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Pride is a time to celebrate the LGBTQ+ community and be proud of living openly and authentically. But this year we cannot ignore the mounting attacks against our community. Powerful people are bullying LGBTQ+ kids and threatening our rights-dozens of states have passed bills to silence and erase us.

Let's show them that WE WON'T HIDE OUR PRIDE!

Whether you're headed to your local Pride festival, gathering in your backyard with friends or spending some quiet time at home, we hope you enjoy your celebrations. To help you kick off Pride Month, we've compiled a plethora of ways to celebrate the beauty of our community, engage in the fight for equality and a few surprises to bring you joy.

You can join in on pride from wherever you are:

Turn up the volume and jam out to our HRC staff curated Pride playlist

Have some family fun

Check out these resources:

Or watch this drag story time with Akasha Royale:

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wherever you go!

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Skip to Content Pride is a time to celebrate the LGBTQ+ community and be proud of living openly and authentically. But this year we cannot ignore the mounting attacks against our community. Powerful people are bullying LGBTQ+ kids and threatening our rights-dozens of states have passed bills to silence and erase us.

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Autism Awareness Month becomes Autism Acceptance Month

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Autism Awareness Month becomes Autism Acceptance Month

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Autism Acceptance Month vs Autism Awareness Month: Which is Correct?

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A discussion on the importance of the shift from Autism Awareness Month to Autism Acceptance Month.

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April is known for spring, flowers, and Autism Acceptance Month. This April, autism rights groups are asking schools and the media to focus on the inclusion and acceptance of those with different neurologies. This starts with the small, but significant, change from Autism Awareness to Autism Acceptance.

Acceptance vs. Awareness

Many self-advocates for autism spectrum disorders view their neurology as a difference in thinking, not something that needs to be cured. Self-advocates ask for acceptance and support, not isolation. Like everyone, those with autism want acceptance for both their strengths and weaknesses.

"Acceptance is about moving beyond this idea of awareness, which has been medicalized and has been used to spread ideas of autism that are stigmatizing," says Zoe Gross, Director of Advocacy at ASAN. "[Autism] makes life harder, but it's part of our experience of the world. It's not something to be scared of."

Gross is referring to many of the hurtful "awareness" campaigns of the past. People with autism were said to be "suffering" and were portrayed as burdens on their parents and on society. Fear-mongering and skewed statistics were used to raise money for organizations dedicated to research, not helping individuals. Many children who grew up with this message want to end the stigma for their own children.

Acceptance, on the other hand, calls for society to meet children and adults with autism where they are and to make room for them. The word "acceptance" asks that we see autism not as a disease, but as a natural difference in neurology.

Autism Acceptance in the World

Since 2011 the Autistic Self-Advocacy Network (ASAN) has been asking others to call April "Autism Acceptance Month." For many with autism, it is a part of who they are and not something that can be cured without destroying a part of themselves. Acceptance of these differences is what leads to a happy life, not a cure. The Autism Society, a group of parents and doctors, has also called for the name change, citing that stigma against individuals with autism is often the biggest barrier to self-actualization.

What Autism Means to Educators

I interviewed several teachers with autism about what autism acceptance means and how it helps their classrooms. Here are some great responses.

"To me, autistic acceptance means a willingness to learn and to accept our differences, to facilitate an environment that allows us to be included, and to understand that our worth is not defined by others' inconvenience."

-Mrs. Taylor

"The normalization of divergence in every brain and body. There are so many variables in our nature and nurture, internal and external, known and unknown ... 'normal' needs to be replaced with 'common,' with an emphasis on 'healthy' and 'unhealthy' ..."

"Just by identifying myself, I see in every class I am in, a few students brighten up that I am like them. I see the other students, who like me and see me successful in my role, realize not only am I not ashamed, but I'm proud to be who I am."

-GraceIAMVP

"Autism acceptance means that neurodivergent people have their differences celebrated and recognized as strengths, rather than characterized as weaknesses."

"Being autistic makes me more understanding of others (especially children). It also helps me give students more of a chance to be the best version of themselves, instead of trying to get them to conform."

-5th grade teacher from Texas

Autism Acceptance in the Classroom

ASAN ensures people with autism have a space to speak for themselves. This group works to change laws and policies, create educational resources, and train others to lead. Teachers looking for great resources on autism created by those with lived experiences should look to this organization.

For those looking to make changes to the classroom, there are plenty of resources. Here are some starting points:

This year, start with the change in language to Autism Acceptance. Autism needs to be understood and included as part of the human experience. This April, think of what you can do to create a more inclusive classroom and fight for it!

How do you plan to honor Autism Acceptance Month this year? Let us know your thoughts in the comments.

Looking for more articles like this? Be sure to subscribe to our newsletters!

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Why April Is Autism Acceptance Month, Not Autism Awareness Month

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April is known for spring, flowers, and Autism Acceptance Month. This April, autism rights groups are asking schools and the media to focus on the inclusion and acceptance of those with different neurologies. This starts with the small, but significant, change from Autism Awareness to Autism Acceptance.

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#MoreThanEnough

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Each year millions of Americans face the reality of living with a mental illness. During May, NAMI joins the national movement to raise awareness about mental health. Each year we fight stigma, provide support, educate the public and advocate for policies that support people with mental illness and their families.

Together for Mental Health

For 2022's Mental Health Awareness Month, NAMI will amplify the message of "Together for Mental Health." We will use this time to bring our voices together to advocate for mental health and access to care through NAMI's blog, personal stories, videos, digital toolkits, social media engagements and national events.

Together, we can realize our shared vision of a nation where anyone affected by mental illness can get the appropriate support and quality of care to live healthy, fulfilling lives.

Help us spread the word through awareness, support and advocacy activities. Share awareness information, images and graphics for #MHAM throughout May.

Resources

Share with us how you advocate for mental health by writing your personal story or sharing #Together4MH graphics and messages with your community.

Partner Resources

Download the 2022 Awareness Event Guide for May's Mental Health Awareness Month.

Advocate

Join our movement to advocate for a better mental health care system by signing up for advocacy alerts and taking action when opportunities arise in your community.

Share Your Story

Throughout the month, we will feature personal stories from people experiencing mental health conditions. By reading about lived experience, we aim to encourage people to prioritize their mental health and increase awareness about mental illness.

Share your story and tell us what the message of "Together for Mental Health" means to you!
Share Your Story Read Stories

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Mental Health Month | NAMI: National Alliance on Mental Illness

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Each year millions of Americans face the reality of living with a mental illness. During May, NAMI joins the national movement to raise awareness about mental health. Each year we fight stigma, provide support, educate the public and advocate for policies that support people with mental illness and their families.

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When is Pride Month 2022?

As a sub-holiday during Pride Month, Pride Day is celebrated on June 28. The day marks the date in history when the first pride march was held in New York City in 1970. However, different communities celebrate Pride Day on different days throughout June.

History of Pride Month

On a hot summer's night in New York on June 28, 1969, police raided the Stonewall Inn, a gay club in Greenwich Village, which resulted in bar patrons, staff, and neighborhood residents rioting onto Christopher Street outside. Among the many leaders of the riots was a black, trans, bisexual woman, Marsha P. Johnson, leading the movement to continue over six days with protests and clashes. The message was clear - protestors demanded the establishment of places where LGBT+ people could go and be open about their sexual orientation without fear of arrest.

Pride Month is largely credited as being started by bisexual activist Brenda Howard. Known as 'The Mother of Pride,' Brenda organized Gay Pride Week and the Christopher Street Liberation Day Parade a year after the Stonewall Riots. This eventually morphed into what we now know as the New York City Pride March and was the catalyst for the formation of similar parades and marches across the world.

Speaking of the rainbow flag, it was actually gay politician Harvey Milk who asked a talented designer friend, Gilbert Baker, to design an all-encompassing symbol to take to San Francisco's Pride March in 1978. Sadly, Harvey Milk was assassinated along with Mayor George Moscone on November 23, 1978, in San Francisco City Hall by Dan White, a disgruntled former supervisor who was angry at Milk for lobbying against having him reappointed on the Board of Supervisors.

Bill Clinton was the first U.S. President to officially recognize Pride Month in 1999 and 2000. Then, from 2009 to 2016, Barack Obama declared June LGBT Pride Month. In May 2019, Donald Trump recognized Pride Month with a tweet announcing that his administration had launched a global campaign to decriminalize homosexuality, although critics have noted that actions speak louder than words.

The New York Pride Parade is one of the largest and most well-known parades to take place, with over 2 million people estimated to have taken part in 2019.

Pride Month is for everyone to embrace who they are and let the world know - in style! The rainbow aptly signifies the colorful activities and flavors of this month-long celebration. These include massive rallies, pride parades, parties, workshops, concerts, and countless more LGBTQ+ events to attract participants from all over. The Pride community takes huge pride in their movement, going all out for the festivities with elaborate costumes, makeup, and, of course, glitter - so that they sparkle for the whole world to see!

Commemorations and memorials are also held for members of the community who have lost their lives to hate crimes and HIV/AIDS. Campaigns and rallies aim to promote and preserve the history and well-being of the lesbian, gay, bisexual, and transgender community.

52% - the percentage of LGBTQ people who've experienced depression recently.

1 in 8 - the number of LGBTQ people who have experienced unequal treatment from healthcare staff.

46% - the percentage of lesbian, gay, and bisexual people who are open about their sexual orientation with their family.

4.1% - the estimated percentage of women who identify as LGBT.

350,000 - the number of people in the LGBTQ community that are transgender women.

1 in 5 - the number of LGBTQ women living in poverty.

43% - the percentage of LGBTQ employees who haven't revealed their orientation at work.

50% - the percentage of LGBTQ workers who recently got federal protection from discrimination.

10% - the amount of time LGBT workers spend hiding their identities.

<$12,000 - the annual income earned by 22% of LGBTQ people.

Pride Month FAQs

What day is Pride Day 2021?

Pride Day is celebrated on June 28 every year, falling during Pride Month.

What is Canada's Pride Day?

Pride Toronto is an annual event held in Toronto, Ontario, Canada, in June each year.

Is Pride Month celebrated in India?

The LGBTQ+ culture is thriving in India and, despite the conservative atmosphere, Indians participate in Pride Day parades and celebrations during Pride Month.

Why We Love Pride Month

It shines a light on LGBTQ+ issues

The emphasis may be on fun, but it's also the perfect time to think about and discuss issues related to the gay rights movement, especially as it gets more attention from the media during this time - from gay marriage and adoption to transgender rights. Although huge strides have been made for equality over recent years, we all still have a long way to go. Pride Month is a great opportunity to learn about the fight for what's right, and to pitch in as well!

Businesses can participate to spread awareness around global LGBTQ+ issues with the help of our Influencer Marketing Agency.

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As a sub-holiday during Pride Month, Pride Day is celebrated on June 28. The day marks the date in history when the first pride march was held in New York City in 1970. However, different communities celebrate Pride Day on different days throughout June.

