The document discusses microaggressions and their impact. It defines microaggressions as subtle behaviors or comments that communicate bias against marginalized groups. Examples are provided of racial, gender, and identity-based microaggressions. The document notes that microaggressions can negatively impact mental health and have costly financial impacts through discrimination lawsuits. Strategies are suggested for recognizing and addressing microaggressions.

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2. https://www.linkedin.com/in/antonio-perry/
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Tony Perry
Product Marketer
Hello everyone! My name is Antonio Perry,
but everyone calls me Tony.

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5. Why this presentation matters…
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• Walk the walk, and not just
talk the talk.
• Team cohesiveness, and
efficiency.
• Costly.
• It’s the future of the
workforce.
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6. What are microaggressions?
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Microaggressions are defined as the
everyday, subtle, intentional — and
oftentimes unintentional — interactions or
behaviors that communicate some sort of
bias toward historically marginalized groups.
Microaggressions aren’t just offhand comments
either… They can be nonverbal too.
Macroaggression are large scale or overt
aggression toward those of another race,
culture, gender, etc.

7. #ALIGN20
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What might’ve been a “harmless
joke” to him, was everything but
harmless to me…

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Recent research on microaggressions provides strong
evidence that microaggressions can lead to elevated levels
of depression and trauma among minorities.
Mental Cost
BIPOC who reported experiences of racism also experienced
the following mental health issues:
• Depression
• Stress
• Emotional distress
• Anxiety
• Post-traumatic stress disorder (PTSD)
• Suicidal thoughts

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Corporations have paid out at least $2.7
billion in civil-rights and labor lawsuits
since 2000.
Financial Cost
$2.7 Billion
The most prevalent categories were
cases of race and gender
discrimination.
Race - 189 cases + Gender - 168
cases = 2 Billion dollars up in flames

10. Racial-based (ethnic)
Microaggressions
Comments or actions that are
shaped through harmful
stereotypes that often attribute
characteristics to individuals
based on their racial makeup.
Stereotype: Black people are
inherently more violent than
others.
Microaggression: Clutching a
purse when you walk past a
Black person in the office.
Gender-based
Microaggressions
Comments or actions that
are shaped through harmful
stereotypes that often
attribute characteristics to
individuals based on their
gender.
Stereotype: Women are
often seen as “hysterical.”
Microaggression: Calling
your boss, or any women in a
position of authority, “crazy.”
Identity-based
Microaggression
Comments or actions that are
shaped through harmful
stereotypes, and ignorant
assumptions that often
attribute characteristics to
individuals based on their
gender identity.
Stereotype: Trans people
should/want to meet
cisgender beauty standards.
Microaggression: Holding
trans people to binary
cisgender beauty standards.
#ALIGN20 10

11. Let's spice things up a bit
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1. You’ll see an example of what NOT to say
2. Determine the category the microaggression fits best in
• Racial-based
• Gender-based
• Identity-based
3. Share your thoughts in our group chat!

12. What Not to Say
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'You're so articulate!’

13. What Not to Say vs. What to Say
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What Not to Say…
'You're so articulate’ | When a White colleague tells
a colleague of color, particularly a Black colleague,
'You're so articulate' or 'You speak so well,' the
remark suggests that they assumed the person in
question would be less articulate, and that they’re
surprised to find out they aren’t.
What to Say…
Nothing. You can commend people on their specific
ideas or insights but commenting on how people
speak is unnecessary.

14. What Not to Say
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'Your name is so hard to
pronounce. I’ll just call you …
instead'

15. What Not to Say vs. What to Say
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What Not to Say…
'Your name is so hard to pronounce. I’ll just call you
… instead' | The remark suggests that the person in
question does not fit in culturally or linguistically,
and that their identity is not worth taking time to
learn about.
What to Say…
If you can't pronounce a colleague's name, just ask
them how to say it. Don't point out that it's foreign
or unfamiliar to you.

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(Interrupting someone mid-
speech) 'Well, actually, I think…’
What Not to Say

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What Not to Say/Do…
(Interrupting) 'Well, actually, I think…’ | Men are
nearly three times as likely to interrupt a woman
than another man.
The New York Times called men interrupting
women "a universal phenomenon.“
What to Say/Do…
Wait for the person to finish their thought. And if
you like their idea, give them credit.
What Not to Say vs. What to Say

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‘My boss is crazy’
What Not to Say

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What Not to Say…
‘(Referring to a woman) My boss is crazy’ | When
you call a woman "crazy," it suggests that her
concerns or actions are illogical, rather than the
result of critical thinking
What to Say…
Try to understand your colleague's viewpoint rather
than ascribing her actions as illogical. If you still
don't agree, you could say: "I don't understand her
perspective on this" — then ask her for her insights.
What Not to Say vs. What to Say

20. 2020
'You're transgender? Wow, you
don't look like it at all’
What Not to Say

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What Not to Say…
'You're transgender? Wow, you don't look like it at all’
| This might sound like a compliment but in reality, It
indicates that the speaker feels as if looking as close as
possible to cisgender (those who identify with the
gender they were born with) should be what trans
people aim for.
What to Say…
Say nothing and understand that Trans people can be
beautiful in their own way without being judged by
ridiculous cisgender beauty standards.
What Not to Say vs. What to Say

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‘Oh, you're gay? You should
meet my friend James. He’s gay,
too!’
What Not to Say

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What Not to Say…
‘Oh, you're gay? You should meet my friend James. He’s
gay, too!’ | Gay people have preferences, and standards
just like everyone else. To suggest that a gay co-worker
should date someone else you know solely because
they’re gay suggests that being gay is all gay people look
for in a partner. It’s exactly like setting up a straight
coworker with a random straight person you know of the
opposite gender — just because they happen to both have
the same sexual orientation.
What to Say…
Say nothing. Stick to your job title. If your coworker of any
sexual orientation wants your help meeting new people,
they'll ask you.
What Not to Say vs. What to Say

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What are Microaggressions
Microaggressions are everyday insults made by usually well-
intentioned people.
Who Do They Affect
They affect people from many marginalized groups, especially
Black people and other POC (BIPOC).
The Cause
They’re caused when your brain gets “stuck” on noticing
someone’s differences.
Unlearn & relearn
You can learn how to retrain your brain and prevent yourself
from committing microaggressions.
Check Yourself
Check your assumptions, show empathy and try not to get
defensive if someone calls you out.
Quick Recap

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Check out our Diversity and Inclusion Playlist
I’m proud to say we have some great resources
inside our library you can watch to help jumpstart
your unlearning and relearning journey.
Read, Read, Read
In addition to popular books like How to be Anti-
Racist by Ibram X. Kendi and So You Want to Talk
About Race by Ijeoma Oluo, I’d highly suggest
focusing on books that discuss the following topic
areas;
• American history – Particular American Slavery,
Jim Crow (American Apartheid), and the history
of housing segregation.
• True African history
• Decolonize your anti-racist library
Anti-Racist Resources

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Learn when it’s time to listen, and when
it’s time to activate.
Spread knowledge and encourage others
to join the fight!
Last, but not least

27. Questions?

28. FREE RESOURCES!
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Topics include:
• Anti-racism
• Unconscious bias
• LGBTQIA+
• Diversity Toolkit
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Katie Miller
Marketing Events Strategist
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Tony Perry
Product Marketer
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