The impact of implicit bias and microaggressions can be profound, contributing to feelings of alienation among marginalized individuals and perpetuating systemic inequalities. These issues hinder efforts to foster diverse and inclusive academic environments. In our discussion, we explored methods to better understand our own biases, recognize how these biases manifest, and take steps to prevent microaggressions at both individual and institutional levels.

Key Ideas

Implicit Bias

Definition: According to the APA Dictionary of Psychology, implicit bias is “a negative attitude, of which one is not consciously aware, against a specific social group.”

Key Characteristics:

• Universal
• Implicit biases don’t necessarily align with one’s conscious values
• Can exist toward one’s own identity group
• Adaptable and can be unlearned

Effects of Implicit Bias:
In a 2012 study by Moss-Racusin et al., 127  biology, chemistry, and physics professors evaluated applications for a lab manager position. The only difference between the applications was the applicant’s name—either “John” or “Jennifer.” Faculty consistently rated “Jennifer” candidate as less competent, less hirable, and offered less mentoring, despite finding her more likable. Faculty were also measured on the Modern Sexism Scale, which measures unintentional negativity towards women, and regression analysis showed that the more preexisting bias faculty had the worse they rated “Jennifer” and the less mentoring they were willing to offer her.

Understanding your own Bias:
Tools like Implicit Association Tests (IATs) from the nonprofit Project Implicit can help you understand your own biases. Participants in this month’s discussion took a few minutes to take a test and evaluate their own biases.

Overcoming Implicit Bias:
Risk factors:

• Emotional states: Anger/disgust, even happiness
• Ambiguity: Vague guidelines lead to more biased judgements
• Salient social categories: Visible differences result in more bias
• Low-effort cognitive processing: If you aren’t thinking that hard, biases have more control
• Distracted/pressured: Time/attention constraints lead to more bias
• Lack of feedback/accountability: Feedback helps people become more aware of their biases

Seeking change:

• Awareness: Can’t fix what you don’t know
• Real differences: “Color blind” approaches produce greater bias than race-aware strategies
• Check thought processes and decisions
• Reduce risk factors
• Increased exposure to stigmatized group members and counter-stereotypes can help people “unlearn” the associations underlying implicit bias

Microaggressions

Definition: As defined by the APA Dictionary of Psychology, microaggressions are “brief, verbal or nonverbal, behavioral, and environmental indignities that communicate derogatory attitudes or notions toward a different ‘other.’”

Types:

• Microassaults: Purposeful discriminatory actions
• Microinsults: Subtle snubs that devalue a person’s identity
• Microinvalidations: Exclusions or negations of a person’s thoughts or experiences

Common Examples of Microaggressions:

• Alien in One’s Own Land: “Where are you really from?” or “Your English is really good!”
• Assumptions: “You must be good at math” or “When are you going to have kids?”
• Color Blindness/Myth of Meritocracy: “I don’t see race” or “Everyone can succeed if they work hard enough”
• Denial of Experience: “I’m not being homophobic – my gay friends think its funny” or “You don’t look disabled”
• Pathologizing Differences: “This is America – we don’t do that here” or “You’re so exotic”
• Second-Class Citizen: Mistaking faculty of color for staff or a lecturer only calling on male students
• Discriminatory language: “I’m so OCD about things” or having limited options on forms (“Male/Female”, “Married/Single”)

Effects of Microaggressions:
Microaggressions have been shown to negatively impact the mental health and overall well-being of those targeted. Research indicates that repeated exposure to microaggressions can lead to feelings of alienation, anxiety, and decreased self-esteem. Within academic settings, individuals who experience microaggressions often report lower expectations from faculty and exclusion leading to reduced academic performance and research output.

Handling Microaggressions:

If you experience or witness:

• Inquire – Ask the speaker to elaborate
• Reflect – Paraphrase the statement back to the speaker as you understood it
• Reframe – Ask the speaker to consider things from another perspective
• Strategic Questions – Like reframe, but with open-ended questions
• State Preferences – Clearly communicate how you would like to proceed
• Re-direct – Change the subject
• Revisit – Even if the moment has passed, go back and address it

If you are responsible

• Stay calm – Try not to get angry/defensive
• Listen – Carefully listen to what you are being told
• Respect – Believe the experience of the person you may have hurt
• Apologize – Acknowledge that you have caused hurt and offer a sincere apology
• Reflect – Take time to consider what you’ve been told
• Learn – Research and learn about why what you said/did may have been hurtful