You’ve probably heard of racial microaggressions. Most people talk about them as things that white people do to people of color, or something that happens across racial groups.
But colorism is also a source of microaggressions. And it happens across races as well as between people of the same race.
For any group, organization, business, institution, or company that’s genuinely seeking to foster an inclusive environment, you must be aware of colorism and the subtle ways it’s often perpetuated.
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Refresh on Microaggressions:
Several people have said they’re not so “micro,” and I agree. The cumulative toll of microaggressions is quite damaging, just as much as more catastrophic events.
One reason they’ve gotten coined as “microaggressions” is because of the level of plausible deniability inherent in them, because of the way they seem difficult to “prove,” and because of their often passing and subtle nature.
Often these incidents could even appear benefic, friendly, or helpful on the surface, masking a put down under the guise of helpfulness, for example. We might also think of it as passive aggressive behaviors as well.
These incidents easily lend themselves to gaslighting: Are you sure it’s not just ignorance on his part rather than colorism? I don’t see what’s so harmful in that. She was just being helpful. I’m sure they didn’t mean anything by it. How do you know it’s racially motivated? Did she mention anything about your race or skin tone?? Have other people complained about it?
And any of the infinite ways folks try to plant seeds of doubt about the validity of what you’re feeling and what you observed.
I also want to emphasize that microaggressions aren’t just about words, statements, jokes, or things that people say. They can also come in the form of what is not said and other actions or behaviors that don’t involve words.
A simple example: Walking past one colleague’s desk every day and never acknowledging them while always promptly offering a warm, enthusiastic greeting to the colleague who sits next to them.
These type of in-action microaggressions are the ones I’ve experienced most often in my professional (and personal) experience.
The Pervasiveness of Colorist Microaggressons:
Colorist microaggressions erode the overall sense of inclusivity and belonging. (Learn more about this article)
Here are some examples of microaggressions directly related to colorism to help you practice identifying them in the workplace:
- “I’m as dark as you!” or “I’m darker than you now!”
- “Can you get a tan?”
- “You’re not even that dark.”
- “You don’t look _”
- “You’re pretty for a dark girl.”
- “People book you for your talent, and they just book me for my looks.”
Colorism can also exacerbate other racial aggressions that aren’t directly about complexion or features. Common examples include:
- Using descriptors such as “rude,” “aggressive,” “hard to work with,” “unapproachable,” etc.
- Making assumptions about someone’s job title or position at the company, assuming the lighter-skinned person is the boss or leader
- Disregarding chain of command
- Deferring to the lighter-skinned person as the default decision maker
- etc. etc. etc.
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Homework: Believe dark-skinned Black women.
Affirmation: I don’t have to explain my feelings to anyone!