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Let’s talk about the disorder that renders 2.21% of U.S. adults behaviorally impaired.

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The Importance of Mental Health Awareness Month

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The Importance of Mental Health Awareness Month

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When is Mental Health Awareness Month?

May is Mental Health Awareness Month. While it was first recognized in 1949, it has never been more pertinent than now to recognize the role mental health plays in our overall well-being and the value in raising awareness and helping those in need receive treatment.

What is Mental Health Awareness Month?

Mental Health Awareness Month was originally established by the Mental Health America organization and is recognized during the month of May. It was created as a way to educate the public about mental illness, raise awareness surrounding research and treatments, reduce the stigma associated with mental illness, and celebrate recovery from mental illness. Because of misconceptions and stigma surrounding mental health issues, people often suffer in silence and don't seek treatment for their conditions. Mental health awareness is an important initiative to improve understanding of mental health conditions and increase access to healthcare for those who need it.

What is the importance of Mental Health Awareness Month?

Whether or not someone personally suffers with a mental health issue, Mental Health Awareness Month helps people recognize the ways mental illness impacts their lives, educates people about available services, and highlights ways to advocate.

Recognition and education are important ways to remove the stigma associated with mental illness. Mental Health Awareness Month creates a time and space to start a conversation. Talking openly about mental health can reduce the misconceptions and stigma, and can encourage those who are suffering to seek help and find a support network.

It's important for caregivers, friends, and loved ones to understand the impact that mental health has on daily life. Mental Health Awareness Month provides education about the reality of living with a mental health condition - while it can make life more difficult, it doesn't have to stop someone from having a fulfilling life. When people are better educated on these conditions, they can better support and help someone dealing with a mental health issue.

Mental Health Awareness Month also provides an opportunity for fundraising, outreach, and awareness events. This, in turn, can help support research, fund treatment options, and connect advocates to create a brighter, more promising future of mental health care.

Who can benefit from Mental Health Awareness Month?

Everyone! Nearly one in five adults in the US has a mental health condition. But that one person has family, friends, and others whose lives are touched by their condition, even if they don't themselves suffer from one. You might be surprised by the prevalence of mental health conditions in adults in the US:

48 million have an anxiety disorder

21 million have major depression

9 million have post-traumatic stress disorder

7 million have bipolar disorder

3.5 million have borderline personality disorder

3 million have obsessive compulsive disorder

1.5 million have schizophrenia

Mental Health Awareness Month helps those with a condition overcome the stigma and get access to treatment. It helps their friends, family, and loved ones better understand their condition and connect with support networks. It helps the providers who treat those with a condition receive funding for their research and treatment so they can better care for all our mental health. In short, we can all benefit from Mental Health Awareness Month.

What can you do to raise awareness for mental health?

There are many opportunities for fundraising, community outreach, and awareness events during Mental Health Awareness Month. Many national organizations like Mental Health America (MHA), National Alliance on Mental Illness (NAMI), and the National Institute of Mental Health hold events and fundraisers. NAMIWalks is a national event where people come together to walk, promote awareness and raise funds. MHA provides a campaign called Tools 2 Thrive, which provides education on mental health conditions and tools and tips for people to improve their mental health. Contact your local mental health organization to see how you can get involved or volunteer. They may have their own awareness event or fundraisers as well.

If there is someone in your life struggling with their mental health, the best thing you can do is reach out and start a conversation. Educate yourself on the realities of living with mental health issues and confront any feeling of stigma or judgment you may have. Just supporting those in your life can spread the message of awareness and acceptance.

Newport Hospital will be hosting a virtual community discussion about mental health on Tuesday, May 24. The discussion will feature panelists who bring different perspectives to this important discussion.

If you or someone you care about is experiencing a mental health crisis or is in need of mental health services, we are here to help. Learn more about Lifespan Outpatient Psychiatry services.

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The Importance of Mental Health Awareness Month

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May is Mental Health Awareness Month. While it was first recognized in 1949, it has never been more pertinent than now to recognize the role mental health plays in our overall well-being and the value in raising awareness and helping those in need receive treatment.

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Understanding Gender Identities | The Trevor Project

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It’s important to remember that gender roles aren’t set in stone.

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http://makeitok.org/wp-content/uploads/2016/07/discussion_guide-copy-.pdf

https://makeitok.org/what-to-say/

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COVID-19 Resources:

Find information on how to support your or other's mental health. Learn more.

Totally having an ADD moment.

Do you really have ADD?

Yea, I was diagnosed as a kid.

Eh. Not great. My anxiety is acting up again.

What can you say?
Complete the Conversation.

Perfect. Questions are great.

Sorry. We have not all been there.

Thanks for doing this.
Let's keep the conversation going.

Really? What's going on?

We've all been there.

Aaarrrgggh.

I'm just feeling really anxious

No, I mean...it's bad.

I have to go to the doctor today.

No. Not sure if you knew, but I've got depression.

I'm feeling really down lately.

Maybe it's the news. But everything is so depressing.

Matias: His older brother has PTSD

Heidi: Diagnosed with bipolar disorder in 2011

Artie: Caring for his wife who has schizophrenia

Monica: Knows a coworker with an eating disorder

Irma: Her daughter has been living with OCD

1 in 5 adults in the US experience mental illness in a given year.

Learn about mental Illness

Podcast Episode: Hannah Hart Gets Drunk, Tries To Make Grilled Cheese, Gets Famous, Tries To Enjoy It

A show about clinical depression...with laughs? Well, yeah. Depression is an incredibly common and isolating disease experienced by millions, yet often stigmatized by society. The Hilarious World of Depression is a series of frank, moving, and, yes, funny conversations with people who have dealt with this disease, hosted by veteran humorist and public radio host John Moe.

