Page 9 - AASP Summer 2014 Newsletter

Work More Effectively with Clients by

Being Aware of Microaggressions

Kensa K. Gunter, PsyD, LP, CC-AASP, Argosy University

Heather J. Peters, Ph.D., LP, CC-AASP, University of Minnesota - Morris

In recent months, several highly publicized Torino, 2007). In this article, we explore

incidents have occurred, which have
various aspects of microaggressions in

reignited questions about the prevalence order to better understand what they

of racism and discrimination in the are, how they operate, and how sport

realm of sports. From the explicit racism psychology consultants (SPCs) can work

demonstrated by LA Clippers owner, toward minimizing the prevalence of

Donald Sterling, to the banana-throwing microaggressions in the environments
Kensa GUNTER
incident during a soccer match between
in which they work (i.e., teams, athletic

Spain and Brazil, we are frequently departments, hospitals) and in their

reminded that discrimination does, in fact, interactions with clients.

exist on the playing ield. In each of these

situations, there were clear displays of
“Microaggressions are the everyday
discrimination that many would deem
verbal, nonverbal, and environmental
unacceptable. However, what about

slights, snubs, or insults, whether
subtle, more ambiguous transgressions
intentional or unintentional, which
in which the offensive action may not
communicate hostile, derogatory, or
be readily identiied, nevertheless,
negative messages to target persons
discrimination is experienced? For
based solely upon their marginalized
example, when Fuzzy Zoeller asked Tiger
group membership”, (Sue, 2010 p.

Woods not to serve fried chicken and
24). Marginalized group membership
collard greens at the Masters’ Champions
includes groups of people who are on the
Dinner or when Dan Snyder refers to
downside of power (i.e., racial or ethnic
his Washington NFL team’s logo as a
minority, lesbian, gay, bisexual, queer,
“badge of honor.” These subtle offenses
transgender, female, religious minority,
referred to as microaggressions happen
and/or a person with a disability). This

frequently and can have an intense,
deinition highlights the important point Heather PETERS
long-lasting impact on the emotional
that it is not only the messenger’s intent,
and psychological well being of the
but also the recipient’s perception of the
recipient (Sue, Bucceri, Lin, Nadal, &

AASP Newsletter // Summer 2014 // Work More Effectively with Clients by Being Aware of Microaggressions

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