{"id":1385,"date":"2021-09-07T18:16:02","date_gmt":"2021-09-07T18:16:02","guid":{"rendered":"http:\/\/ip.ccde.com.uw.edu\/?p=1385"},"modified":"2024-05-05T19:27:13","modified_gmt":"2024-05-05T19:27:13","slug":"1385","status":"publish","type":"post","link":"https:\/\/ip.ccde.com.uw.edu\/?p=1385","title":{"rendered":"Processing Microaggressions"},"content":{"rendered":"
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In this clip, two sisters discuss how they process microaggressions in the workplace. One of the sisters begins by observing how in the past microaggressions were hardly addressed because Black people were forced to accept the conditions of their workplace because they had to be grateful to even be in the room in the first place. Now, she observes that that fear isn’t as prevalent and she feels empowered to go to HR more often in order to interrupt microaggressions and she encourages listeners to do the same. She validates anger as a normal emotion when experiencing and processing microaggressions and also makes a point to tell listeners that it’s okay to put people in their place and engage in conversations. <\/p>\n\n\n\n

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It’s okay to be angry, but in your anger don’t try to tear the place down. <\/p>\n<\/blockquote>\n\n<\/div><\/div><\/div>\n\n

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