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Case Studies & Real Life Examples
14 Reasons Why It’s Not Okay to Out Someone as Trans – A Public Service Announcement From Your Friendly, Neighborhood Trans Person
"Aggressions against trans people occur at various levels of severity on a fairly regular basis. I know a number of trans men and women who have been harassed and/or physically assaulted by people they had come out to or by people, including complete strangers, who had somehow learned of their trans status. Trust me on this one; you cannot predict how anyone will react to this information, so it’s best not to disclose it."
Calling roll is an easy way to accidentally out someone as transgender. Instead of calling roll have students introduce themselves to the class. If you are not sure which student they are on the master list you can always have them come up point it out to you. In this way you can not only learn the correct pronunciation of each student's name, but their gender identity remains private.
The abrasiveness trap: High-achieving men and women are described differently in reviews
"Words like bossy, abrasive, strident, and aggressive are used to describe women’s behaviors when they lead; words like emotional and irrational describe their behaviors when they object. All of these words show up at least twice in the women’s review text I reviewed, some much more often. Abrasive alone is used 17 times to describe 13 different women. Among these words, only aggressive shows up in men’s reviews at all. It shows up three times, twice with an exhortation to be more of it."
“But You Speak So Well”: How Latinos Experience Subtle Racism
"My colleague, Dr. Kevin Nadal, and I recently presented a paper at the 2013 APA Convention on Latinas/os’ experiences with microaggressions1. Our findings prove microaggressions are very real experiences for many Latinos/as living in the United States. Almost all of our participants, 98%, had experienced some type of microaggression within the last six months! We also found that when people experience microaggressions, they tend to experience mental health issues like depression and a more negative outlook of the world."
Case Studies and suggested responses developed by the Multiprofessional Faculty Development team
A series of case studies and suggested answers developed on behalf of the Health Education North Central and East London, Health Education North West London and Health Education South London.
Equality and Diversity Case Studies by the Welsh Local Government Association
“Each case study is supported with a detailed lesson plan and any handouts that may be required. They are designed to be flexible and to allow any training practitioner to adapt them to suit the training course that they have responsibility for delivering.”
Health Equity in Academic Libraries, Not Just For Those We Serve
Use the case study questions on page 252 and 253 to discuss issues of health equity in the work place. Adapt the questions to fit health situations you feel might come up so that these sensitive issues can be talked through in a safe and non-intrusive way. Use the questions at the end of the short case study examples to examine how different situations make people feel and to discuss appropriate responses in each instance.
I Don’t See Color by Michi Trota
Sociologist have a saying, "Race is a social construct". Read this piece to read about one woman's relationship with race.
Informal case study on appearance by Marie Southard Ospina
“What is really interesting is that my classic look — the vintage style — was the “best” received. There’s definitely a reason women like Marilyn Monroe are regarded as classic emblems of beauty, but what was so shocking was that the same man who spoke about my body in the most sexual (and blatantly offensive) of ways when I wore the second outfit turned around and told me how beautiful I was as soon as I traded in the bodycon and liquid foundation for a pretty dress and red lipstick. I don’t doubt that this ensemble was “liked” as much as it was because it fits into the traditional images associated with femininity, gender roles, and the idea of how a woman is “supposed” to look.”
Letting Go – How to Join in the Conversation
A look at why people do and do not join a conversation on a "hot" topic including strategies for overcoming the reasons why people do not speak out.
"A space for librarians, archivists, and info professionals to share their experiences with microaggressions within the profession."
Microaggressions in Everyday Life Handout
A handout from the 2012 MizzouDiversity Summit session Can we talk?: Addressing the effects of microaggression.
Marvyn R. Arévalo Avalos, doctoral student, Educational, School and Counseling Psychology
Andre Brown, graduate research assistant, Educational Leadership and Policy Analysis
Michelle Bollinger, coordinator, Education Career Services
Bryana French, assistant professor, Educational, School, and Counseling Psychology
Racial Microaggressions Against Black Americans: Implications for Counseling
"Racial microaggression themes were identified using a focus-group, analysis of self-identified Black participants. Six categories of demeaning and invalidating messages reflected beliefs of White supremacy that were unintentionally conveyed by perpetrators. Implications
or counselors and the counseling process are discussed."
RACIAL MICROAGGRESSIONS AT THE UNIVERSITY OF ILLINOIS AT URBANA–CHAMPAIGN : Voices of Students of Color Living in University Housing
This research publication is part of the Diversity, Inclusiveness, Research, & Equity Series published by the University of Illinois, Urbana-Champagne.
Racial Microaggressions and the Asian American Experience
"Racial microaggressions were examined through a focus group analysis of 10 self-identified Asian American participants using a semistructured interview and brief demographic questionnaire. Results
identified 8 major microaggressive themes directed toward this group: (a) alien in own land, (b) ascription of intelligence, (c) exoticization of Asian women, (d) invalidation of interethnic differences, (e) denial of racial reality, (f) pathologizing cultural values/communication styles, (g) second class citizenship, and (h) invisibility. A ninth category, “undeveloped incidents/responses” was used to
categorize microaggressions that were mentioned by only a few members. There were strong indications that the types of subtle racism directed at Asian Americans may be qualitatively and quantitatively different from other marginalized groups. "