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But seriously, folks:
After reviewing many studies on the topic, Dr. Lilienfeld argues in his paper “
Microaggressions: Strong Claims, Inadequate Evidence” that microaggressions lack scientific proof, and therefore should not be included in workplace or campus diversity training.
Moreover, he said he believes that the term microaggression is misleading, as it implies conscious intent to harm, and thus should be abandoned.....
“Because they are totally in the eye of the beholder — anything you say could be labeled as a microaggression,” Lilienfeld said. “In the current literature, if someone is offended by something, it is a microaggression. You simply cannot progress scientifically in this way or expect to resolve racial tensions on a college campus.”
Moreover, Lilienfeld argues that research on microaggressions does not draw upon key domains of psychological science, including: psychometrics, social cognition, cognitive-behavioral therapy, behavior genetics, and personality, health and industrial-organizational psychology.
Ultimately, he recommends entirely eliminating the term microaggression from use....
BINGO!