Please visit the American Public Media website to learn more and listen to additional episodes of the podcast.

Can you recognize
mental illness stigma?

Thanks

You didn't answer "yes" to any questions. Perfect! Teach others to stamp out stigma and #MakeItOK by sharing this quiz.

Take the pledge "

Thanks

You answered "yes" to only one question. Great! Teach others to stamp out stigma and #MakeItOK by sharing this quiz.

Take the pledge "

Thanks

You answered "yes" on just XX questions. This is great! Please don't feel bad for admitting a few mistakes. We're all human.

Take the pledge "

Thanks

You answered "yes" on XX questions. We're so happy you're here because it seems like you could use a little bit of coaching.

Explore Tips for Talking "

What is stigma?

Stigma: a set of negative and often unfair beliefs that a society has about something.

What does stigma look like?

Exclusion. Telling someone to toughen up or snap out of it. Silence. Calling someone "crazy." Treating mental illness as a fallacy for the lazy or attention starved.

How long have we been stigmatizing mental illness?

It's been around for a long time. Society has always viewed mental illness as a sign of weakness. But in the last half-century, we've discovered so much more about how the brain works, yet the stigma remains.

Where did it start?

Society has always viewed mental illness as a sign of weakness. But in the last half-century, we've discovered so much more about how the brain works.

The effect?

People who have a mental illness feel ashamed. They hide. They don't get the help or treatment they need.

What you can do?

Talk. Listen. Replace awkward silence with questions and understanding. Become a voice against mental illness stigma. Spread the word that mental illnesses are often chemical imbalances that can be alleviated with proper medication.

What can you do?

Talk. Listen. Become a voice against mental illness stigma. Spread the word that mental illnesses common.

What stigma looks like

Mental illness stigma comes in many forms. Exclusion, silence, and labeling are just a few. Click below to hear firsthand experiences.

18,905 people have pledged to stop mental illness stigma.

By signing this pledge, you're taking a stand against the mental illness stigma. Pass it on. Print it out. Tape it up. It can serve as a reminder to start more conversations and stop the labeling. Together, we can Make It OK.

Take the Pledge

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Find information on how to support your or other's mental health. Learn more. Totally having an ADD moment. Do you really have ADD? Yea, I was diagnosed as a kid. Eh. Not great. My anxiety is acting up again. Perfect. Questions are great. Sorry. We have not all been there.

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What It Means to Be an Ally to the LGBTQ+ Community

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What It Means to Be an Ally to the LGBTQ+ Community

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Did you know that one in six U.S. Gen Z adults (adults born after 1997) consider themselves part of the LGBTQ+ community?

As the equal rights movement gains momentum, more people feel comfortable coming out, or exploring and embracing their sexuality and gender identity openly. While we've made great progress in cultural inclusivity for the LGBTQ+ community, this does not mean that discrimination and biases don't still exist.

If you want to support the LGBTQ+ community but don't identify as a member, you might consider your role as an ally.

There are a lot of different definitions of what an ally is. In this article, we'll use the definition provided by the Diversity Style Guide: an ally is someone who makes the commitment and effort to recognize their privilege (based on gender, class, race, sexual identity, or other unique positions of power) and works in solidarity with oppressed groups in the struggle for justice.

To further break down what it means to be an LGBTQ+ ally, we rounded up some tips and takeaways about allyship, inspired by conversations with SonderMind employees.

‍

Do your research
"Even though same-sex marriage is legal in the United States, discrimination still exists, in legislation and elsewhere. Do some research and talk to people within the community, and you'll understand the importance of allies."

If you're a new ally, learning key terms and acronyms is a good place to start. The good news is, the internet has made it extremely easy to learn about the changing language and terminology affecting the community.

Before Googling anything, be sure to check your sources - don't just believe anything you read online. Sources like GLAAD, the Human Rights Campaign, and university and government programs can usually be trusted for accurate and up-to-date information.

Next, take time to educate yourself on the history of the LGBTQ+ community in the U.S. Become aware of issues like prejudice, discrimination, and violence that affect this community at a rate of nearly four times more than non-LGBTQ+ people.

What action can you take? ✔️ Familiarize yourself with key terms and concepts. We recommend using this resource
Lastly, follow the news so you can be aware of how the LGBTQ+ community is currently being affected, both locally and nationally. A good resource for national news is the ACLU. The ACLU updates its website regularly with house and senate bill numbers that will affect the LGBT community if passed.

"Allies won't know the full experience of being queer, but they do create room in every space for queer people to speak their truth... Don't just feel bad for people who are dealing with constant discrimination; allow those people to feel respected and heard. Sometimes it's as simple as saying, 'I can't even imagine what that would be like, but I'm here for you and love you.'"

‍

Be an active listener. Active listening means that you refrain from interrupting, and you give plenty of time for the other person to think and respond throughout the conversation. You're not distracted or on your phone, you are focused on what the other person is saying. You may even restate what they say or ask open-ended questions if the other person feels comfortable with that.

Be inclusive. Creating a community that fosters psychological safety often doesn't happen overnight. But it starts with inclusivity. Celebrate each other's differences and create opportunities for openness. Don't assume someone's sexuality or gender identity. Even your words have the power to make people feel included or excluded. Small changes, like using a gender-neutral term (think "Hi everyone" versus "Hi guys"), can make a big difference.

