Racial Microaggression | Racial microaggressions are intended or unintended acts of speech or behaviour that undermine, belittle, stereotype, or insult those in ethnic or racial minority groups. | Source: Spanierman, L. B., & Sue, D. W. (2020). Microaggressions in everyday life. Chapter 1: pages 9 -15) | Williams, M. T., Skinta, M. D., & Martin-Willett, R. (2021). After Pierce and Sue: A revised racial microaggressions taxonomy.Perspectives on Psychological Science,16(5), 991-1007. | |
|
Microaggression Impact | For the perpetrator, it's a single 'harmless' incident/remark. For the target, it is typically one of a continuous stream of incidents and remarks. This has a long-term impact on their health. | Source: Sue, D. W. (2010).Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons (Section Two, pages 83 164). | | |
|
Gender Microaggressions | When women's accomplishments are dismissed, their contributions are devalued, or they are objectified as sex objects. They limit women socially, educationally, in sports, and employment. | Source: Nosek, B. A., Banaji, M. R., & Greenwald, A. G. (2002). Math= male, me= female, therefore math me. Journal of personality and social psychology, 83(1), 44. | Greenwald, A. G., & Banaji, M. R. (1995). Implicit social cognition: attitudes, self-esteem, and stereotypes. Psychological review, 102(1), 4.Sue, D. W. (2010).Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons (Chapter 1: pages 16 18)Nadal, K. L., Hamit, S., Lyons, O., Weinberg, A., & Corman, L. (2013). Gender microaggressions: Perceptions, processes, and coping mechanisms of women. In M. A. Paludi (Ed.), Psychology for business success (pp. 193220). Santa Barbara, CA: Praeger/ABCCLIO. | |
|
Stereotype | Stereotypes give a particular quality to all members of a group, without regard for individual differences. While there may be some truth to the image, reasons are not taken into consideration. | Source: Hall, S. (1997). The spectacle of the other.Representation: Cultural representations and signifying practices,7. | Heilman, M. E. (2012). Gender stereotypes and workplace bias.Research in organizational Behavior,32, 113-135.Steele, C. M., Spencer, S. J., & Aronson, J. (2002). Contending with group image: The psychology of stereotype and social identity threat. In M. Zanna (Ed.), Advances in experimental social psychology (Vol. 23, pp. 379440). New York, NY: Academic Press. | https://www.diversityinclusioncenter.com/ouch-series/ouch-stereotype-hurts/ |
|
Male Privilege | An inherent advantage men have because of their gender, such as being able to move around public spaces without the fear of harassment or assault that many women or gender non-binary people experience. | Source: McIntosh, P. (2018). White privilege and male privilege. InPrivilege(pp. 28-40). Routledge. | | |
|
Sexual Objectification of Women | A woman is treated as a sexual object when she is commented on and touched without her permission. It sends the message that a woman's appearance is for the pleasure of others, and a woman's body is not her own. | Source: Fredrickson, B. L., & Roberts, T. A. (1997). Objectification theory: Toward understanding women's lived experiences and mental health risks.Psychology of women quarterly,21(2), 173-206. | | |
|
Intersectionality | People can be sexually objectified and racialized. Gender and race or ethnicity can intersect and lead to different experiences of discrimination than gender or race alone. | Source: Crenshaw, K. W. (2017).On intersectionality: Essential writings. The New Press. | | |
|
Individual Sexism | The assumption that individuals are incapable of accessing skills beyond those traditionally ascribed to their prescribed gender identity. It shows a lack of understanding of the complexities of human nature. | Source: Glick, P., & Fiske, S. T. (2001). An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality.American psychologist,56(2), 109. | | |
|
Gender Stereotype | Making the leap from some to all. It is an oversimplified picture that divides people into genders and attributes a particular quality to all members of a particular gender without regard for individual differences. | Source: Carli, L. L., Alawa, L., Lee, Y., Zhao, B., & Kim, E. (2016). Stereotypes about gender and science: Women scientists.Psychology of Women Quarterly,40(2), 244-260. | Perry, D. K., & Cannon, W. M. (1967). Vocational interests of computer programers. Journal of Applied Psychology, 51(1), 28.Heilman, M. E. (2012). Gender stereotypes and workplace bias.Research in organizational Behavior,32, 113-135. | |
|
Default Male | When the generic masculine is used for human experience, even though men, women and gender non-binary people have different experiences. The result is the needs of other genders are treated as 'niche' and not equal to men's needs. | Source: Criado Perez, C. (2019) Introduction The Default Male and other chapters in Invisible women: Data bias in a world designed for men. Abrams. | | |
|
Equality and Equity | Equalityinvolves giving everyone the same treatment.Equitymeans giving everyone what they need to be successful, depending on their needs and/or disadvantages, to ensure a fair outcome. | Source: Williamson, S., & Foley, M. (2018). Unconscious bias training: The silver bulletfor gender equity. Australian Journal of Public Administration, 77(3), 355-359. | Noon, M. 2017. Pointless Diversity Training: Unconscious Bias, New Racism and Agency. Work, Employment and Society 32(1):198209. | |
|
Sexual harassment | Unwanted physical or verbal behaviour that offends or humiliates sexually, whether subtle or overt. Harassment can be a serious one-off incident or behaviour that persists over time. | Source: Barak, A. (2005). Sexual harassment on the Internet.Social Science Computer Review,23(1), 77-92. | Hill, C., & Silva, E. (2005).Drawing the line: sexual harassment on campus. American Association of University Women Educational Foundation, 1111 Sixteenth St. NW, Washington, DC 20036. | |
|
Consent | Consent applies at every stage of a potential sexual encounter, even when intoxicated. If consent is not freely given, reversible, informed, enthusiastic, specific, it is sexual assault. | Source: Burke, L., OHiggins, S., McIvor, C., Dawson, K., & MacNeela, P. (2020) The Active*Consent/Union of Students in Ireland Sexual Experiences Survey 2020: Sexual violence and harassment experiences in a national survey of Higher Education Institutions. | | Sexual-Experiences-Survey-2020.pdf (consenthub.ie) |
|
Internalised sexism | The involuntary belief by many girls and women that the stereotypes and myths about girls and women that they see and hear constantly are true. They can internalize the prejudice they are experiencing. | Source: Cowie, L. J., Greaves, L. M., & Sibley, C. G. (2019). Sexuality and sexism: Differences in ambivalent sexism across gender and sexual identity.Personality and Individual Differences,148, 85-89. | Savigny, H. (2014). Women, know your limits: Cultural sexism in academia.Gender and education,26(7), 794-809. | |
|
Active bystander | To interrupt and prevent harmful social norms being perpetuated. This can involve standing up/speaking out/not laughing when hearing a sexist or offensive joke or comment/not sharing if it is online. | Source: Coker, A. L., Cook-Craig, P. G., Williams, C. M., Fisher, B. S., Clear, E. R., Garcia, L. S., & Hegge, L. M. (2011). Evaluation of Green Dot: An active bystander intervention to reduce sexual violence on college campuses.Violence against women,17(6), 777-796. | | |
|
Hegemonic masculinity | Masculinity is often ingrained as an opposition to femininity, resulting in traits associated with femininity being devalued while those that are associated with masculinity are seen as superior. | Source: Connell, R. W., & Messerschmidt, J. W. (2005). Hegemonic masculinity: Rethinking the concept.Gender & society,19(6), 829-859. | | |
