The EASD Equity Chat for the month of October will focus on Implicit Bias and Microaggressions. You can use the resources below to increase your knowledge, challenge your assumptions, and/or take a stand to battle inequities in our school and community. The Culture and Climate committee will be hosting a zoom chat on October 27th from 7-8PM. We hope you can join us to share your experiences and build a stronger sense of community with all of our stakeholders. If you would like to register for the discussion, please click here.
Implicit Bias
Defined: Implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.
A Few Key Characteristics of Implicit Biases
Implicit biases are pervasive. Everyone possesses them, even people with avowed commitments to impartiality such as judges.
Implicit and explicit biases are related but distinct mental constructs. They are not mutually exclusive and may even reinforce each other.
The implicit associations we hold do not necessarily align with our declared beliefs or even reflect stances we would explicitly endorse.
We generally tend to hold implicit biases that favor our own in-group, though research has shown that we can still hold implicit biases against our in-group.
Implicit biases are malleable. Our brains are incredibly complex, and the implicit associations that we have formed can be gradually unlearned through a variety of debiasing techniques.
*Adapted from Kirwan Institute for Race and Ethnicity. The Ohio State University, 2020.
There are thousands of videos, articles, and research published on Implicit Bias. Here a three quick videos to help deepen your understanding. After you complete each video, take a few minutes to reflect. If you want to explore more, take a look at the "Additional Resources" below.
Additional Resources
How to Identify and Overcome Your Implicit Bias- https://online.maryville.edu/blog/addressing-implicit-bias
Understanding Implicit Bias-
https://kirwaninstitute.osu.edu/article/understanding-implicit-bias
Unconscious and Bias Training-
https://diversity.ucsf.edu/programs-resources/training/unconscious-bias-training
Microaggressions
Defined: A microaggression is a subtle verbal or nonverbal behavior, committed consciously or not, that is directed at a member of a marginalized group, and has a harmful, derogatory effect.
Types of Microagressions
Microinsults are subtle snubs, frequently unknown to the aggressor, that clearly convey a hidden insulting message to the target (Often the intent does not match impact.)
Microinvalidations are communications that exclude, negate, or nullify the psychological thoughts, feelings, or experiences of the target.
Microassaults are explicit and characterized primarily by a verbal or nonverbal attack that hurts the target through name-calling, avoidant behavior, or conscious discriminatory actions.
*Adapted from Sue, Derald Wing, Microaggressions in Everyday Life: Race, Gender and Sexual Orientation, Wiley & Sons, 2010.
Although the term racial Microaggression has been around since the 1970's, the concept has been amplified in the last decade (American Psychological Association). Here are three short videos focused on the impact of Microaggressions and some ideas on how to respond. After you complete each video, take a few minutes to reflect. If you want to explore more, take a look at the "Additional Resources" below.
Additional Resources
Breaking Prejudice- http://breakingprejudice.org/
Learning for Justice- https://www.learningforjustice.org/
Microagressions in the Classroom- https://otl.du.edu/wp-content/uploads/2013/03/MicroAggressionsInClassroom-DUCME.pdf
Interrupting Microagressions- https://academicaffairs.ucsc.edu/events/documents/Microaggressions_InterruptHO_2014_11_182v5.pdf
The Culture and Climate Committee will be hosting an Equity Chat on Implicit Bias and Microaggressions on October 27th from 7-8PM. Please register here and a zoom link will be shared for the event. Educators participating may also receive Act 48 credit hours by registering for the event in CPE Tracker.