Be willing to have dialogue and apologize if you make a mistake. Part of being an ally means being held accountable for your own shortcomings. If someone has taken the time to call attention to the way your actions have impacted them or others, you should also take the time to reflect on what was brought to your attention and how you can create a meaningful change moving forward. Identifying the root cause of a mistake can help you explore areas of continued education and your commitment to your allyship.

What action can you take? ✔️ pronouns to your social media bio or email signature. Adding your pronouns to your digital communications normalizes discussions around gender identity in an increasingly online world.
Hold space for others
"Being an ally means understanding your privilege as a straight person and using it in a positive way to help our community. Stand up for those who are being judged. Make it clear to your friends and family that offensive language about the LGBTQ+ community won't be taken lightly. It's an everyday thing to be an ally. Every. Single. Day."

While it's impossible to know exactly how someone's personal experience feels, there is data around mental health and the LGBTQ+ community that is important to be aware of. Lesbian, gay, or bisexual adults are twice as likely as heterosexual adults to experience a mental health condition, and transgender individuals are about four times as likely as cisgender individuals to experience a mental health condition. In addition, LGBTQ+ youth are more likely to report symptoms of depression or suicidal thoughts.

Here are a few ways you can hold space for your LGBTQ+ friends and family:
What action can you take? ✔️
‍

GLBT National Hotline* | (888) 843-4564

GLBT National Youth Talkline* | (800) 246-7743

The Trevor Project (LGBTQ+ Crisis Hotline) | (866) 488-7386

The Trevor Project LGBTQ+ Online Chat

Trans Lifeline* | (877) 565-8860

*not monitored 24/7
If you or a loved one are experiencing a mental health crisis, do not use this site. Instead, call 911 or use one of these emergency resources for immediate help.
Advocate every day

One of the most important aspects of being an ally is being an advocate. When people think of "advocates," they might think of protestors taking to the streets or lobbyists in D.C.

Those are both important forms of advocacy, but often, advocacy starts on a much smaller scale - like using corrective language when you see or hear something offensive in your workplace, family dinner table, or with a friend. And as one SonderMind employee put it, being an ally means advocating for LGBTQ+ people, even when there is no one from the community in the room: " When you witness homophobic remarks, having the courage to correct this behavior and advocate for our population, even if no queer people are there to witness it."

Allies who are advocates are well equipped for difficult conversations. Because they have educated themselves about LGBTQ+ history, the current news, and learning from their friends and family's lived experiences, they have the power to be clear communicators who can challenge others' biases and prejudice.

If you or a loved one finds themselves in a mental health emergency:

The Diversity Style Guide. (n.d.). Ally. The Diversity Style Guide Glossary Index. Retrieved November 30, 2021, from https://www.diversitystyleguide.com/glossary/ally-2/

Jones J. M. (2021, February 24). LGBT Identification Rises to 5.6% in Latest U.S. Estimate. Gallup. https://news.gallup.com/poll/329708/lgbt-identification-rises-latest-estimate.aspx

National Alliance on Mental Illness. (n.d.) LGBTQI. Identity and Cultural Dimensions - LGBTQI. Retrieved November 30, 2021, from https://www.nami.org/Your-Journey/Identity-and-Cultural-Dimensions/LGBTQI

UCLA School of Law Williams Institute. (2020, October 2). LGBT people nearly four times more likely than non-LGBT people to be victims of violent crime [Press Release]. https://williamsinstitute.law.ucla.edu/press/ncvs-lgbt-violence-press-release/

United States Institute of Peace. (n.d.). What is Active Listening? Core Principles of Active Listening Handout. Retrieved November 30, 2021, from https://www.usip.org/public-education/educators/what-active-listening

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What It Means to Be an Ally to the LGBTQ+ Community: What You Can Do Every Day - SonderMind

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Did you know that one in six U.S. Gen Z adults (adults born after 1997) consider themselves part of the LGBTQ+ community? As the equal rights movement gains momentum, more people feel comfortable coming out, or exploring and embracing their sexuality and gender identity openly.

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Do you have a brain? Then you have unconscious bias and it doesn't mean that's necessarily a bad thing.

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What questions do you have about unconscious bias?

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What Does It Really Mean To Be An Ally? - Diversity Professional

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Is it all for show or does the support for the oppressed have real teeth? Instagram posts. Facebook stories. LinkedIn updates. We see a lot of #Ally posts these days. But, what does "being an ally" really mean?

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Have you ever felt like you were on the receiving end of a subtle form of prejudice or stereotyping? As though someone just said or did something that made you feel unwelcome or judged because of your ethnicity, gender, sexual orientation, or other characteristic related to a marginalized group? If so, you might have experienced what is called a microaggression.

What Are Microaggressions?

Although subtle and potentially less harmful than outright prejudice or intolerance, microaggressions have an impact too; in fact, being exposed to chronic microaggressions over a period of time may be hurting your mental health.

For this reason, it's important that we as a collective whole do not simply ignore their presence or pretend that something doesn't make us feel uncomfortable. Instead, as a society, we need to acknowledge them and move forward with a unified strategy to reduce their impact. Below are some definitions of microaggressions as well as ideas on how to reduce them or minimize their impact.

The term microaggressions was first coined in the 1970s by Harvard Medical School psychologist Chester Pierce as a reaction to observing insults exchanged between white and black students. Later in 2007, Columbia University psychologist Derald Sue further popularized and defined the term.

It's important to note that those individuals who engage in microaggressions may or may not be doing it on purpose. Instead, these actions or comments may reflect the biases held by a particular group about other groups of people.

