Image from https://www.rpharms.com/recognition/inclusion-diversity/microaggressions/disability

Microaggressions. What are they and how do they apply to people with disAbility and chronic conditions?

Meriam-Webster defines microaggression as “: a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group”.

Copied from the image above, I am re-listing some microaggressions here for those who may use screen readers.

1. Overstepping boundaries, even when well-meant, such as assuming an individual with a disability is incapable or not aware when they need help. E.g. pushing someone in their wheelchair when they have declined help.
2. “Otherisation” — seeing having a disability as ‘abnormal’ and denying them equal access to life experiences.
3. Assuming someone with a disability & learning difference is incompetent.
4. Making a “fuss” about needing to make and accommodate adjustments both in work and social.
5. Intentionally not extending social invites to avoid making allowances for them, such as choosing a wheelchair friendly place.
6. Using equipment labeled for someone with adjustment requirements when not required (accessible bathroom stalls, standing in the way of handrails, etc.)
7. Not believing or accepting someone has a disability or learning difference, particularly if it is non-visible such as neurodivergence, sight or hearing impairment.
8. Accusing people with a disability and/or accessibility needs of being difficult.
9. Making assumptions about a person’s skills, abilities, and temperament based on stereotypes. This includes physical as well as mental /academic capacity. E.g. assuming the capacity of someone who is physically disabled.
10. Not asking input into work or a project a person is involved in; not taking them seriously; and seeing only the disability, not the whole person.
11. Being made to feel “other”. Neurodivergent people often feel as if they “didn’t get the memo” so ostracizing behaviors can enhance this feeling.
12. Using a condescending voice to explain.
13. Being actively ignored and excluded from meetings and group activities.
14. Eye rolling, sniggering, or mocking someone with a disability.
15. Not providing additional supports or reasonable adjustments as requested , so individuals are unable to fully participate, including in educational settings.
16. Insisting people behave in neurotypical ways, e.g. such as maintaining eye contact–considering them to be rude if they don’t.
17. Not being invited to senior meetings because they might not behave in a neurotypical manner.
18. Interrupting someone when they are speaking completing their sentences because they’re “being to slow” making their point.
19. Not understanding the challenges faced by neurodivergent individuals, which can prevent individuals from their best selves in meetings and interviews.
20. Not greeting someone with a disability, assuming they will not know how to respond or talk to you.

A few of my own that I have experienced: (Add your own in the comments!)

21. Not facing someone who may have hearing loss so that they can read your facial expression, body language, and speech read better.

22. Assuming a person with disability can and should not be promoted because it will be “too much” for them.

23. Openly or secretly criticizing someone with disability when they are very disability focused and disability-minded.

24. Not providing impartial and equitable investigations into discrimination claims.

25. Assuming that providing things like captions, means that the person with communication challenges is now on equal footing with those who hear normally.

26. Not promoting a person with disability because they interview poorly as a result of disability (hearing loss, vision loss, cognitive issues, etc), in spite of a track record of excellence that warrants promotion.

There are other marginalized groups and diversity populations that experience microaggressions as well. I know that even I have at times said or did something that seems prejudicial. We are human and make mistakes. However, especially if a microaggression is identified by the marginalized person, we should take every means necessary to make changes and go forward with “less” prejudice.

One of the more disheartening truths about disability microaggressions, is that often the result of experiencing such can and will cause the individual additional harm. Stress alone can greatly exacerbate symptoms and conditions. I believe this is why so many “give up” following through with pursuing legal investigations. At least, it was true in my own case of disability discrimination.

So what can we do?

Keep doing all you can. After all, that’s all any of us can do.

L. Denise Portis, Ph.D.

© 2023 Personal Hearing Loss Journal