Race-related microaggressions
Published: 1 March 2022
This was published when the organisation was the Royal Pharmaceutical Society.
Race-related microaggressions are a form of racism.
How to recognise race related microaggressions
We’ve collected some examples of verbal race related microaggressions, with an explanation of why these comments or questions can be offensive, insulting or insensitive.
Download our posters
In addition to the behaviour highlighted above, race-related micro-aggressive behaviours can be verbal, non-verbal or environmental.
Download our posters below with information on recognising race related microaggressions, and some illustrative examples.
Race microaggressions webinar
You can also watch our Race microaggressions workshop, presented by Joan Myers OBE.
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Age-related microaggressions
Learn to recognise, address and prevent age-related microaggressions to help create a more inclusive workplace.
Pregnancy, maternity, parents and carer-related microaggressions
This was published when the organisation was the Royal Pharmaceutical Society. What are pregnancy, maternity, parents and carer-related microaggressions? Different types of discrimination What do pregnancy, maternity, parents and carer-related microaggressions look like? How to recognise pregnancy, maternity, parent and carer-related microaggressions? Micro-affirmative behaviours Pregnancy, maternity, parents and carer-related microaggressions – what are they? In the Royal College of Pharmacy Inclusion and Diversity strategy, being a parent and carer was highlighted as one of the key barriers to working in pharmacy. As well as highlighting a need for greater support for parents and carers, individuals also felt that pregnancy and maternity status were a barrier to working in the profession. Individuals going on or returning from maternity or paternity leave, parents and carers may experience negative attitudes and microaggressions within the workplace which are a combination of misinformation, assumptions, stereotypes, judgemental, outlooks and biases. This may culminate in actions, comments or attitudes that communicate microaggressions and negative attitudes to parents and carers. This document considers microaggressions from pregnancy including difficulties in pregnancy through to being a parent or carer and onwards. There is a need to create judgement-free working environments that challenge ingrained cultural assumptions around pregnancy, maternity and being a carer, as they slow a woman’s career progression and devalue the time new fathers spend with their children. We would also like to challenge the additional barriers that parents and carers experience if they have additional protected characteristics such as sex, disability, ethnicity, and sexual orientation. It is well documented that women have a higher caring burden compared to men, which will impact their career opportunities, resulting in not having the same opportunities to apply for senior roles. This, in turn, worsens the gender pay gap. For men, if they’re the primary care provider, they may face prejudices and negative views in taking on this role for their family. Or have difficulty accessing flexible working arrangements. Individuals from an ethnic minority background may experience biases and discrimination preventing them from being represented and visible in senior leadership roles, which may be compounded by the barriers experienced as a parent or carer. Women from an ethnic minority will be disproportionately impacted. Members of the LGBTQIA+ community face discrimination and microaggressions, which may be compounded by being a parent or carer. They may experience additional discrimination for being a parent in a same-sex couple. Single parents may also experience additional discrimination. Certain groups including single parents of colour often face additional layers of stigma and discrimination. Being a parent or carer is not a protected characteristic. However, parents and carers may be covered by other protected characteristics including: Sex Pregnancy and maternity Disability Marriage and civil partnership You can find out more about what sex and disability-related microaggressions may look like in our gender and disability-related microaggressions references. Pregnancy and maternity discrimination occurs when a woman is treated unfairly because of her pregnancy, pregnancy-related illness or intention to take maternity leave. Examples of unfair treatment include: Being dismissed, removal of responsibilities or seniority. Excluded from training as you’re going on maternity leave. Not being given a promotion because you’re pregnant or on maternity leave. Marriage and Civil Partnership discrimination, this can happen when a person is treated unfairly because of their marital status or because they are in a civil partnership. Examples of indirect marriage or civil partnership discrimination are: A married partner may potentially be able to claim indirect marital discrimination if an employer has a policy or practice that disadvantages married people compared to non-married people. Disability, most relevant to parents and carers' roles, they may experience direct and indirect associative disability discrimination. This occurs when they are treated less favourably than someone else because of being associated with a person with a disability. Different types of discrimination There are several