This fact is important when we consider an antidote to the epidemic of microaggressions, because it suggests that if people were made aware of the impact of their words and actions, they might change what they do and what they say.

Of course, there are some people who are consciously aware of what they are doing, and perhaps are doing it with the intent to harm.

Types of Microaggressions

Derald Sue and colleagues went on to discuss different subtypes of microaggressions.﻿﻿ The list of these different types appears below:

Micro Assaults

Micro assaults are the most overt type of microaggressions. Most often they are done intentionally and the person doing them knows that they are harmful and derogatory. An example would be using a slang term to refer to someone of a particular race, with the knowledge that this term has a derogatory meaning.

Micro Insults

Micro insults are more subtle than microaggressions. These are usually comments with an underlying meaning or a backhanded compliment. For example, a micro insult might involve saying that someone only got their job because of affirmative action.

Micro Invalidations

Micro invalidations involve telling a marginalized group that their experiences of prejudice don't matter or that they are being over-reactive or too sensitive about the things that are being said. In other words, a micro invalidation might follow a micro assault or micro insult.

Environmental Microaggressions

Environmental microaggressions involve something in a person's environment that sends a message of invalidation of a marginalized group. For example, a child who watches a television show and only sees actors of a different race might feel excluded or not represented because of media portrayal.

Beyond the different types of microaggressions, we can also consider the different types of groups that are affected in society.

Groups Affected by Microaggressions

What groups are affected by microaggressions? Any marginalized group has the potential to be the target of microaggressions. Historically, this has included ethnic minorities, women, people with disabilities, and LGBTQ, although any marginalized group has the potential to be affected including persons with mental illness.

Examples of Microaggressions

What are some examples of microaggressions? They are everyday situations that take on a derogatory tone due to the verbal or nonverbal actions of a person. Below are some specific examples of different kinds of microaggressions that you might have observed or experienced in everyday life:

A patient is waiting to see a medical professional in the hospital. A woman enters the room, and the patient assumes that she is a nurse instead of a doctor.

A person meets someone who is a visible minority and asks where they are "really from."

A person is walking down the street and crosses to the other side of the road to avoid someone (out of fear) because of their outward appearance (i.e., a visible minority).

A situation where someone tells a person who is LGBTQ that they don't "seem gay" or some other similar phrase.

A woman speaks up during a business meeting and afterward is told that she was being too assertive.

A person who is a visible minority is told that they are very articulate.

A person who is a visible minority (e.g., Asian) is told that they must be good in math because of their ethnicity.

The pronouns used in a document or other communication exclude women or other groups of individuals (e.g., LGBTQ).

Effects of Microaggressions

What are the effects of microaggressions on the people who are targeted? While it might seem like these little slights and insults would not have a large effect, in fact, research has shown that the cumulative effect of microaggressions over time has a significant effect on the mental health of the targets.﻿﻿

In addition, it's been shown that there is a correlation between the number of microaggressions and the level of mental health issues or depression experienced.

The primary way that targets experience stress and impacts on mental health is through frustration and not knowing how to respond.

All of these issues compound the microaggressions and create a haze of self-doubt that leads to lower mental health. In this way, it's not just about your feelings being hurt. It's about chronic stress that elicits anger and anxiety and has devastating long-term effects. It's those little digs at you that you hear over and over again that can eventually erode your mental health.

Coping With Microaggressions

How do you cope if you are the target of microaggressions? If you've been the target of a micro insult or micro assault or any other type of microaggression, you might feel confused about how to respond.

Don't worry, you are not alone. However, it is important to take some sort of action to protect your mental health. As already noted, feeling frustrated and unable to respond will lead to chronic stress and deplete your mental health.

It's also important to bring microaggressions to light because otherwise, the transgressors may not know how they've made you feel. While it might feel natural to be annoyed or angry, the better approach would be to calmly state how the situation made you feel, so that the other person is aware.

While overt microaggressions might be difficult to deal with (e.g., the person intentionally tried to make you feel bad), the ones that are unintentional might be easier to remedy.

Preventing Microaggressions

How do we prevent microaggressions as individuals, as a society, and as members of the global community? Aside from calmly stating how microaggressions hurt you as a target, there is also a need to talk about how to avoid engaging in microaggressions yourself.

The truth is that most of us want to believe that we are good people (and mostly we are), and so the concept that what we are saying or doing is offensive or doesn't treat others fairly creates a threat to our sense of self.

In this way, the only way to stop microaggressions is for everyone to confront their own inherent biases. And to do this, you will need to expose yourself to a wider variety of situations and people and perhaps things that make you uncomfortable.

In addition, if someone speaks up and tells you that what you've said or done is hurtful to them, it's important to listen. Above all else, think before you speak and consider how it will impact those around you.

Microaggressions cause others to feel dismissed, alienated, insulted, or invalidated. They make differences in power and privilege more apparent and perpetuate stereotypes and racism. For this reason, evaluate your own biases, watch what you say, and censor yourself when your words might be hurtful.

Underlying Causes of Microaggressions

What are the underlying causes of microaggressions? There is no simple answer, as many of the types of prejudice in question are partially a result of centuries of systemic racism and stereotypes that persist to this day, even as we have moved toward a more equal society. Issues like the following can linger in our collective consciousness:

Stereotypical depictions of minorities in popular literature, film, and television

Whitewashing or glossing over certain parts of our history

Being socialized by people of an older generation who may carry their views from a more intolerant time

The ease of scapegoating others rather than facing our own issues

Overcoming Microaggressions

Some argue that the solution to this problem is not with increased political correctness, but rather getting at the root of the problem.

