Empathy-Worksheet2-1
Microagressions
Revised_Inclusivity_Chart_Doc_Labeled_p5uvcza
Implicit Bias
Overview
This resource was created to help students understand that implicit biases are mental shortcuts that all brains do. They happen without awareness and are socially conditioned and unconscious. A person's conscious mind might not truly agree with the implicit bias that they harbor and could unintentionally act upon.
It is important to learn about implicit bias to prevent the negative consequences of these biases. To thrive in this world, we all need to know how to work together. Unfortunately, some barriers need to be overcome. Teamwork skills are vital, and a positive, inclusive environment helps greatly in the development of teamwork skills.
What is Implicit Bias?
For Instructor:
It is essential to stress that this is without awareness. People make these assumptions about themselves and others. Both Positive and negative.
It would be helpful to use Persuall with the class annotating various lines and sharing their thoughts and experiences. Papers and case studies are helpful, especially regarding stories from people experiencing microaggressions.
Visit- A Very Well Mind: Implicit Bias Overview
Implicit Bias = Unintentional Blindspots
Important to remember:
We all have them, and we don't know that we are using them.
It is our Brain's natural tendency to create patterns and associations shortcuts for processing data.
We can consciously disagree with our unconscious internal concepts. We don't know that a part of us is operating from a perception we would disagree with.
We develop it from Cultural conditioning, such as media portrayals and our upbringing in our every day surroundings.
What are microaggressions?
For Instructor:
The added resources could be set up in a Pursuall for group annotation.
Another suggestion is to set up a discussion board on the following link:
The attached inclusivity wheel has several areas that would trigger implicit biases.
Tool: Recognizing Microaggressions and the Messages They Send
NOTE- Something to ponder...
From page 47 of Dr. Ibram X. Kendi's "How to Be An Antiracist" book:
"I do not use "microaggression" anymore ... I detest its component parts—'micro' and 'aggression.' A persistent daily low hum of racist abuse is not minor. I use the term 'abuse' because aggression is not as exacting a term. Abuse accurately describes the action and its effect on people: distress, anger, worry, depression, anxiety, pain, fatigue, and suicide."
My Thoughts (Kim Crayne):
Dr. Kendi says it is a racist act to avoid using the term racism to describe racist behavior. I do see his point. I am pondering my position. However, some microaggressions are about being minoritized because of sexism, ableism, ageism, etc. I may use combination phrases such as "Everyday style racism of severe microaggressions," or maybe I will say "microaggressive racial abuse," "severe microaggressive racial abuse," or "everyday-style racist microaggressive abuse."
The problem with the word micro is that it seems like it has little impact when in fact, the impact is very large. It is like the Chinese torture of "death by a thousand cuts"
Microaggressions*
aka "everyday underlying racism, or sexism, or ageism, or ableism, etc."
These are brief and commonplace actions, comments, or environments that are indignities toward a minoritized person.
They can be intentional or unintentional. Most microaggressions are unintentional, but they matter because they have a negative cumulative effect on the well-being of the targets. Thus caused by unconscious, aka implicit biases.
Three types include:
- microinsults
- usually unconscious and convey rudeness/insensitivity
- conveys rudeness and demeaning of heritage or identity
- microassaults
- often conscious and deliberately derogatory
- verbal or nonverbal attacks such as name-calling or avoidant behaviors
- microinvalidations
- usually unconscious and excluding the thoughts, feelings, or experiences of a minority group
- negates the experiences, realities, and feelings
*coined by Dr. Derald Wing Sue
Many types of implicit bias
There are over 50 types of cognitive biases.
Such as:
Attribution bias.
Deciding that some people succeed because of something internal about them, but with others, that success is attributed to something external about them.
Confirmation bias.
Selective thinking is when one ignores evidence that contradicts the bias and only looks for information to confirm one's beliefs.
Normative bias.
Being attached to the concept of how a person should be, affects the ability to see the positives of things outside of these definitions.
Link to 19 unconscious biases based on Sex, Gender, Age, Ethnicity, etc.
What can we do?
To manage our own implicit biases, we can do the following:
Develop Growth Mindset
- The opposite of a growth mindset is a fixed mindset. A fixed mindset is a negative bias that relies on stereotypes. It sees the self or others as "less than" failures or something wrong with the person.
- A growth mindset is a compassionate growing mindset of having grace, learning from mistakes, and believing in ever-growing and improving and developing skills that you may not have yet.
Exercise Empathy
- What are the positive things that you or another needs in the situation? Focus on what is needed now, and Assume positive intent. Listen and do your best to put yourself in the shoes of another point of view.
Commit to Belonging
- Every single person has a unique experience. Tell yourself that you belong and are enough, and work to believe it. You belong where you believe you belong. Belonging is not fitting it. Belonging requires you to be you.
- Expose yourself to people different than you. Inclusivity means creating spaces of belonging. Get to know someone very different than you. Believe they belong, Create Community, and have patience and faith. Use your growth mindset.
Practice Mindfulness and Self Awareness
- Observe your thoughts, feelings, and sensations without placing any value judgment on them. It is about developing awareness and acceptance.
- Slow down. Your implicit biases are automatic thoughts that pop up, implanted by the prevalent culture you live in. Avoiding acting on them prevents discrimination and microaggressions. Ask yourself, Would you be saying or responding the same way if this person looked or sounded differently?
Value Integrity and Accountability
- Although conscious biases are different than unconscious biases because it is not possible to know in advance what our implicit biases are. We can assume, as products of our culture, that many of our implicit biases are related to past cultural stereotypes of our society at large. Integrity requires that we truly work to have our behavior match our beliefs. This means practicing accountability for our behaviors.
- We must own our behaviors and strive to do better.
Activities
For Instructor:
These activities could be posted on the Canvas discussion board or a google site with a google classroom.
The persuall should be something that is age appropriate. The attached files could be used for older students (college level).
1. Assignment
Section 4 (see page 5) is called "What can we do?"
Several items are listed. As of today, which of these is most important to you, and why? This is a prompt for you to choose one of the following:
- to make a 3-5 minute video, a 3-5 APA style paper, or some other project that you get approval upon.
2. Discussion Board SHOWCASE Activity:
Link to 19 unconscious biases,
Make a post to express yourself about one of the 19 common biases.
- can be a poem, a video, a song, a dramatization, a comic strip, an infographic, a story, a lesson, a personal experience, a dance, a Prezi or Powtoon, a presentation, a speech, etc. The point is to create or upload a post that showcases your thoughts or creativity on whatever inspires you to express yourself from this link.
- Respond to at least one classmate with questions or thoughts inspired by their post.
3. Perusall Activity
Annotate 5-7 thoughts on the uploaded paper, and respond to your peers if you can.