GDS Navigating Microaggressions

Georgetown Day School
Rosetta Eun Ryong Lee
Seattle Girls’ School
Navigating Microaggressions:
When You Receive, Witness, or Do
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

Courageous Conversations
in Our Schools and Lives

Debunking Some Myths
 All or None
 Mistakes
 Apologies
 “Tonsils” Theory
 Vulnerability

Growing Through Mistakes
William Taylor’s Reflective Competence Model

What Are Microaggressions?
Accumulated Impact
Regular, Frequent, and Pervasive
Based on Stereotype
Often Unintended

Speaking From the Heart

What We’re Thinking and Feeling
When Receiving the Microaggression
Did that really
happen? Do they
realize? I want to
trust, but I’ve had
this happen so
many times before.
I am so stressed,
confused, hurt….

What We End Up Saying
When Receiving the Microaggression
That was so
offensive!
I can’t believe
you did that!

Be A DEAR….

Self Advocacy Through Microaggressions
 Affirm the person or relationship
 Describe the behavior without judgment
 Explain the emotion/impact and your filters
 Assume positive intent
 Request or suggest different behavior
*** Key Points: timing, I statements, actions not
adjectives, inside feelings not outside feelings***

Self Advocacy Through Microaggressions:
An Example
I really appreciate having you as a friend. I
have so much fun with you, and I can tell you
anything. Earlier today, when I got my math
test back and I got 98%, I heard you say, “Well
of course you got a 98% - you’re Asian!” I was
pretty hurt when I heard that. I work hard in all
my classes to get good grades, but so many
people assume it’s because of my race. It’s
sad that I don’t get to own my hard work and
accomplishments like everyone else. I’m
pretty sure you didn’t mean for me to feel that
way. Can I ask that you please don’t say
things like that anymore, where my good
grades have anything to do with my race?

Practice Round:
Self Advocacy Through Microaggressions
 Affirm the person or relationship
 Describe the behavior without judgment
 Explain the emotion/impact and your filters
 Assume positive intent
 Request or suggest different behavior
*** Key Points: timing, I statements, actions not
adjectives, inside feelings not outside feelings***

Being A Witness

What We’re Thinking and Feeling
When Witnessing Microaggressions
I can’t believe this
is happening.
That’s SO not
right. Should I
say something?
Am I butting in?
Would it help?
I am so upset!

What We End Up Saying
When Witnessing Microaggressions

What Others Hear When We Say Nothing
See? They
agree with me!
I am so right
about this.
No one sees or
understands. I
am alone.

They were born
innocent…

NCBI Effective
Interventions Model
 Reduce Defensiveness
– Tone
– Body Language
– Respect
 Keep the Conversation Going
– Hear Them Out
– Ask Open-Ended Questions
– Set Aside Your Feeling for the Moment
– Dialogue
 Build the Relationship
 Stop the Behavior
 Win an Ally

Say Something to Somebody
 Now or Later (or Say It Now About a Later)
 Target, Agent, Fellow Bystanders, Authority Figures
“In the End, we will remember not the words of
our enemies, but the silence of our friends.”
Martin Luther King, Jr.

Intervening in Microaggressions: Examples
 Ask open ended questions
– “He was acting like a sissy?.”
– “How was he acting? And why is that problematic?”
 Find out the experience motivating the comment
– “Why can’t they just speak English around here?”
– “It must be hard not to understand what people are saying around you.”
– “I’m sick of my tuition paying for scholarship students”
– “Tell me more about about that.”
 Use exaggerated humor to highlight what’s going on
(use sparingly)
– “What do LGBTQ people think about this issue? ”
– “I don’t know – I’ll go ask. It might be a while, since there are millions of us out there.”
 Join the person and do not make yourself superior
– “She got that award because she’s Black and female.”
– “You know, I hear that a lot. I’ve been trying to figure out why we seem to think when a
Black woman gets recognized it must be because of ‘diversity’ or ‘affirmative action’
stuff rather than that she earned it.”

Practice Round:
Intervening in Microaggressions
 Ask open ended questions
 Find out the experience motivating the comment
 Use exaggerated humor to highlight what’s going
on (use sparingly)
 Join the person and do not make yourself superior

Listening to the Real Message

What Was Said During the Intervention
Those words or
actions are
hurtful to me.
Please stop.

What We Hear During the Intervention
You are a
bad, bad
person, and I
hate you!

What We Should Hear
During the Intervention
You are basically a good
and decent person. As
with all of us, you’ve
made a mistake, and you
may not know how that
mistake is impacting
others. I am going to
give you the gift of
information so that your
intentions and impacts
match up.

It’s a gift…

When You’re Told About
Microaggressive Impact You Created
 Listen with full attention
 Don’t try to defend or respond right away
– Take deep breaths
– Acknowledge your feelings
 Your mistakes don’t define you
– Be worthy of their trust and gift
 Prioritize the Impact over Intent
– Apologize for real
*** Moving through these moments with grace is
called shame resilience. It’s a vital skill***

Microaggressive Impact You Created:
Examples
 “I really appreciate your telling me this.”
 “I’m so embarrassed that I did that.”
 “I’m so sorry my words and actions made you feel
that way. No matter what I intended, it hurt you.”
 “I’m pretty overwhelmed right now, and I don’t
want to respond in a way I’d regret. Do you think
you can help me come up with a better way to
handle that situation after I take a few minutes?”
 “I wanted to go back to a moment I don’t think I
handled very well… Can we talk?”

Reflection Round:
Microaggressive Impacts You Created
 Listen with full attention
 Don’t try to defend or respond right away
– Take deep breaths
– Acknowledge your feelings
 Your mistakes don’t define you
– Be worthy of their trust and gift
 Prioritize the Impact over Intent
– Apologize for real

Final Words of Advice:
Recognize Your Triggers

Find Your Bucket People

Practice Makes
Less Freeze-Ups

If You Messed Up and You Know It,
Don’t Wait for the Intervention –
Just Apologize

If You’re Really Sorry,
Work to Improve

Build Authentic Relationships

Inclusive Communities

Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girls’ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee

Final Questions or Comments?

Resources
• Anti-Defamation League
• Brené Brown
• Cross Cultural Connections
(www.CulturesConnecting.com)
• National Coalition Building Institute
• The People’s Institute
• Stirfry Seminars
• Teaching Tolerance
• The Thiagi Group

GDS Navigating Microaggressions

More Related Content

What's hot (20)

Viewers also liked (19)

Similar to GDS Navigating Microaggressions (20)

More from Rosetta Eun Ryong Lee (20)

Recently uploaded (20)

GDS Navigating Microaggressions