In our recent Connecting Conversations we explored, together, microaggressions and their grievous harm. A possible counter strategy to their cumulative burden is small, affirming declarations.

In a 2023 Harvard Business Review article, authors Roberts, Grayson, and Rosser presented several microvalidations to incorporate into interactions. Each can begin subtly to move a marginalized “outsider” into a sense of inclusion as an “insider.” Here, very briefly, are a few: 

   Acknowledge presence—show respect with a warm smile and greeting, make eye contact, and put your phone away. And, when appropriate in public settings, do use titles such as Dr., Prof., Rev. For Black and brown groups, and women, these are hard-earned titles in our nation’s recent history. 

   Validate identity—try hard not to minimize, reinterpret, or dismiss the many identities each person carries including marital status and preferred pronouns. Refrain from anglicizing a name difficult to pronounce or correcting a history that does not comport with one’s own experience.

   Voice appreciation for everyone’s contribution—in real time, directly share the significance of team building, continuity, work tasks, including dissent. Remember humans tend toward recognizing those who remind us of ourselves.

   Hold people to high standards—simply, do not praise someone based on a negative stereotype or one that embodies low expectations. Appreciating a woman for her “caring qualities” of leadership rather than her superb technical skills can land as stereotypical, a microagression rather than a validation. Instead recognize accomplishment and support potential. 

Yes, microvalidations  can be another small step on our transformative journey.

—Gloria Legvold, for the Racial Justice Team Planning Group