Microinequity

Microinequity, according to Sandler, refers to the ways in which individuals are "either singled out, or overlooked, ignored, or otherwise discounted" based on an unchangeable characteristic such as race or gender. A microinequity generally takes the form of a gesture, different kind of language, treatment, or even tone of voice. It is suggested that the perceptions that cause the manifestation of microinequities are deeply rooted and unconscious. The cumulative effect of microinequities can impair a person's performance in the workplace or classroom, damage self-esteem, and may eventually lead to that person's withdrawal from the situation.

In the original articles on this subject in the 1970s, (see references below), Mary Rowe defined micro-inequities as “apparently small events which are often ephemeral and hard-to-prove, events which are covert, often unintentional, frequently unrecognized by the perpetrator, which occur wherever people are perceived to be ‘different.’"

A micro-affirmation, in Rowe's writing, is the reverse phenomenon. Micro-affirmations are subtle or apparently small acknowledgements of a person's value and accomplishments. They may take the shape of public recognition of the person, "opening a door," referring positively to the work of a person, commending someone on the spot, or making a happy introduction. Apparently "small" affirmations form the basis of successful mentoring, successful colleagueships and of most caring relationships. They may lead to greater self-esteem and improved performance.

There is a difference between the concepts of "inequality" and "inequity." An inequality implies there is some comparison being made. For example, if your boss doesn't listen attentively to you, that in and of itself is not a microinequality. However, if your boss listens attentively to all of your co-workers, but not to you, that might be a microinequality.

An inequity by contrast is simply something (that may be perceived to be) unfair or unjust under the circumstances. Thus a micro-inequity may occur with only one person on the scene, if that person is treated in an unfair or unjust manner. (Of course it is possible and even likely that many micro-inequities support or lead to an unequal environment for people of a given group, but the two concepts are different.)

A micro-affirmation may, in a similar fashion, refer to "only one" person and does not, in and of itself, imply any sense of advantage over others, but rather support to the individual who is affirmed.

Read more about Microinequity:  Origin, In Culture, Further Research