Open AccessMinimizing and addressing microaggressions in the workplace: Be proactive, part 2
Author(s) -
Shamika Dalton,
Michele A. L. Villagran
Publication year - 2018
Publication title -
college and research libraries news
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.281
H-Index - 23
eISSN - 2150-6698
pISSN - 0099-0086
DOI - 10.5860/crln.79.10.538
Subject(s) - opposition (politics) , affect (linguistics) , inequality , social psychology , compensation (psychology) , civil rights , psychology , political science , productivity , prejudice (legal term) , law , economic growth , economics , mathematical analysis , mathematics , communication , politics
Our nation’s history plays a huge role in the way we perceive underrepresented groups. From slavery to segregation, to the inequality in compensation for women and people of color, to the refusal to wed same sex couples, discrimination and opposition has plagued the United States for decades. Since the Civil Rights Movement, discrimination towards underrepresented groups has shifted from overt acts to subtle and semiconscious manifestations called microaggressions. These manifestations reside in well-intentioned individuals who are often unaware of their biased beliefs, attitudes, and actions. They can lead to inequities within our relationships and affect our work productivity.