Minimizing and addressing microaggressions in the workplace: Be proactive, part 2

Authors

Shamika Dalton, University of Florida Levin College of LawFollow
Michele Villagran, San Jose State UniversityFollow

Document Type

Article

Publication Date

November 2018

Publication Title

College & Research Libraries News

Volume

79

Issue Number

10

First Page

538

Last Page

564

DOI

10.5860/crln.79.10.538

Disciplines

Gender, Race, Sexuality, and Ethnicity in Communication | Inequality and Stratification | Library and Information Science | Race and Ethnicity

Abstract

Our nation’s history plays a huge role in the way we perceive underrepresented groups. From slavery to segregation, to the inequality in compensation for women and people of color, to the refusal to wed same sex couples, discrimination and opposition has plagued the United States for decades. Since the Civil Rights Movement, discrimination towards underrepresented groups has shifted from overt acts to subtle and semiconscious manifestations called microaggressions. These manifestations reside in well-intentioned individuals who are often unaware of their biased beliefs, attitudes, and actions. They can lead to inequities within our relationships and affect our work productivity.

Comments

This article was published in College & Research Libraries News, volume 79, issue 10, 2018. It can also be found online at this link.

Recommended Citation

Shamika Dalton and Michele Villagran. "Minimizing and addressing microaggressions in the workplace: Be proactive, part 2" College & Research Libraries News (2018): 538-564. https://doi.org/10.5860/crln.79.10.538

Creative Commons License

This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License