Lecture 6 January 24 Foundational anti oppression frame work - Microagressions - Unconscious bias - “Microagressions is an unconscious statement or action regarded as discrimination against a marginalized community” - “Microgaression can be a conscious or unconcious microprejudice” What is prejudice? - Stereotype towards certain groups - Unfair treatment - Negative addititude (or favouring) - Purposeful ignoring Microagression: - Everyday verbal, nonverbal and environmental slights, snubs, or insults, whether intentional or unintentional which communicate hostile, derogatory or negative messages to target persons based solely upon their marginalized group membership - Using intersectionality and/or confluence as analytical tools, why did they charge operating room murse ask the african american intern “if she was he help” - Shows difference, important to understand social identity - Implicit biased, she doesnt believe that black poeple cant be in that position - They might not have as strong of a self within school, would be hard to push urself to get to med school without external gratification - Systematic oppression, less likely to get into schools - Judged her based on social identity - Correlation between microagression, mental health/ personal health and physical illness - Intention vs impact (damaging!!!) - Not always intentional, how does someone manage that? - Implicit biased - Looking at history, and how racist policies are embedded in laws, and policies, immigration, who is given access who isnt, mental health - Impact caused issues with self confidence and security Types of Microagressions - Micro assault: level of coniousness. “Old fashioned discrimination” overt form of discrimination, conscious of word choice/action/racial jokes and/or slur but “denying prejudice” via statements such as “i was just joking”. Viewed externally - Microinsults:Statements or behaviour that unintentionally or unconsciously convey a discriminatory message to members of a target group. - E.g. “you speak english to well…. Is that your real hair?... Where are you from? - Microinvalidations: statements that dismiss, negate, undermine and or exclude the personal thoughts/realities of equity-deserving groups - “Well what do they want? To be apart of us or not.. Make up your fucking mind” - Environmental microaggression: when microassult, microinsults and microinvalidation are “relfected in the culture, process and climate” of an enviorment - (e.g. Classroom ,residence, workplace etc) - By not believing is invalidation “hmmm idk this wasnt my experience” ppl in the changing rooms; everyone seems to leave…. Form of microagression Impacts of Microaggression - People of colour (for example) often have their lived racial realities about bias and discrimination met with disbelief by our society. - They are often told that they are oversenstive, paranoid, and misreading the actions of others. - They are asked, “arent you mind reading? Arent you distorting the truth? Where is the evidence?” - “Microaggressions are not trivial and insignificant but have a continuing and oftentimes harmful macro impact. - Those in the majority group, those with power and privilege and those who do not experience microaggressions are privileged to enjoy the luxury of waiting for proof” - “Microaggressions and implicit bias are often internalized by the receiver” Unconscious bias - “Unconscious bias or implicit bias, describe unconscious attitudes or beliefs we hold about diverse groups of poeple. - Unconscious biases operate on the subconscious level and are difficult to detect without a proper toolkit. Everyone holds unconscious and implicit associations with different groups of people through our interactions with the world via social media, our friends and family, education, cultural and social context, religion, news and television Unconscious/Implicit Biases How does an intersectional and/or confluence lens deconstructs implicit bias as a “masquerade” for “preference for certain types of physicians”, teachers, managers, professors, students and nurses - “I prefer to have a male doctor”, “white doctor” - They cant say they don't want a female doctor, they can hide behind the idea that it is a “preference” rather than prejudice Addressing Microaggression and unconscious bias - Awareness and recognition that microaggression and unconscious biases exist ACTION Ask for clarification Come from curiosity vs judgment (understanding that there are different ways of knowing_ (careful/active listening) Tell others what was observed Do Impact exploration (discuss the impact of the statement and action) Own your thoughts and feelings around impact Discuss Next steps… eg. apologize, make a conscious effort for positive change etc Lecture 7: Sex and gender discrimination January 26 Acronym and definitions L - Lesbian G - Gay B - bisexual T - trans/transgender Q - queer/questioning 2 - two-spirit I - intersex A - asexual (ace) + Pansexual, non-binary, genderfluid, agender, demisexual, aromantic Trans and gender diverse identities - Transgender: an umbrella term for individuals whose gender identity is different than the sex they were assigned at birth that fall between, across, off, or within the gender binary. The term trans represents transgender, non-binary, genderqueer, agender, genderfluid, two-spirit, and others whose identities fall inside or outside cisgender paradigms. - Gender diverse: an umbrella term that fall under that umbrella term transgender for individuals whose …….. - Gender identity: gender is a spectrum, and someones gender identity may be anywhere within along, or outside the gender spectrum. It is their sense of being a women, man, both or neither or anywhere in between. A persons gender identity may be the same as or different from their birth-assigned sex. Gender identity …….. - … - …. Systems and barriers - Heteronormativity - the believe that straightness and straight relationships are the default are more “normal” than queer people - Heterosexism - Cis-heteronormativity - A pervasive system of belief (on an indiviual, systematic or ideological view) that being cisgender and heterosexual and associated ways of being in the world are the default and ‘normal’ Allyship - An active, consistent and arduous practie of unlearning and re-evaluating, in which a person in a position of privilege and power seeks to operate in solidarity with a marginalized group - It is not an identity - its a lifelong process of building relationships based on trust, consistency, and accountability with marginalized individuals and/or groups of people - It is not self-defined ……. Implicated subject - Occupy positions aligned with power and privilege without being themselves direct agents of harm; they ….. Two types of allyship - Performative - Surface-level - Not aimed at changing systems of oppression - Taking action only once called out, taking a …… - Genuine - Doing research & engaging in your own learning - Donating money, showing up to rallies, posting and sharing content, engaging friends and relatives in conversations - Supporting the work of queer advocates and activists - Believing marginalized ……. What approach should I take? - Calling it out - Public, in the moment, stops behaviour immediately - Can be shaming, isolating, punishing - Takes energy and possibly discomfort - ‘Wow nope, i need to stop you right there’ - Calling it in - Done privately, after the fact, encourages conversation - Provides chance to explain ‘why’ - Takes energy and patience (& prossibly discomfort) - ‘Im curious, what did you mean when you said that?’
