Microaggression

Student’s Name
Course
Tutor’s Name
Date
Microaggression
Microaggression
Microaggression refers to usual and short-lived daily behavioral, verbal, or environmental humiliations, which are either unintended or deliberate, and that express negative, offensive, or hostile racial insults and rebuffs toward persons of color (Sue 4).
Examples of Microaggressions experienced by Dr. Berry
The first instance of microaggression experienced by Dr. Berry is being presumed, because she is a female and African-American, to be less qualified and skilled than her white male counterparts, and that she was only hired to fulfill a double minority quota (Berry 1). Dr. Berry insists that those who are against the affirmative action have managed to destroy the legality of the regulation and tar the status of any person who might gain from the policy. She notes that she is aware of the act of microaggression via a feeling that she obtains from the tone of people’s voice (Berry 2). Likewise, some of the students call her Ms., while her male colleagues are referred to by the learners as Professor or Doctor. Dr. Berry mentions that she is not alone as other female professors are also treated the same way. The second example is that when Dr. Berry is in class, her origins are being questioned, grading considered as too unfair or strict, lectures criticized, and her prospects dismissed as too difficult or high (Berry 2). She says that she once had a learner who would evaluate notes with her that he had taken on her lesson, then provide guidelines on how she could improve her notes.

Seemingly, the student thought he was doing a favor for her, regardless of the reality that she had has six years teaching experience, which, probably, other male counterparts do not have. Dr. Berry says that “It seems he thought he was doing me a favor, despite the fact that I had been teaching for six years by then” (Berry 2). Another example of microaggressions experienced by Dr. Berry is the criticism of her language and the quality of lecturing. Some students mention that it is hard to pursue or understand her lectures due to the use of slang or her dialect, which she has never applied (Berry 3).
Effects of the Experiences on Dr. Berry
The microaggression involvements by Dr. Berry have just motivated her to remain committed to the pursuit of her dreams. She has been forced to work harder to gain promotion so as to obtain the minimal extent of honor that her coworkers are courteous, habitually given. She has also been compelled to urge her learners to interact with her in a professional way, despite the difficulty they have in doing so (Berry 3). However, these experiences can also demoralize her to take up her duties effectively. They act as barriers to her career goals and can also cause psychological problems, such as stress. Dr. Berry is also exposed to being denied equal access and a chance in employment, promotion in the workplace, and education. Further, she can also be affected through the living a low-quality life and decreased standards of living in the society (Sue 15). She also has to incur some other costs and energy in safeguarding an attack on her integrity and cultural identity.
Why Microaggressions a Problem
The microaggression is a problem because it presents several impacts that are detrimental to the victims and even the society as a whole. The problem with this act is that some are invisible and can only be noticed by their effects. In sum, microaggression is a problem because of it, for example, leads to reduced opportunities in education, psychological problems, social interaction drawbacks in the society, and can inhibit economic development of the society. It is mentioned that “gender microaggressions may severely limit her ability to be hired, retained, or promoted in the company” (Sue 17).
What to do to make People more Aware of the Harm they Cause
The society should be trained about the cultural diversity understanding and how to handle the issue of racial profiling via documentation of such lessons. Another way is to identify the role model person, such as police officers, to encourage the value of togetherness in the society and the benefit of avoiding microaggression (Sue 17). The society should also be educated about the harmful effects of the act and how the people’s lives can be changed by microaggression. It is said that “Making the “invisible” visible is the first step toward combating unconscious and unintentional racism, sexism, heterosexism, and other forms of bigotry” (Sue 20). People need to be convinced that the act is not appropriate for any person and should be avoided by any means.

Works Cited
Berry, Carlotta. “They Call Me Doctor Berry.” The New York Times. Retrieved from http://www. nytimes. com/2014/11/02/opinion/sunday/they-call-me-doctor-berry. html (2014).
Sue, Derald Wing. Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation. John Wiley & Sons, 2010.