It may be best, for example, not to police language in a way that creates more barriers between people, because those who don't understand their inherent biases aren't likely to change their words or behaviors.

For that reason, and to avoid the targets of microaggressions from developing a sense of being a victim (and without power), a better solution might be to develop strategies to reduce prejudice and the larger underlying structural problems that lead to the types of biases that make microaggressions more common.

Clearly, this is a complicated undertaking, and one that has been ongoing for decades, with a lot more work to be done.

A Word From Verywell

Whether you are a target of microaggressions or someone who has knowingly or unknowingly engaged in targeting others with microaggressions, you play a part in the solution to this problem. As a target, it's important to share with others how microaggressions make you feel, so that they can have a better understanding and greater empathy.

Will you continue to perpetuate stereotypes or will you adjust your biases to better align with reality? Will you allow people to make you feel frustrated or angry through their words and actions without taking any action yourself? Whether you are a target or an aggressor, there are steps that can be taken to remediate this problem in society.

It's only when the problem is recognized, addressed, and steps are taken to fix the problem that we will see any real change or movement when it comes to microaggressions. Do your part both as a potential victim and aggressor to make sure that you are not contributing to worsened mental health of yourself and those around you.

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Have you ever felt like you were on the receiving end of a subtle form of prejudice or stereotyping? As though someone just said or did something that made you feel unwelcome or judged because of your ethnicity, gender, sexual orientation, or other characteristic related to a marginalized group?

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Autism Acceptance Month, previously named Autism Awareness Month, in April aims to celebrate and promote acceptance for the condition that occurs in one in every 54 children as of 2020 in the United States. Autism, a complex developmental condition affecting the patient’s ability to interact, communicate, and progress, has not one but many subtypes. First held in the year 1972 by the Autism Society, Autism Acceptance Month emphasizes the need for public awareness to promote acceptance, celebrate the differences, and be more inclusive towards autistic individuals around us.

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Unconscious Bias with Gina Weekley (November 2022)

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Central Rivers AEA strives to cultivate a workplace in which everyone feels welcomed and empowered to bring their whole selves to work. Continuing work done by the Equity Committee, in partnership with the Leadership Academy, and through the guidance of Gina Weekley, Coordinator of Diversity, Equity & Inclusion, we will implement DEI training and provide resources to create awareness, educate and reinforce policies that support diversity, equity, inclusion and belonging. The DEI+Belonging Resources page is available on our staff website.

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Diversity, Equity, Inclusion and Belonging resources written out in Central Rivers AEA brand colors with the CRAEA logo.

Equity Committee

Equity Audit

As an outgrowth of the important work done by the Equity Committee in partnership with the Leadership Academy, we collected staff feedback through a series of focus groups, as well as gathered the perspectives and input of all stakeholders through anonymous surveys. For more information, view the March 2022 Central Rivers AEA Equity Audit Findings.

In partnership with the Leadership Academy, the Equity Committee discovered current working themes from the audit work that include:

Leadership Communication about Equity: Central Rivers AEA leadership has an opportunity to make values and actions more visible that support the organizational priority of equity. Two-way communication (e.g. we all have our roles in working toward equity) must be strengthened. We all have to support and engage in the work together to solve problems.

Courage and Candor when addressing Equity issues/topics: How might we continue to grow our culture and climate to include more understanding, transparency (marketing & hiring processes), learning and building skills sets in culturally responsiveness and build upon the ability to lean into conversations to deepen people's comfort level to increase our authenticity in being an equitable and brave workspace and carry these mindsets into the systems we serve? (How do we make these terms explicit?)

Professional Learning around Equity: We have a current structure for meetings and learning that often creates barriers to deeper learning and progress. There are no structured intentional spaces for discourse that support this learning and the discomfort that comes with growth. We are lacking clear public articulation of why equity, diversity and inclusion matter to our agency from our leadership. Our focus within the three big rocks does not include much intentional room for diversity, equity and inclusion.

Staff Diversity: We need a system that fosters and develops the recruitment, retention and support of marginalized groups. We need to ensure that all staff (administrators, Certified, NUSS and Classified) explore their biases and implement a system to address biases, language used and microaggressions at all levels. We need to be intentional in our interview process to ask questions that address DEI - questions that ask about beliefs, experiences and practices.

DEI Action Plan

Want to see a sneak peek at upcoming DEI strategies? Check out the DEI Action Plan document. *Please note: this is a working document.

DEI Language Guide

As a result of what was released from the Equity Audit, the "APA Equity, Diversity and Inclusion: Inclusive Language Guide" is an optional tool available to staff to enhance learning and awareness of DEI terms and concepts.

Everyday Inclusion App

"Creating inclusive workplaces where everyone can thrive." The Everyday Inclusion App delivers diversity, equity and inclusion solutions that support inclusive values, create daily behavior change and embed inclusion in culture in a digital, actionable and scalable format on your cell phone. The app is available for all Central Rivers AEA staff to download and use.

*Please follow the step-by-step directions listed in the app download instructions document to download and create your account. The QR listed to the right is available for you to scan with your phone to access the app for download. View the PDF document linked above for instructions to set up your account.

The app includes:

52 Week Playbook for Managers

14+ Curated Content Guides for Group Learning Events

2+ years of Daily Inclusion Nudges

Rhythm of Inclusion: daily, weekly, monthly and quarterly data insights tracking

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As an outgrowth of the important work done by the Equity Committee in partnership with the Leadership Academy, we collected staff feedback through a series of focus groups, as well as gathered the perspectives and input of all stakeholders through anonymous surveys. For more information, view the March 2022 Central Rivers AEA Equity Audit Findings .

