Microaggression: Addressing the Subtleties of Racism in Academia

We often hear the word “racism” and assume it is a blatant attack on a group or individual, however, microaggressions are also a form of racism. As a Hispanic Serving Institution, it is important for our student and faculty populations to be informed and educated on the ways racism manifests on our campus. 

Microaggressions, according to Webster’s dictionary are, “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group.” Microaggressions are commonly experienced by historically marginalized groups of people, which can include those marginalized by socio-economic status, sexuality, gender, religion, race, and ethnicity. An instance of a microaggression is often, as mentioned, subtle or backhanded, but inflicts a great deal of hurt. 

When asked what microaggressions are, Dr. Renea Brathwaite, Vanguard University’s Dean of the school of Theology and Chief Diversity Officer said, “I don’t think there is such a thing as micro-aggressions. They often are micro from the point of view of the person giving them; from the point of view of the person receiving them, they are anything but micro.” Dr. Brathwaite explained that all of us are capable of microaggressions and they are not simply dominant culture to minority culture, but we often unknowingly create hurt. However, he also stressed the importance of addressing microaggressions and holding individuals accountable when they knowingly, or unknowingly, do this. 

Image Credit: Lumina Foundation-Gallup State of Higher Education 2022 Study

In 2022, a study ran by the Lumina Foundation and Gallup State of Higher Education found, “One in three Black learners at for-profit private schools (34%) say they experience discrimination frequently or occasionally, compared with 23% of those in private not-for-profit institutions and 17% at public universities.” The issue of racism, whether it is blatant or subtle, affects marginalized groups of students at private-for profit universities, like ours. 

In an academic environment, at a higher education institution, instances of microaggression can be done knowingly and unknowingly, often aiming to undermine the intellect of an individual who is part of a marginalized group. Dr. Brathwaite answers the question of whether or not microaggression occurs in academia with, “Yes. You have a lot of people who come from a wide variety of backgrounds. In the traditional undergraduate setting, they’re still trying to figure themselves out and distinguish themselves from their parents. Sometimes intentionally and unintentionally, you’re bringing some of that baggage of what you’ve learned in your household to a classroom.” He goes on, “Microaggressions are things that can be done knowingly and unknowingly, consciously and unconsciously, intentionally, as ways to take people down a peg, make people self-conscious.” 

How do we address microaggressions? 

Addressing an instance of a microaggression when it occurs in academia can be a difficult station to navigate. Often, it is difficult to address these occurrences for fear of causing tension within an academic space, but it’s important to understand that there are ways to inform, address, and even educate when a microaggression is committed. 

First, it’s necessary that students and faculty alike, be aware of what microaggressions are and the gravity of the pain they can cause. Dr. Brathwaite says, “This is why we need to have skillful faculty members who know how to help people process and de-escalate.” Every year, faculty is trained on culture sensitivity and bringing awareness to the impact that words have on students. But the reality is that sometimes, things are still done intentionally or unintentionally. 

If a person in power, a professor or faculty member has committed a microaggression, it can be even more difficult to address it. One of the biggest challenges is dealing with the power dynamic when a person in power has committed a microaggression, but there are formal and informal ways of addressing an incident. You can personally speak to your professor and express that they have said or done something that hurt you, however, if you don’t feel comfortable doing that because of the power dynamic that exists between professor and student, or you have been deeply hurt, there are people on campus that can and want to help you like Dr. Brathwaite or Student Affairs. If you feel like you can’t address an incident in either of these ways, we have a reporting hotline available to every student where you can report an incident named or anonymously, and it will be investigated. 

In an academic sphere, we are peers, and we have the power to say, “Hey, that’s problematic, and you shouldn’t be saying that to me or to anyone else.” If a fellow student or faculty does or says something that is offensive or hurtful, it’s important to remember that as students, this is our campus, and we have the agency to address it.