different types of discrimination: Direct discrimination Direct discrimination refers to situations where someone is treated less favourably if they’re pregnant, a parent or a carer. A pregnant woman may have experienced discrimination if they have been intentionally excluded from a training opportunity because they’re pregnant. Your job is changed unfavourably on your return from leave, as you have been on maternity leave. Carers may experience direct discrimination by being discouraged from applying or not being given a role because of their caring responsibilities. Discrimination by association This falls under two acts of discrimination – direct associative disability discrimination and indirect associative disability discrimination. Direct associative disability discrimination This is when someone is treated unfavourably because they’re associated with someone else who has a disability. For example, if a parent of a disabled child is treated less favourably than the parent of a non-disabled child. Indirect associative disability discrimination This could occur for parents and carers when an employer requires something of them, or imposes a working practice that puts those parenting or caring for someone with a disability at a disadvantage compared to those who do not. For a carer, this could be a change from working from home to being made to go into the office, which you’re unable to commit to due to caring responsibilities. As a result of being unable to go into the office, you’re dismissed. Discrimination by association can also be experienced in pregnancy or maternity if the partner has been discriminated again due to association. Indirect discrimination It is indirect discrimination to have a rule, a policy or practice which applies to everyone; however, it puts individuals who are pregnant, parents and carers at a disadvantage. An example of this may be seen if there is a change in service delivery which will include late night and weekend working, which negatively impacts individuals who are pregnant, parents and carers. Within recruitment, specifying roles must be full-time, therefore excluding many working parents and carers – this will disproportionately impact women as they tend to be the main carer givers. Harassment Harassment in the workplace occurs when someone makes you feel humiliated, offended or degraded based on your pregnancy, maternity and carer status. This behaviour can include bullying, nicknames and threats. An example of this could be, if you’re pregnant and people accuse you of having a ‘baby brain’. Victimisation This is when you’re treated badly because you have made a complaint of being discriminated against due to being pregnant, returning from maternity leave and being a carer. What do pregnancy, maternity, parents and carer-related microaggressions look like? Parent and carer related micro-aggressive behaviours can be verbal, non-verbal or environmental. View or download our poster for more information. RCPharm What do pregnancy, maternity, parents and carer-related microaggressions look like? (PDF) How to recognise parent and carer related microaggressions We've collected some real-life examples of parent and carer related microaggressions, with an explanation of why these comments or questions can be offensive, insulting or insensitive. How to recognise pregnancy, maternity, parent and carer-related microaggressions (PDF) Pregnancy, parent and carer-related micro-affirmative behaviours You have a duty to ensure that you’re not acting in a discriminatory manner, whether consciously or unconsciously. Take positive micro-affirmative actions to be inclusive and prevent microaggressions. Encourage an inclusive culture which is understanding and open to education. Provide support and comfort for individuals and create new positive behaviours. Hold yourself and others to account for any of the microaggressions highlighted above. When you notice them, you can call them out as an ally. If someone speaks up against a microaggression or tells you their hurt by what you said or did don’t argue that it didn’t happen, try and understand how your behaviour can be changed and see it as an opportunity to develop your awareness. Be mindful of your biases, perceptions, and stereotypes – challenge your values and assumptions of individuals who are pregnant, parents and carers. Challenge your view of traditional views of parents and carers and pregnancy. Arrange meetings at times where everyone is available to attend without judgement and impacting caring responsibilities Everyone should be considered for development opportunities and promotions based on their performance and capabilities and not on their caring responsibilities. Don’t comment on a person's appearance if they’re pregnant. Don’t make any assumptions of peoples ambitions and career progressions based on their caring responsibilities. Consider all team members for progression opportunities regardless of their caring responsibilities. Support individuals with caring responsibilities in setting boundaries by honouring their flexible working hours and enabling them to have a good work/life balance. Support individuals are transitioning back to work after an extended period off to readjust to work and supporting them with KIT days. Don’t assume what is important to individuals with caring responsibilities. Instead, ask them what they would like. Support people to sustain their motivation and purpose in their role.