of questions (Sue et al, 2007). The negative effects of the racial microaggression are evident in the white therapist-client color interaction. Typically, the microaggression affects the positive relationship between the client and the therapist. In effect, the clients develop mistrust and misunderstanding that consequently derail the positive outcomes of the therapy. The manifestations of the implications of the microaggression in the clinical setting encompass the clients’ failure to embrace the return visits and premature termination of the therapy (Sue et al, 2007). Indeed, the invisible nature of the microaggression places the perpetrators in a position of harming the clients without their knowledge. Similarly, the power that the therapists have jeopardizes the clients’ attempts to challenge any acts of racial prejudice. In this respect, the clients express powerlessness in confronting the therapists, and hence opt for the termination or underutilization of the therapeutic services. In addition to the clients’ powerlessness, the therapists practice color blindness that complicates the issue of microaggression. Some of the color blindness practices capture the therapists’ attempts to impose their dominant culture on the clients from marginalized groups. The creation of the hostile environment for offering healthcare services to the people of the color has negative implications on the interracial relationship. Sue et al (2007) offer solutions including the discussion of the issue of the race in an open manner in order to make it visible. Indeed, accepting the danger in the invisible nature of the microaggression is crucial in assisting the harmonization of the racial tolerance. Similarly, training the health professionals on the significance of appreciating different races and cultures is paramount towards the reduction of the incidences of the microaggression. The major points contained in the article underscore the relationship between microaggression in one hand and power, motivation, and diversity on the other hand. Any form of discrimination affects the levels of motivation among the members of marginalized groups. Whether in the workplace, institutions of governance and education, prejudice against the minorities tend to de-motivate them. As indicated in the article, discrimination can negatively affect the delivery of the therapeutic services. Motivation requires the appreciation of the efforts of the people regardless of the race. Aspects of racial discrimination tend to lower self-esteem that ultimately affects the output (Byrd & Scott, 2014). For instance, the failure of the instructors to appreciate the efforts of the students of the color can have a negative influence on the performance. Similarly, the discriminative treatment of the employees in the workplace lowers the output. In the business world, customers will be de-motivated to purchase from certain outlets whenever they feel elements of microaggression exist. Consequently, the lack of motivation will diminish the competitive advantage of the perpetrator business. Hence, the deleterious efforts of the microaggression derail the efforts of achieving racial parity and embracing diversity. Microaggression places the dominant and minority races in the superior and inferior positions. As indicated in the article, the therapist is powerful while the clients tend to be powerless and cannot change any acts of discrimination against them. In this respect, the therapists have power, and can disregard the less powerful clients by imposing the dominant cultural identities. Indeed, the superior race feels that they have the responsibility to dictate the marginalized groups, and adamantly fail to acknowledge the latter’s cultural heritage (Byrd & Scott, 2014). Thus, microaggression can result in the irresponsible exercise of power by the dominant group. Consequently, the powerful race can create a feeling of fear and loss of integrity in which the people of color will tend to lie about their origin in order to avoid mistreatment. The minority group expresses powerlessness and fear the dominant race labeling them as overly sensitive (Guillaumin, 2012). Similarly, the race that possesses power can advance injustices to the less powerful group. The rampant microaggression in the United States affects the efforts of appreciating diversity. The article has shown that the therapists tend to impose the dominant cultural view on the clients of the color. In such cases, the therapists fail to appreciate the significance of diversity and racial tolerance. People from diverse racial backgrounds have great insights that enrich the workplace, educational, healthcare, and other social environments (Guillaumin, 2012). Thus, the attempts of the therapists to fail to appreciate the cultures of the people of the color are against the spirit that promotes diversity. References Byrd, M., & Scott, C. (2014). Diversity in the Workplace. New York: Routledge. Guillaumin, C. (2012). Racism, Sexism, Power, and Ideology. London: Routledge. Nigatu, H. (2013). 21 Racial microaggressions you hear on a daily basis. Retrieved 1 Jun 2015, from http://www.buzzfeed.com/hnigatu/racial-microagressions-you-hear-on-a-daily-basis#.jeAG8Drvo Sue, D. et al (2007). Racial Microaggressions in Everyday Life: Implications for Clinical Practice. American Psychologist 62 (4), 271-286. Read More