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- Micro-inequity abstract "Micro-inequity is a theory that refers to hypothesized ways in which individuals are either singled out, overlooked, ignored, or otherwise discounted based on an unchangeable characteristic such as race or gender.Micro-inequities are subtle, often unconscious, messages that devalue, discourage and impair workplace performance. They are conveyed through facial expressions, gestures, tone of voice, choice of words, nuance and syntax. Repeated sending, or receiving, of micro-inequities can erode commitment and loyalty and have the cumulative effect of diminishing overall workforce performance.Micro-inequities, micro-affirmations, and micro-advantages all fall within the broader category of micro-messaging. All represent the three ways we send subtle messages negatively, or positively. Each of the three fall within the broader category of micro-messaging.A micro-inequity generally takes the form of a gesture, different kind of language, treatment, or even tone of voice. As they are characteristically subtle, \"only the most astute and aware communicators recognize how [micro-messages] are received and perceived,\" as described in The Star Ledger article, \"Micro-messages Matter\" by Steve Adubato, Ph.D.These subtle messages, sent either consciously or unconsciously, can reveal more about the true nature of a relationship than the surface words alone. They function as the core of how unconscious bias is communicated and how workplace inclusion is experienced. In the Profiles in Diversity Journal article, “The DNA of Culture Change”, Joyce Tucker states, “Organizations have done a great job at controlling the big, easily-seen offensive behaviors but have been somewhat blind to what is rarely observed. Organizations have done great work at controlling the few elephants, while being overrun by a phalanx of ants. Listening with your arms folded, losing eye contact with the person you’re speaking with, or even how you move your lips to shape a smile—in any given conversation, we may send hundreds of messages, often without even saying a word. Just as television or radio waves surround us yet we never see them, these micromessages are just as pervasive and nearly as difficult to discernIn the original articles on this subject in the 1970s, (see references below), Mary Rowe defined micro-inequities as “apparently small events which are often ephemeral and hard-to-prove, events which are covert, often unintentional, frequently unrecognized by the perpetrator, which occur wherever people are perceived to be ‘different.’\" She wrote about homophobia, reactions to perceived disabilities, reactions to the way people look, reverse discrimination against white and Black males in traditionally female environments, many varieties of religious slights; she collected instances of micro-inequities anywhere at work or in communities——anywhere in the world——that people are perceived to be \"different.\" These differences indeed reach beyond unchangeable characteristics such as race or gender. In his book, \"Micromessaging: Why Great Leadership is Beyond Words\" (2006 McGraw-Hill), Stephen Young describes the damaging impact micro-inequities have on an individual's workplace performance through additional factors such as; one's political views, marital status, tenure, style, resistance to comply with status quo and other characteristics that are changeable.Young states that these drivers of unconscious bias reflect the positions we hold about others that are influenced through past experiences forming filters that cause conclusions to be reached, about groups or ethnicities, through methods other than active thought or reasoning. The critical limitation of Unconscious Bias is that it is a concept, a state-of-mind and therefore not actionable. One cannot “do” an unconscious bias. The only way unconscious biases are manifested is through the subtle messages we send—typically, MicroInequities that affect the performance of others.A micro-affirmation, in Rowe's writing, is the reverse phenomenon. Micro-affirmations are subtle or apparently small acknowledgements of a person's value and accomplishments. They may take the shape of public recognition of the person, \"opening a door,\" referring positively to the work of a person, commending someone on the spot, or making a happy introduction. Apparently \"small\" affirmations form the basis of successful mentoring, effective networks, successful colleagueships and of most caring relationships. They may lead to greater self-esteem and improved performance. In 2015 (http://mitsloan.mit.edu/iwer/posts/unconscious-bias-may-micro-affirmations-provide-one-answer-2/) Rowe collected her hypotheses about the potential power of micro-affirmations:\"1. Blocking unconscious bias: We could try to practice—-all the time—-affirming the achievements of others. If we always look for excellence in the work of others and are universally respectful, may we be able to block our own unconscious bias?2. Ameliorate damage: Can micro-affirmations (for example in affinity groups and mentoring programs) make up for some of the damage caused by unconscious bias?3. Meeting a core emotional concern: Since research suggests that appreciation and affirmation are core concerns for all of us, may this plan help in making the work place more productive?4. Evoking reciprocal affirmation: Since research suggests an impulse toward “reciprocity,” may affirming behavior spread, as we respond to support from others?5. A possible role-modeling effect: Research suggests that people are sensitive to the morale and happiness of those around them, and especially sensitive to the behavior of a local manager. If managers, bystanders, and others are role models for affirming behavior, will some others follow suit? Peers and bystanders are often the most important actors because they are most likely to be present where people act in a biased fashion.6. Rectifying our own unconscious bias: Research suggests that behavior follows attitudes. Attitudes also can be changed by behavior. If we consciously improve our behavior may we lessen our unconscious bias? \"There is a difference between the concepts of \"inequality\" and \"inequity.\" An inequality implies there is some comparison being made. For example, if your boss doesn't listen attentively to you, that in and of itself is not a micro-inequality. However, if your boss listens attentively to all of your co-workers, but not to you, that might be a micro-inequality.An inequity by contrast is simply something (that may be perceived to be) unfair or unjust under the circumstances. Thus a micro-inequity may occur with only one person on the scene, if that person is treated in an unfair or unjust manner. (Of course it is possible and even likely that many micro-inequities support or lead to an unequal environment for people of a given group, but the two concepts are different.)A micro-affirmation may, in a similar fashion, refer to \"only one\" person and does not, in and of itself, imply any sense of advantage over others, but rather support and inspiration and encouragement to the individual who is affirmed.An alternate perspective to Mary Rowe's \"reverse phenomenon\" of micro-affirmations theory is Stephen Young's introduction of a third layer, micro-advantages. Micro-advantages are subtle, often unconscious, messages that motivate, inspire and enhance workplace performance. They are conveyed through facial expressions, gestures, tone of voice, choice of words, nuance and syntax. Applied effectively, micro-advantages can unlock employee potential enabling one's engagement, creativity, loyalty and performance. Micro-advantages are central to effective leadership. An affirmation is a statement asserting existence or truth in a way that helps the person affirmed; a Micro-advantage is a subtle message that motivates and inspires performance in the workplace or classroom.Micro-affirmations and micro-advantages are believed to enhance an individuals engagement and overall performance.".
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- Micro-inequity subject Category:Anthropology.
- Micro-inequity subject Category:Discrimination.
- Micro-inequity subject Category:Microaggression_theory.
- Micro-inequity hypernym Theory.
- Micro-inequity type Work.
- Micro-inequity type Prejudice.
- Micro-inequity type Science.
- Micro-inequity comment "Micro-inequity is a theory that refers to hypothesized ways in which individuals are either singled out, overlooked, ignored, or otherwise discounted based on an unchangeable characteristic such as race or gender.Micro-inequities are subtle, often unconscious, messages that devalue, discourage and impair workplace performance. They are conveyed through facial expressions, gestures, tone of voice, choice of words, nuance and syntax.".
- Micro-inequity label "Micro-inequity".
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