An incident of bias typically involves a person or group being harmed or threatened (i.e., physical injury, psychological pain or distress, emotional unrest, inequitable practices that impact one's ability to perform, etc.), by the alleged offender’s bias, which could reasonably and prudently conclude is motivated, in whole or in part, by an actual or perceived aspect of identity:
- Age
- Race/Color
- Ancestry/Ethnicity
- National Origin
- Citizenship Status
- Religion/Beliefs
- Sex
- Transgender Status
- Gender Dysphoria, Identity or Expression
- Sexual Orientation
- Pregnancy
- Disability
- Marital or Civil Union Status
- Domestic Partnership Status
- Domestic Violence Victim Status
- Familial Status
- Relationship with or Association with Member(s) of a Protected Class
- Genetic Information or Predispostion
- Military or Veteran Status
Bias acts are often disruptive to the community and harmful to individuals or groups of people. Some incidents may be in violation of criminal, civil, or Institute policy. Incidents which are a violation of civil or criminal law may be reported and responded to by law enforcement authorities. Incidents which may violate Institute policy, will be reviewed and responded to by the appropriate designees. Incidents that are not in violation of law or Institute policy, but may affect other members of the Institute community, may warrant an informal and educational response through the Bias Assessment and Response Team.
Microaggressions
Subtle, verbal and non-verbal insults, indignities and denigrating messages, often automatically and unconsciously, directed toward an individual(s) due to their marginalized identities. Usually stated by well-intentioned people who are unaware of the hidden messages committed, the impact of their statements and the unintentional connection to the institutional, interpersonal and internalized manifestations of bias. "The power of microaggressions lies in thier invisibility to the perpetrator, who is unaware that they have engaged in a behavior that threatens and demeans the recipient of such a communication." (Sue, 2010).
Below are a few examples of the varying expressions or statements made that are considered to be microaggressions.
Examples: "When I look at you, I don't see color."
Reason: A statement like this can deny the individual as a racial/cultural being and subtlety expresses that their lived experiences as a person of color are not real. These types of microagressions may also express that people from marginalized cultures must assimilate or acculturate to the dominant culture.
Examples: "No, I know where you live, but where are you REALLY from?" or "Your English is really good."
Reason: These statements can isolate a person to feel they are not welcomed nor have a place within the community they are in based solely on their physical appearance or accent. In another context, these statements may also exude negative stereotypes about people that may appear to be foreign based on their physical appearance or an accent, regardless of where the person was born and/or raised.
Examples: "How do you know if you've never even been in a relationship?" or "Wow, You don't look trans!"
Reason: These statements often occur with the use of assumptive or heterosexist terminology. These statements also convey that one's non-heterosexual or gender identity is less-valuable than the standards set forth by heteronormative constructs. Lastly, using improper terminology or misgendering (saying "She" or "He" to someone who may be female-to-male or male-to-female transgender or non-binary) are also forms of sexual or gender microaggressions.
Examples: "Ugh, I can't read. I'm totally dyslexic today." or "Oh, you look so normal."
Reason: These type of statements are assuming that a disability equates to an inability to perform a task or action that people without disabilities perform every day. Also, making statements that express "shock" or "surprise" is belittling or condescending to the person with the disability. We all must be mindful about our implicit biases of how we percieve a person with visible and invisible disabilities, such as mental health illnesses. Lastly, using any disability or challenge that a person lives with in order to portray a feeling or temporary situation is highly demeaning and can further promote stigmas.
Unconscious Bias
Also known as implicit bias, refers to our attitudes, perceptions and stereotypes that influence our understanding, actions, and behavior when interacting with various identities. These preferences, which can be for or against groups, are developed through an exposure to stereotypes and misinformation informed by our upbringing and life experiences. Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness.