About me
Hi, my name is Bayanda and I’m the BAME students’ officer. I study biochemistry and I was born in Gaborone, Botswana but I was raised in Newport, South Wales.
In my free time I enjoy playing American football and playing video games.
What is a microaggression
The dictionary definition of a microaggression is – ‘a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalised group, these can be an everyday occurrence of some people.’
Microaggressions disproportionately affect Black and minority ethnic people. However, women, disabled people and LGBTQ+ individuals and working-class people are similarly affected. In the UK, the legacy of colonialism also contributes to negative attitudes and behaviours against people associated with former colonies.
Examples of microaggressions I have experienced
When I had dreadlocks one of the main microaggressions I experienced were people constantly asking to touch my hair. This is a common experience, especially among black women as wearing their natural hair has something that has always been looked upon negatively. Although this fascination seems harmless it carries deep historical racist undertones. For example, only two centuries ago black women were put in museums or in travelling shows as entertainment for white audiences.
When I would get asked by white people if they could touch my hair, I would usually be the only black person in the room and think to myself, why aren’t you asking your white peers around you the same question?
Another microaggression I have regularly experienced is people continuing to mispronounce my name. Even after I have corrected the person time and time again. Many aren’t willing to listen closely and learn the pronunciation of a non-English based name. This is usually followed by comments like ‘what can I call you for short?’ or that’s an ‘unusual name’. This really affected me a lot in my youngers years because it made me feel different to others, especially when you spend a lot of your life trying to fit in. I used to resent my parents for naming me ‘Bayanda’, why couldn’t I have been a ‘Tom’ or a ‘Jack’, it was very frustrating. Over time I grew to love my name but when I was younger this wasn’t the case.
There have been times where storeowners have paid extra attention to me in stores due to my skin colour even when I’m with my white friends. This action itself is a subtle microaggression due to the stereotype that black people are more dangerous or more likely to commit a crime. I’ve found myself trying to act less suspicious in stores whereas my peers can shop without having to do this.
There is also the assumption that I am from London. This microaggression only really started when I came to uni. A lot of people would see my skin colour and assume I’m from London. Similar things have happened with my Asian peers where people assume they’re from Birmingham. This is harmful because it reduces us to a representative of a larger group stripping us of our individuality. It is also exhausting when I tell people I’m Welsh and I receive comments such as ‘you don’t look Welsh’.
This leads onto the idea of colour blindness. Colour Blindness is when people make comments such as ‘I only see one race, the human race’ or ‘when I look at you, I don’t see colour’. This denies the significance of someone’s racial/ethnic experiences and history. It also denies us as a racial and cultural being.
The effects of microaggressions on marginalised groups
Each microaggression on its own can seem minor and trivial. However, the cumulative effect is devastating but invisible to others who do not attract them these effects include:
- Loss of self-esteem, feelings of exhaustion
- Damage to the ability to thrive in an environment
- Mistrust of peers, staff and the institution
- Dropping out or quitting jobs
- Feeling like a second-class citizen
What can we do to prevent microaggressions?
The fact that microaggressions are often subtle can make them harder to shake off than more overt forms of discrimination. Small actions can make a big difference and you can contribute to creating a supportive community through intentional practice.
- Learn the names of peers. If you don’t know simply ask ‘can you help me pronounce your name’ or ‘what do you want me to call’ goes a long way.
- Validation of others experiences just because you haven’t experienced these issues doesn’t mean that it is not an issue. Instead of trying to minimise a situation ask them how they feel and if you can do anything to help them.
- Don’t insist. Apologise if you made someone uncomfortable. Avoid phrases such as ‘I didn’t mean it’ or ‘I’m just joking’ apologise and find a constructive way to sort out the situation.
- Avoid getting into the stereotype trap. Naturally when you meet someone, you’re going to make assumptions based on their looks.
Conclusion
We have a duty to ensure that people from marginalised communities are supported and feel welcomed by fostering good relations between those who are marginalised and those who aren’t.?We should be alert to incidents where our welcome environment and good relationships are at risk. Microaggressions are the most common way racism is expressed on a daily basis, both online and face to face, so tackling them is very important.
Bayanda Vundamina
BAME Students officer