Microintervention Strategies: What Targets, Allies and Bystanders Can Do to Eliminate Bias

In this new and cutting-edge book, we extend and expand the concept of microinterventions to include their role in nullifying the harmful impact of microaggressions and macroaggressions directed toward marginalized groups in our society. Although we primarily use racial bias as an example, it is important to note that women, LGBTQ individuals, people with disabilities, and other socially devalued groups in our society can also experience unfair and biased institutional policies and practices. Many of these anti-bias strategies seem equally applicable to combat sexism, heterosexism, ableism, and classism as well.

Learn how you can help combat micro and macroaggressions against socially devalued groups with this authoritative new resource

Microintervention Strategies: What You Can Do to Disarm and Dismantle Indivdiual and Systemic Racism and Bias, delivers a cutting-edge exploration and extension of the concept of microinterventions to combat micro and macroaggressions targeted at marginalized groups in our society. While racial bias is the primary example used throughout the book, the author’s approach is applicable to virtually all forms of bias and discrimination, including that directed at those with disabilities, LGBTQ people, women, and others.

The book calls out unfair and biased institutional policies and practices and presents strategies to help reduce the impact of sexism, heterosexism, ableism, and classism. It provides a new conceptual framework for distinguishing between the different categories of microinterventions, or individual anti-bias actions, and offers specific, concrete, and practical advice for taking a stand against micro and macroaggressions.

Microintervention Strategies delivers the knowledge and skills necessary to confront individual and institutional manifestations of oppression. Readers will also enjoy:

- A thorough introduction to the major conceptual distictions between micro and macroaggressions and an explanation of the manifestations, dynamics, and impact of bias on marginalized groups.

- An exploration of the meaning and definition of micorinterventions, including a categorization into three types: microaffirmations, micorprotections, and microchallenges.

- A review of literature that discusses the positive benefits that accrue to targets, allies, bystanders, and others when microinterventions take place.

- A discussion of major barriers to acting against prejudice and discrimination.

Perfect for undergraduate and graduate students taking courses in psychology, education, social work, and political science, Microintervention Strategies will also earn a place in the libraries of psychologists, educators, parents, and teachers, who hope to do their part to combat microaggressions and other forms of bias and discrimination.

Learn How You Can Help Combat Micro And Macroaggressions Against Socially Devalued Groups With This Authoritative New Resource Microintervention Strategies: What Targets, Allies And Bystanders Can Do To Eliminate Bias Delivers A Cutting-edge Exploration And Extension Of The Concept Of Microinterventions To Combat Micro And Macroaggressions Targeted At Marginalized Groups In Our Society. While Racial Bias Is The Primary Example Used Throughout The Book, The Author’s Approach Is Applicable To Virtually All Forms Of Bias And Discrimination, Including That Directed At Those With Disabilities, Lgbtq People, Women, And Others. The Book Calls Out Unfair And Biased Institutional Policies And Practices And Presents Strategies To Help Reduce The Impact Of Sexism, Heterosexism, Ableism, And Classism. It Provides A New Conceptual Framework For Distinguishing Between The Different Categories Of Microinterventions, Or Individual Anti-bias Actions, And Offers Specific, Concrete, And Practical Advice For Taking A Stand Against Micro And Macroaggressions. Microintervention Strategies Delivers The Knowledge And Skills Necessary To Confront Individual And Institutional Manifestations Of Oppression. Readers Will Also Enjoy: - A Thorough Introduction To The Major Conceptual Distictions Between Micro And Macroaggressions And An Explanation Of The Manifestations, Dynamics, And Impact Of Bias On Marginalized Groups. - An Exploration Of The Meaning And Definition Of Micorinterventions, Including A Categorization Into Three Types: Microaffirmations, Micorprotections, And Microchallenges. - A Review Of Literature That Discusses The Positive Benefits That Accrue To Targets, Allies, Bystanders, And Others When Microinterventions Take Place. - A Discussion Of Major Barriers To Acting Against Prejudice And Discrimination. Perfect For Undergraduate And Graduate Students Taking Courses In Psychology, Education, Social Work, And Political Science, Microintervention Strategies Will Also Earn A Place In The Libraries Of Psychologists, Educators, Parents, And Teachers, Who Hope To Do Their Part To Combat Microaggressions And Other Forms Of Bias And Discrimination. "A microinsult is characterized by communications that conveys rudeness, insensitivity and demeans a person's racial heritage or identity. Microinsults represent subtle snubs, frequently unknown to the perpetrator, but clearly convey a hidden insulting message to the recipient of color. When a White employer tells a prospective candidate of color that "I believe the most qualified person should get the job, regardless of race" or when an employee of color is asked "How did you get your job?", the underlying message from the perspective of the recipient may be twofold: (a) people of color are not qualified, and (b) as a minority group member, you must have obtained the position through some affirmative action or quota program and not because of ability. Such statements are not necessarily microaggressions, but context is important. Hearing these statements frequently when used against affirmative action makes the recipient likely to experience it as such. Microinsults can also occur nonverbally, as when a White teacher fails to acknowledge students of color in the classroom or when a White supervisor seems distracted during a conversation with a Black employee by avoiding eye contact or turning away (Hinton, 2004). In this case, the message conveyed to persons of color is their contributions are unimportant"-- Provided by publisher