Page 242 - Microaggressions in Everyday Live Race, Gender, and Sexual Orientation

216 microaggressive impact in the workplace and employment

10. False Positives — Because of the constant and continuing feelings of

harassment and put downs, the person begins to overgeneralize to
coworkers or others all the negative experiences that they have had
with others. Such an orientation has the unintended consequences of (1)

further isolating oneself from others, (2) increasing mistrust — “ every-
one is out to get me, ” and (3) externalizing blame in a way that avoids
personal responsibility for one ’ s own actions.

Organizational Color - Blind Philosophy as a Microaggression

In their attempts to recognize, manage, cultivate, and utilize diversity as a
positive rather than negative force, many organizations over the past several
decades have attempted to (1) reduce bias and discrimination in the work-
place, (2) allow for equal access and opportunities in hiring, retention, and
promotion of all groups, and (3) develop a philosophy or vision statement
that “ treats everyone the same ” (Sue & Sue, 1994; Stevens, Plaut, & Sanches -
Burks, 2008; Purdie - Vaughns et al., 2008). It is suggested that one of the most
dominant philosophical approaches to diversity in the workplace is the
“ color - blind approach ” that attempts to emphasize commonalities rather than
racial or gender differences (Plaut & Markus, 2007; Thomas & Plaut, 2008).
Such a philosophy is grounded in the belief that “ treating everyone the same
regardless of race, gender, or sexual orientation ” is consistent with the ideals
of democracy (equality and meritocracy). Race, for example, is minimized or
even seen as unrelated to individual accomplishments or merit, which should
be the criteria used for hiring, retention, and promotion of all employees.
Accompanying the color - and gender - blind approaches is an emphasis on
similarities, shared goals, and an overall group identity.
Inherent in this philosophy, however, are less apparent assumptions or
hidden messages that may serve as microaggressions to marginalized groups:
(1) “ differences are divisive so let ’ s avoid them and emphasize our similarities, ”
(2) women, employees of color, and LGBTs should assimilate and acculturate
to the organizational culture, (3) leave your “ cultural baggage ” and racial,
gender, and sexual - orientation identities at home, and (4) as an organiza-
tion, we are not biased and do not discriminate because we treat everyone
the same (Sue, 2008). Earlier, we indicated that research reveals that “ color -
blindness ” and “ denial of racism ” for racial/ethnic minorities represent major
racial microaggressions (Apfelbaum, Sommers, & Norton, 2008; Sue, 2005;
Sue, Capodilupo, et al., 2007). From the perspective of employees of color, the

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