Transcript Unit 5: Micro-Inequities - American Bar Association

Building Community Trust:
Improving Cross-Cultural Communication
in the Criminal Justice System
Unit 5: Micro-Messages
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Session Objectives:
• Define and identify micro-messages, microaffirmations, and micro-inequities.
• Demonstrate technique for converting microinequities into micro-affirmations.
• Analyze impact of micro-inequities on office
culture or community perceptions regarding
the fairness, integrity and reliability of the
criminal justice system.
Micro-messages
Small, sometimes
unspoken, and often
unconscious
messages that are
constantly sent and
received. They can
have a powerful
impact on our
interactions with
others.
• Micro-Affirmations
• Micro-Inequities
Micro-Affirmations
Convey inclusion, respect, trust and
genuine willingness to see others
succeed.
May lead to a more productive and
efficient work environment where all
members feel valued and enjoy work.
For example:
Manager greets every member of trial team in
the morning by name.
Prosecutor greets victim by name at court
hearing.
Defender greets client and client family
members by name.
Micro-Inequities
Micro-inequities are the ways in which individuals
are either singled out, overlooked, ignored or
otherwise discounted based on an unchangeable
characteristic such as race or gender.
– Usually take form in a slight difference of language, gesture,
treatment or even tone of voice.
– Are often subconsciously given but can have a huge impact
on a work environment or social structure.
– May lead to the perception of discrimination or harassment.
– Are frequently unrecognized by perpetrator.
For example:
Rolling eyes or sighing when someone
considered “different” is speaking.
Manager walks down hall and doesn’t
acknowledge coworkers or subordinates.
Not paying attention in meetings when a
certain person is sharing an idea.
For example:
Staff person (usually “of difference”)
shares an idea and no one responds.
Same idea is repeated by someone else
and everyone acknowledges.
Exclusion of environmental factors that
represent a certain group (e.g.,
decorations, literature, artwork).
For example:
Some individuals
receive microaffirmations but
others do not.
Gesture of affection/
praise for one colleague
but not another.
Supervisor chats
frequently with one
employee but not
another.
Colleague invites some
office mates to lunch
but not others.
Small but powerful.
Affirmations can:
Boost morale
Create supportive,
productive atmosphere
– Consistency.
Inequities:
Erode self-esteem and
ability to perform.
Create feelings of
exclusion.
Micro-message Response by Receiver(s)
+
Manager greets
every member of
team in the
morning by name
Employees respond positively
and in turn greet manager
-
Mangers walks by
Employees feel devalued and
employees and does “unseen”
not greet them or
make eye contact
Impact
Employees have higher
morale and feel that
manager values them
Low morale and
employees have
negative attitudes
toward manager
Strategies:
• Intentionality
• Infuse micro-affirmations into daily behavior
• Role model
• Practice