Practice Microaffirmations this Festive Season

I came across a term last week that I had sort of understood as a concept for a long time but not seen as clearly articulated – microaggression. This is according to AI “a subtle, often unintentional, comment or action that conveys a negative message to a person based on their marginalized group membership”. An example would be “You speak English quite well”. Psychiatrist and Harvard University Emeritus Professor Chester M. Pierce is credited as being the originator of the term in 1969, when he created the word to describe the insults and dismissals he regularly witnessed non-black Americans inflict upon those of African American descent. See this scholarly article  Microaggressions: An Introduction from Georgia State University  which says “Microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward people who are not classified within the “normative” standard. Perpetrators of microaggressions are often unaware that they engage in such communications when they interact with people who differ from themselves.” It discusses racial/ethnic, gender, higher education, and law microaggressions and observes “studies reveal, that microaggressions, while seemingly trivial in nature have major consequences for marginalized groups in our society”.

However, as we approach the festive season (I am just waiting for the latest storm to abate to put up our outside Xmas lights - hoping they still function) which encompasses not only Christmas but other celebrations around the same time such as Yule, Hanukkah, Kwanzaa and Winter Solstice, I wanted to focus not on this quite negative topic, but rather the opposite of microaggression which could be described as microaffirmation. This is defined again on AI as “small, subtle acts or statements that validate, affirm, and acknowledge another person in a positive and supportive way. These behaviours promote inclusion, respect, and belonging.
Examples of microaffirmations might include:
• Active Listening: Giving someone your full attention and showing genuine interest in their perspective.
• Recognition: Complimenting someone’s efforts or achievements, no matter how small.
• Inclusive Language: Using words that make people feel seen and respected.
• Encouragement: Offering support or affirming someone’s capabilities.
These small actions counterbalance the negative effects of microaggressions by fostering a more inclusive and affirming environment.”

See this short but to the point HR blog Practice Microaffirmations to Help Build a More Inclusive Workplace which proposes that “Microaffirmations acknowledge an individual’s identity, recognize and validate their experience and expertise, build confidence and trust, and foster belonging. They can be conveyed through nods, facial expressions, choices of words, and tones of voice that communicate inclusion, caring, and listening. Examples of microaffirmations are publicly giving a co-worker accolades for an accomplishment, referring to specifics of a past conversation to show that you listened and remembered, and saying hello to someone as they enter the workplace.”

While this Forbes article Leveraging Microaffirmations Can Transform Workplace Culture proposes that “In the workplace, when leaders make small gestures of gratitude, they demonstrate pride and confidence in their team members. By promoting consideration and esteem, microaffirmations can change the organizational atmosphere, improve employee health status and bolster team cohesiveness.” Its suggested strategies include:

• Lead By Example: People leaders should be approachable and encouraging.
• Add To Formal Evaluations: Include microaffirmations in your performance evaluation processes.
• Invite Peer Recognition: Encouraging peer-to-peer acknowledgment can promote affirming gestures across departments.

It is these small gestures that really count and can be very important in a professional business context. If a busy manager passes a colleague in the corridor of an office and ignores them, they immediately feel the worst – thinking what have I done wrong? In reality they are probably the last thing on their boss’s mind. However, a simple warm greeting or passing comment or even just a smile avoids this and instead creates a positive impression. This short blogasks “can intentional acts of micro-affirmation foster inclusion, boost self-worth, and help employees achieve their full potential?” and concludes they can and “should be an integral part of how we interact in the workplace.” Commenting that: “A micro-affirmation is a small acknowledgment of another person’s value. It’s a subtle act of inclusion and kindness that goes a long way when built into company culture or even just one person’s everyday practice”.

See also this TED article How to be an ally in the workplace: 13 ways to do it which comments “In contrast to microaggressions, microaffirmations are little ways that you can affirm someone’s identity; recognize and validate their experience and expertise; build confidence; develop trust; foster belonging; and support someone in their career. Microaffirmations can help mitigate and disrupt the harmful effects of historical oppression, systemic inequity, cultural marginalization and personal biases.” It then proposes some to try out.

• Get to know people, and pay close attention to their words and ideas.
• Acknowledge important religious and cultural holidays and life milestones.
• When someone isn’t participating, take notice and support them.
• Invite someone to speak and share their expertise.
• Establish ahead of time what behaviors and skills demonstrate proficiency and leadership in a role.

The potential challenges of microaggressions and the benefits of microaffirmations occur I suggest in all branches of our professional world including, for example, medicine. See this article from the American Journal of Medicine Creating a Culture of Micro-Affirmations to Overcome Gender-Based Micro-Inequities in Academic Medicine which comments “Cumulative micro-affirmations have the potential to foster individual and collective growth and allow everyone to thrive. Examples of micro-affirmations include:

• Appreciative inquiry: “What is something you are working on that you are excited about?”
• Recognition and validation of experiences and feelings: “I know that not getting the grant is a disappointment or having a patient complication is challenging.”
• Reinforcing and rewarding positive behaviors: “Congratulations on your publication!” 
• Intentional inclusion in professional settings (meetings, conferences, presentations) and information networks.
• Introducing team members by name and role: “This is Dr. _____, a resident working on your care team.”

So whatever profession we practice and creed or religion we follow (or not) as we hurry into the festive season in what can be a stressful time at work with year-end deadlines etc. (whilst simultaneously organising presents, holidays and family get togethers) let’s try to find ways to practice microaffirmation with colleagues, friends and family.
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“No one can make you feel inferior without your consent”. Eleanor Roosevelt.

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