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Environmental Microaggressions 25

as subtle snubs or dismissive looks, gestures, and tones (Rowe, 1990). These
exchanges are so pervasive and automatic in daily conversations and interac-
tions that they are often dismissed and glossed over as being innocent and
innocuous. Yet, as indicated previously, microaggressions are detrimental to
persons of color because they impair performance in a multitude of settings
by sapping the psychic and spiritual energy of recipients and by creating
inequities (Sue, Capodilupo, et al., 2007).

ENVIRONMENTAL MICROAGGRESSIONS

The mechanisms by which microaggressions can be delivered may be verbal,
nonverbal, or environmental. Because we will spend most of our time dealing
with verbal and nonverbal manifestations, it seems important to indicate that
microaggressions may be equally disturbing and may be even more harmful
when they intentionally or unintentionally make their appearance environ-
mentally. The term “ environmental microaggression ” refers to the numerous
demeaning and threatening social, educational, political, or economic cues that
are communicated individually, institutionally, or societally to marginalized
groups. Environmental microaggressions may be delivered visually (Pierce,
Carew, Pierce - Gonzalez, & Willis, 1978) or from a stated philosophy such as
“ color blindness ” (Purdie - Vaughns, Davies, Steele, & Ditlmann, 2008; Stevens,
Plaut, & Sanches - Burks, 2008). When people refer to the “ campus climate ”
as hostile and invalidating, or when workers of color refer to a threatening
work environment, they are probably alluding to the existence of environmental
microaggressions (Solorzano, Ceja, & Yosso, 2000). It is important to note that
these cues do not necessarily involve interpersonal interactions.
Several years ago I was asked by an Ivy League institution to conduct
diversity training related to making the university a more welcoming place
for students, staff, and faculty of color. Apparently, many students of color
had complained over the years that the campus climate was alienating, hostile,
and invalidating to students of color. As a means to address this observation,
the university held a one - week event with many diversity activities. My part
was to conduct a half - day training session with all the deans of the respective
colleges.
As I was being introduced by the coordinator, I looked around the audi-
ence and was struck by the fact that not a single dean or representative of the

office was a person of color. I also noted that most were men and that women

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