Microaggressions are subtle comments or actions that convey negative stereotypes towards individuals based on their race, gender, sexual orientation, ethnicity, religion, disability, etc., often without conscious awareness or intention. In the military setting, such aggressions can have significant implications for unit cohesion, morale, trust, and readiness.
Service members may face difficulties in interpreting and managing microaggressions due to cultural norms and expectations that emphasize conformity, loyalty, and obedience. This article explores how service members interpret and manage microaggressions within their units through case studies and interviews with experts.
First Case Study: LTJG Smith
Lieutenant Junior Grade (LTJG) Smith is a Black woman who serves as the executive officer of a Navy ship. She recently faced a situation where a white male senior officer made a sexist comment about women being better suited for housekeeping duties than leadership roles. While she was initially upset, she chose to ignore the remark and move forward with her work. She later shared her experience with her coworkers, and they all agreed that the comment was unacceptable. They decided to confront the senior officer and explain why his comment was harmful. After this conversation, the officer apologized and promised to be more aware of his language in the future.
Expert Interview 1: Dr. Jones
Dr. Jones is a psychologist specializing in military behavioral health. He explains that interpreting microaggressions can be challenging because they are subtle and often ambiguous. Service members may need time to process the incident and seek support from colleagues or counselors before responding.
They may fear retaliation or negative consequences if they speak out against an influential figure in the unit.
Ignoring microaggressions can lead to resentment and distrust among team members. Therefore, it's crucial to address them promptly and respectfully.
Second Case Study: CPL Johnson
Corporal (CPL) Johnson is a transgender man serving in the Army. During a training exercise, one of his colleagues referred to him by his deadname, which is the name he used before transitioning. The comment caused emotional pain and discomfort, but CPL Johnson chose not to react immediately. Instead, he waited until the end of the day and approached his colleague privately. He explained how hurtful the comment was and asked for understanding and empathy. His colleague apologized and assured him that he would use correct pronouns in the future.
Expert Interview 2: Dr. Smith
Dr. Smith is a sociologist who has studied microaggressions in the military. She says that service members must learn to identify and differentiate between harmless remarks and those intended to demean or belittle others. They should also practice self-care techniques such as meditation, mindfulness, and breathing exercises to cope with stress and anxiety related to microaggressions.
They can join groups that promote diversity and inclusion within their units.
Microaggressions are common in the military setting, and service members must navigate them thoughtfully. By recognizing their impact on morale and readiness, they can address them effectively through open dialogue and support networks.
They must be aware of cultural norms and expectations that may prevent them from speaking out against discrimination.
Interpreting and managing microaggressions requires empathy, self-awareness, and communication skills.
How do service members interpret and manage microaggressions within their units?
Service members often encounter microaggressions in their units, which can be interpreted as subtle forms of discrimination that are directed towards them based on their race, gender, sexual orientation, religion, or other personal characteristics. These microaggressions may not always be intentional but can still have significant effects on an individual's well-being and sense of belongingness in their unit.