By Philo Yunrui Wang
The office of Diversity, Equity, and Inclusion at SUNY Plattsburgh hosted the first session of a two-part workshop series on microaggressions and microinsults Tuesday, Sept. 17.
The second part of the series, which will focus on microinvalidations and microassaults, is set for next Tuesday, Sept. 24, at 3 p.m. in the Alumni Conference Room in the Angell College Center. Students, faculty, staff and community members are encouraged to attend this important event, which will continue discussions on confronting subtle but harmful forms of discrimination.
DEFINING MICROAGGRESSIONS AND THEIR HARM
Microaggressions are everyday slights, comments or behaviors that, whether intentional or not, communicate derogatory or prejudiced messages to marginalized groups.
“Microaggressions are not always obvious. In fact, what makes them so insidious is their subtlety. But even comments that are meant as compliments can reinforce harmful stereotypes,” said Allison Heard, vice president of the office of Diversity, Equity & Inclusion, who is one of the workshop’s facilitators.
One prominent example discussed was the comment, “You speak excellent English,” which, while seemingly positive, implies that the recipient is a perpetual foreigner — an outsider who does not truly belong in this country.
Participants were introduced to research showing that microaggressions can have a more profound and lasting impact than overt acts of racism, due to their frequency and the way they undermine an individual’s sense of belonging.
Naomi Adebayo, another facilitator of the workshop, referenced a taxonomy from 2007, which helped to categorize different types of microaggressions and give marginalized individuals a language to express their experiences.
SHARING PERSONAL EXPERIENCES
As the workshop progressed, participants were invited to share personal experiences of microaggressions. One participant recalled being asked, “Where are you really from?” — a question that often implies that one’s ethnicity or appearance makes them less “American.”
Other participants spoke about instances where people assumed they were from specific countries based solely on their appearance. Using stereotypes as conversation starters, such as speaking random phrases in Spanish to non-Spanish speakers, was also brought up.
Participants discussed a video example where someone’s hair was touched without consent. Many attendees resonated with this scenario, sharing their own similar experiences and expressing how such actions treated them as an object of curiosity and made them feel dehumanized. The facilitators highlighted how this form of intrusion, though seemingly small, conveys a lack of respect for personal boundaries and cultural sensitivity.
BUILDING SKILLS FOR ADDRESSING MICROAGGRESSIONS
One of the key goals of the workshop was to equip participants with the tools to address and prevent microaggressions in their daily lives.
“The goal is not to be perfect, because no one is perfect,” Heard said. “Rather, it’s about learning to reduce the frequency of these incidents by becoming more self-aware and thoughtful in our interactions.”
Participants discussed the importance of self-reflection when engaging with others, particularly those from marginalized groups. Simple but critical questions such as “Is what I’m about to say based on a stereotype?” or “Am I being unnecessarily intrusive?” were offered as tools to prevent microaggressions before they occur.
The session also focused on the role of bystanders, encouraging attendees to intervene when witnessing microaggressions.
“It’s not enough to avoid being part of the problem,” Heard said. “We need to be active in creating solutions — whether that’s calling out a microaggression in the moment or supporting those who have been affected by it.”
FROM THE PERSONAL INTERACTIONS TO PROFESSIONAL SETTINGS
In addition to personal interactions, the workshop highlighted how microaggressions can occur in professional settings. One example from the discussion centered on workplace dynamics, where assumptions about someone’s qualifications based on their race or gender can undermine their accomplishments.
“This type of microaggression,” Heard explained, “can have long-term effects on career progression and self-esteem.”
LOOKING FORWARD TO PART II
The second part of the series, scheduled for Sept. 24, will build on the discussions from the first session and focus on microinvalidations and microassaults — forms of discrimination that, while more overt, are still deeply harmful. Participants will engage in further discussions on how to recognize and dismantle these behaviors, both as individuals and as a community.
“Trust, collaboration, and accountability are at the heart of this work,” Heard said in closing. “We all have a role to play in building a community where everyone feels seen and respected.”
For more information about the workshop, please visit
Instagram @platts_dei or email the DEI at diversity@plattsburgh.edu.
