We Have An IDEA: A Framework for challenging Microaggressions in the Moment.
When we speak to organisations’ employees about their individual or group experiences of microaggressions and discrimination, they invariably tell us that they just want to be empowered. They want to feel supported by the organisation. They want to be able to convey their own opinions. They want to do that professionally.
They don’t feel they always have the words.
You can imagine that when being faced with a microaggression which is happening now, a person may have a range of emotional responses: anger, fear, upset, shame, embarrassment. The list goes on. At the very same time, a person might also not know what they can do as an employee, and fear responding there are then because they don’t want to risk a disciplinary or at worst lose their job.
Thankfully, our clients want to be able to empower their employees to hold these conversations and make them aware that they have their support.
We created a method that supports anyone having a fight, flight or freeze traumatic response to what is being done to, or being said to them. It acknowledges that a person may want to defend themselves or make a strong point towards the person who is causing offense. It also acknowledges that a person might want to flee or leave. It helps people who are frozen to find the words they need.
It is also designed so that we as allies and colleagues can support a culture of inclusivity by being an upstander. It is particularly helpful when we are overhearing people talk about groups of people in an offensive manner. It can be used to support individuals, but we would want to ensure we aren’t disempowering a person in the process.
The framework is based on a simple acronym of ‘IDEA’ so it is easy to remember and is structured in such a way as to build opportunities for the victim to fully express their feelings.
Here is a very brief outline of the framework as a guide.
IDEA Framework In Action
People sometimes tell us, ‘I had no idea what to say’. This framework helps people to have an IDEA.
Interrupt
First, we interrupt what is happening. There are a few ways to do this with the most common being:
‘Can I stop you there?’
‘Can I interrupt you?’
Describe
In this second step, a person will outline what has just happened. It might be as simple as repeating words back to them.
‘I heard you say…’
‘I saw you…’
Ideally, you will refer to a verb or a sense as this helps to keep the focus on specifics.
Explain
Here, we are adding detail about what is offensive about what has just happened. At times, this might need some racial literacy or deeper understanding of microaggressions and types of discrimination.
We are aiming to implement the phrase, …’I find that offensive because…’ somewhere in what we say.
Examples might include:
‘When you touch my hair without asking I find that offensive because you seem to think you have ownership over me. I find it dehumanising.
‘When you physically move a disabled person like that I find it offensive because it implies disabled people are helpless and don’t have ownership over what happens to them’.
‘When you make assumptions about my lifestyle like that I find it offensive because you are not seeing me as an individual. You are perpetuating gay stereotypes.’
Depending on the person and the situation you may want to further explain what you want to see next time.
‘I want you to enjoy yourself here but I can’t have you speaking to me or anyone else like this again’.
‘In future, you need to ask a person if they need or want your help. Don’t assume’.
Acknowledge/Act
Often by this stage a person has been educated into the harm they have caused you and will acknowledge that in some way. It might be with an apology or demonstrable change in their behaviour.
You may want to acknowledge their apology if appropriate which might sound like,
‘Thank you for your apology’
‘I appreciate that’
‘Ok’
We always recommend that any interaction which has discrimination or microaggressions at the heart should be acted upon in some way. This action will of course depend on where you are but actions may include:
Reporting to a line manager
Using an anonymous report form
Speaking to any appropriate representatives such as working group leaders or representatives
Making a formal complaint
This is a very simple outline of the IDEA framework. As you can imagine, in workshops we go into more detail of how and when it is implemented.
Working with an organisation we can develop accurate scenarios for your workplace which allow employees to practice the IDEA framework with colleagues.
At the end of these sessions, participants describe feeling empowered and better prepared to deal with negative encounters with people. In addition, participants will describe feeling supported by their employers and that they feel they take their experiences seriously.
However, this short outline may just help you to deal with a rude customer, an insensitive colleague or a harmful and upsetting microaggression when it happens.
If you would like more information on this framework and how you might implement it at your setting get in contact us.