Microinequity
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Microinequity, according to Sandler[1], refers to the ways in which individuals are "either singled out, or overlooked, ignored, or otherwise discounted" based on an unchangeable characteristic such as race or gender. A microinequity generally takes the form of a gesture, different kind of language, treatment, or even tone of voice. It is suggested that the perceptions that cause the manifestation of microinequities are deeply rooted and unconscious. The cumulative effect of microinequities can impair a person's performance in the workplace[2] or classroom, damage self-esteem, any may eventually lead to that person's withdrawal from the situation.
A "micro-affirmation" is the reverse phenomenon. Micro-affirmations are subtle or apparently small acknowledgements of a person's value and accomplishments. They may take the shape of public recognition of the person, "opening a door," referring positively to the work of a person, commending someone on the spot, or a happy introduction. Apparently "small" affirmations form the basis of successful mentoring, successful colleagueships and of most caring relationships. They may lead to greater self-esteem and improved performance.
[edit] Origin
Unfortunately, the original meaning is being lost in the current trend towards the hyperimportance of self esteem. An inequity implies there is some comparison. For example, if your boss doesn't listen attentively to you, that in and of itself is not a microinequity. However, if your boss listens attentively to almost all of your co-workers, but not to you, that would be a microinequity.
Micro-inequities and micro-affirmations were named by Mary Rowe, PhD of MIT in 1973, (see [[#References|references, and "Barriers to Equality: the Power of Subtle Discrimination," The Employee Responsibilities and Rights Journal, June, 1990, Vol. 3, No. 2, pp. 153-163; and Micro-Affirmations and Micro-inequities in the Journal of the International Ombudsman Association, Volume 1, Number 1, March 2008.}} Earlier work in the same genre includes that of Jean Paul Sartre who wrote about small acts of anti-Semitism, and Chester Pierce, MD who wrote about "micro-aggressions" as acts of racism.== In Culture ==[3]
Many microinequities can be easily observed subtly in our culture today. A good example of this is they way in which the term "man" has historically been used to include both men and women. However, when most people consider the term "man" they think of men rather than women. Another example of gender-based microinequity is the use of the pronoun "she" to refer to individuals in occupations that are typically predominantly women, such as nurses and teachers.
Businesses are currently focusing on eliminating microinequities as a key diversity strategy. Consultants like Brigid Moynahan, President and Founder of The Next Level, run training seminars based on the impact subtle acts of exclusion have on coworkers, employees, and businesses overall. In her executive briefing for The Conference Board, Moynahan wrote that microinequities "have the power to slowly and methodically erode a person’s motivation and sense of worth. The end result costs companies millions of dollars in low productivity, absenteeism, and poor employee retention."[4]
Both Rowe and Moynahan emphasize using micro-affirmations as a way to counter microinequities while also building highly engaged and productive work cultures.
Microinequities are also easily observable with regard to race. These often take the form of language that links certain derogatory stereotypes with a particular race. Examples of such language would be the terms "an Indian giver" and "to gyp."
Modern media is also responsible for the perpetuation of many microinequities. Many non-White races have been absent from the media or have generally been portrayed negatively. Examples of this would be the common portrayal of African Americans being slow and lazy and the Native American depicted as a savage. Feagin and Benokraitis[5] also note that the mass media has also portrayed women negatively in many respects. Examples of this include women's generally less prominent activity in Hollywood movies and their portrayal as sexual objects in many music videos. Unfortunately, the media perpetuating these stereotypes serves to further ingrain the perceptions that cause microinequities.
[edit] Further research
A book on the same subject was written in the late 1970s by Mary Howell, MD, "Why Would a 'Girl' Want to go into Medicine?" A doctoral thesis was written at Harvard by Wesley Profit, PhD on the microinequities of racism. There are a number of small studies at MIT from various departments; see for example Ellen Spertus, "Why Are There So Few Female Computer Scientists?", MIT Artificial Intelligence Laboratory Technical Report 1315, August 1991.
In recent years there has been a lot of work on this subject, by various consultants, groups of researchers and leaders in the field of diversity.
[edit] References
- ^ Sandler, Bernice. "The Campus Climate Revisited: Chilly for Women Faculty, Administrators, and Graduate Students." Association of American Colleges. 1986.
- ^ http://www.magazine.org/content/files/Microinequities.pdf Microinequities: When Small Slights Lead to Huge Problems in the Workplace
- ^ Insert footnote text here
- ^ The Conference Board Executive Action “Go Ahead: Sweat The Small Stuff”, Moynahan, Brigid, June 2005
- ^ Joe Feagin and Nijole Benokraitis. "Modern Sexism: Blatant, Subtle, and Covert Discrimination". Prentice-Hall. 1995.
