Micro Inequities

Micro Inequities

Have you ever been the last person chose for a group, or last kid chosen on the playground, or heard a term that refers to your race or religion that offended you? Think about how that made you feel. If this has ever happened to you and you have had a negative feeling because of it, if so you were a victim of micro inequity.

"In 1973, Dr. Rowe coined the term "micro-inequities" for such slights. She describes them as "apparently small events that are often hard to prove" but that "occur wherever people are perceived to be ‘different.'" They're a result of inherent biases regarding anything from gender and race to age and class—something we all have, adds Dr. Rowe—and are often based on experiences we had growing up that we then use to categorize. They're expressed by gestures, words, treatment and tone of voice." (Armstrong, 2010)

Micro inequity is subtle, semi-conscious non verbal communication or behaviors to exclude or devalue others. Micro inequity refers to the ways individuals are singled out, or overlooked, ignored, or otherwise discounted. Micro inequity usually takes form as a gesture, different treatment, body language or even a tone of voice someone uses toward you or another person. Put it simply: exclusionary behaviors. Micro inequities can also be gender-based, using the word "she" when referring to individuals in occupations that are typically mainly held by women like nursing, or "he" for plumbers or electricians. You can also find Micro inequities in race and religion. This is often been in the form of words that links certain derogatory stereotypes with a particular race or religion. Some examples are: using the terms "Indian giver" and "to Jew down".

The effect or micro inequities can impair a person's performance in the workplace, or a classroom, damage their self –esteem and my lead to that person withdrawal from the situation. Some examples of Micro inequity are: Eating lunch with the same people every day, talking to the same people every day, only taking suggestions from people you trust and who are your friends, rolling your eyes at a joke when presented by someone you don't know well, but laughing when your friend makes the same joke, and sharing information with only some people in a group. You can also be sending an email, continuing to work; looking at the clock while someone is speaking to you can discourage the speaker to keep talking to you. Not being introduced in a meeting or being ignored while in a group. Your boss introducing a new employee and you notice that your boss is telling various accomplishments of each of your co-workers but when it comes to you, he just tells them your name and continues down the row as if you are an unimportant member of the team. Your boss doesn't listen to you when you are talking about something that is important to you and continues to work as if you are bothering them with your issues but you have noticed that they have given other team members their full attention when they are talking to them. These are all examples of micro inequities.

According to DiversityInc, "Individuals send anywhere from 40 – 150 micro messages to each other in an average 10 minute conversation. When these micro messages take the form of micro inequities, they can take various form, some less obvious than others. They include behaviors that communicate a lower level of expectation in performance or exclusion from company meetings or discussions." (Hinton, 2003). "Discussing micro inequities affirms the person's sanity. In other words, acknowledging the existence and experience of micro-inequities allows the individual to confirm that they did not imagine these small, demeaning acts. They really happened. And they were really hurtful. This realization produces an awareness that labels the negative action." (Giraldo-Kerr, 2010)

It does not seem like a big deal, but in reality these small things add up to be something much bigger. For example, in the department where I work, we work three different states. When something changes in Louisiana, do we tell Arkansas and Missouri what those changes are? More often we do not. This exclusion of information can lead to productivity issues. If we know that things have changed, but don't know what they are, we may be reluctant to help each other out when needed.

Unfortunately these behaviors are usually committed unintentionally, but the effect is great. Here are some examples of the negative effects of micro inequities: Feeling like you are not of any value which leads to poor retention and turnover for a business. The victim can have low self-esteem because they feel they are not important to the team or company for which they are employed. You could have an increase in sick days because