Why and when do racial microaggressions hurt? The role of perceived diversity credentials

Wang, Jennifer

doi:10.1037/e512142015-779

Cited by 6 publications

(7 citation statements)

References 87 publications

(145 reference statements)

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“…Another way that our research builds upon the microaggression literature involves our methods. There have been only a few studies that have manipulated microaggressions experimentally using both hypothetical scenarios (e.g., Wang, 2012) and real-time interactions (e.g., Banks & Landau, 2021; Wang, 2012). Each of these paradigms have their unique strengths, particularly high standardization across participants.…”

Section: Discussionmentioning

confidence: 99%

Investigating microaggressions against transgender individuals as a form of social exclusion.

Wesselmann¹,

DeSouza²,

AuBuchon³

et al. 2022

Psychology of Sexual Orientation and Gender Diversity

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Researchers have studied the effects of common, subtle forms of discrimination called microaggressions among various marginalized groups. We conducted three experimental studies (Ns = 45, 61, and 90) on microaggressions toward transgender individuals, connecting the microaggression and social exclusion literatures. Specifically, we hypothesized that microaggressions would have similar negative psychological effects as other forms of social exclusion (e.g., interpersonal rejection and ostracism). In Studies 1 and 2, we used an adapted recall paradigm in which participants recalled and wrote about either a control or a microaggression autobiographical event. In Study 3, we added an explicit social exclusion condition. Participants then reported how they felt during the event on measures of perceived pain, feelings of being excluded/ignored, perceived relational value, and basic need satisfaction. All three studies provide converging evidence that participants recall experiencing microaggressions similarly to how individuals typically experience social exclusion, suggesting theoretical and empirical benefits to connecting these two areas and offering avenues for future research.

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Section: Discussionmentioning

confidence: 99%

Investigating microaggressions against transgender individuals as a form of social exclusion.

Wesselmann¹,

DeSouza²,

AuBuchon³

et al. 2022

Psychology of Sexual Orientation and Gender Diversity

View full text Add to dashboard Cite

show abstract

“…We understand that, in the context of intersectionality theory, whereas people of one marginalized group are harmed by secondary microaggressions, people of multiple marginalized groups (e.g., Black women, LGBTQ people of color) may encounter secondary microaggressions in even more deleterious ways. Further, we also recognize that people of multiple privileged identities (i.e., White cisgender heterosexual men) may commit microaggressions that could result in increased harm or impact given their compounded privileged identities (Collins, 1990; Crenshaw, 1989; Wang, 2012).…”

Section: Statement Of Reflexivity and Theoretical Underpinningsmentioning

confidence: 99%

“It’s Not in Your Head”: Gaslighting, ‘Splaining, Victim Blaming, and Other Harmful Reactions to Microaggressions

Johnson

Nadal

Sissoko

et al. 2021

Perspect Psychol Sci

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Secondary microaggressions refer to the ways in which people of historically dominant groups negate the realities of people of marginalized groups. Gaslighting describes the act of manipulating others to doubt themselves or question their own sanity; people confronted for committing microaggressions deny the existence of their biases, often convincing the targets of microaggressions to question their own perceptions. ‘Splaining (derived from mansplaining/Whitesplaining) is an act in which a person of a dominant group speaks for or provides rationale to people of marginalized groups about topics related to oppression or inequity. Victim blaming refers to assigning fault to people who experience violence or wrongdoing and is used as a tool to discredit people of marginalized groups who speak out against microaggressions or any injustices. Finally, abandonment and neglect refer to a bystander’s failure to address or acknowledge microaggressions. Although these terms are commonly known among marginalized communities (and frequently used in popular media), there is a dearth in academic literature that substantiates these phenomena and relates them to microaggressions. The purpose of this article is to review these concepts in the psychological literature and to demonstrate the psychological harm caused by these behaviors on interpersonal and systemic levels.

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“…Experimental studies are also able to reveal cause-and-effect relationships, such as between frequency and type of microaggression with the ill consequences of such occurrences on the victim. To our knowledge, there have only been a few studies that have manipulated microaggressions experimentally in both hypothetical (Wang, 2012;Wang, Leu, & Shoda, 2011) and invivo interactions (Banks, 2015;Hoar, 2015;Wang, 2012). These studies have focused on racial microaggressions, but could be adapted to examine sexual orientation microaggressions as well.…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

Workplace Discrimination against Sexual Minorities: Subtle and not‐so‐subtle

2017

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Sexual minorities (lesbian, gay, bisexual, and transgender individuals; LGBT) experience workplace discrimination that leads to decreased physical and emotional well-being, and negative job outcomes.LGBT individuals may also experience microaggressions and ostracism in the workplace. Microaggressions are brief and subtle slights or insults that can be either conscious or unconscious, which have negative consequences similar to direct "old-fashioned" forms of discrimination. Ostracism, being ignored and excluded, has similar negative outcomes. Microaggressions and ostracism are often ambiguous and difficult to substantiate legally, whereas other forms of discrimination can be observed directly. We review the literature on microaggressions and ostracism, which have recently been investigated with LGBT populations, suggesting future research directions. We suggest practices for encouraging an organizational climate of acceptance.

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Why and when do racial microaggressions hurt? The role of perceived diversity credentials

Abstract: Why and when do racial microaggressions hurt? The role of perceived diversity credentials

Cited by 6 publications

References 87 publications

Investigating microaggressions against transgender individuals as a form of social exclusion.

Investigating microaggressions against transgender individuals as a form of social exclusion.

“It’s Not in Your Head”: Gaslighting, ‘Splaining, Victim Blaming, and Other Harmful Reactions to Microaggressions

Workplace Discrimination against Sexual Minorities: Subtle and not‐so‐subtle

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