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A pronoun is a word that is used instead of a noun. The most common pronouns are personal pronouns, which refer to a person or people. Examples: he/him/his, she/her/hers.

Gender-neutral pronouns are pronouns that don't associate gender with the person being discussed. They should be used with people who haven't told you what their pronouns are and/or have not shared their gender identity, and for people who don't identify as male or female.

The most common gender-neutral pronouns are they/them/theirs. You will sometimes see zey/zem/zeirs, zer/ze/zers and ey/em/eirs also used.

Yes, this may feel strange! Learning any new skill or language usually is. And yes, the singular "they" is grammatically correct. Merriam-Webster came out in support of the singular "they" in 2016.

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CREATING SAFER SPACES FOR LGBTQ YOUTH: A Toolkit for Education, Healthcare,  A Toolkit for Education, Healthcare,  and Community-Based Organizations 

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CREATING SAFER SPACES FOR LGBTQ YOUTH: A Toolkit for Education, Healthcare,  A Toolkit for Education, Healthcare,  and Community-Based Organizations 

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American Psychological Association Equity, Diversity and Inclusion Inclusive Language Guide

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This guide is free for all CRAEA staff to share, download and use.

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Neurodiversity is a term that seems to be everywhere these days. And increasingly, kids and young adults are using it to describe themselves. But what does it mean to be neurodiverse, and where does the term come from?

In short, it means that there are many differences in the way people's brains work. There's no "correct" or "incorrect" way. Instead, there is a wide range of ways that people perceive and respond to the world, and these differences should be embraced.

The term neurodiversity was coined in the 1990s to fight stigma and promote acceptance of people with autism. But it also includes other conditions that involve neurological differences, such as ADHD and learning disorders like dyslexia and dyscalculia.

The neurodiversity movement was launched by Judy Singer, an Australian sociologist who is herself on the autism spectrum. Singer saw neurodiversity as a social justice movement, to promote equality of what she called "neurological minorities" - people whose brains work in atypical ways. As she defined them, those minorities included people with autism as well as ADHD and learning differences. Singer felt that these differences should not be viewed as deficits, but rather as normal and potentially valuable variations on the way brains work.

A main goal of the neurodiversity movement is to shine a light on the benefits of this diversity. For example, the creativity that so often goes with learning differences like ADHD and dyslexia, or the hyperfocus and novel perspectives associated with autism.

"Everybody has strengths and everybody has things that they're working on," notes Stephanie Lee, PsyD, a clinical psychologist with extensive experience working with kids with ADHD and on the autism spectrum. "Instead of thinking of people with autism or ADHD as needing to be 'fixed,' we put a spotlight on things that they're good at and help with things that they're working on."

In this approach, focusing on strengths becomes an important part of treatment. "Being a strength-based therapist means that I look at the strengths of the family, and of the individual," said Dr. Lee. "And then I think, 'How can I take this unique individual's strengths and use them to breathe life into an evidence-based treatment?' "

Dr. Lee observes that this treatment approach also emphasizes helping kids work towards their own goals, rather than deciding the goals of treatment for individuals without including them. "If there are symptoms that are making it hard for an individual to reach their goals, that are getting in their way, that's what we want to work on."

Proponents of neurodiversity also argue that some of the impairment that affects kids with autism, ADHD and LDs is caused by problems in the environment they're in. For example a rigid school schedule or a loud, bright workplace can make it impossible for them to function well. They are also undermined by the social exclusion that can stem from misunderstanding by neurotypical people. That's why another focus of the movement is to encourage changes in environments - everything from workplaces to classrooms to kids' birthday parties - to make them more welcoming and open to those who think, process and learn differently.

Neurodiversity has also evolved from a focus on individuals with a formal diagnosis of autism, ADHD or a learning disorder to include a broader group of people, many of whom self-identify as neurodiverse. Cynthia Martin, PsyD, the Clinical Director of the Autism Center at the Child Mind Institute, describes this shift.

"The term used to be used to describe people who either had a clinical diagnosis or were borderline, with symptoms that are near the clinical threshold for a diagnosis," she explains. "More recently, what I've seen is broadening to include anybody who identifies with it. People who feel that they think or process outside of the box."

Neurodiversity, she says, has become something many people, especially adolescents, are increasingly comfortable identifying with. For kids around middle-school age who are struggling socially, identifying as neurodiverse can be a way to make sense of what they're going through. The concept gives them a brain-based explanation for their difficulties - "Oh, I'm like this because my brain works differently." It can also help create a sense of community with others who identify as neurodiverse.

Some children are now diagnosing themselves with conditions that fall under the umbrella of neurodiversity, seeing a potential diagnosis as a way to validate their experiences. "The result is that we've been seeing parents come in with their self-referred 11-to-13-year-old who wants to be evaluated for autism," says Dr. Martin. These children may or may not end up with autism diagnoses, but an evaluation is often an important step toward helping them feel better and cope with challenges (more on this below).

Kids aren't alone in finding comfort in the potentially broad applications of neurodiversity. Dr. Martin reports that parents, too, sometimes use the concept to describe children whose behaviors, especially their emotional extremes, don't seem to have any other explanation.

When kids are very rigid, or react with outbursts or meltdowns that seem out of proportion to the circumstances, frustrated parents are left looking for an explanation. "We have parents who say, 'Well, my child must be neurodivergent in the way they're processing information because how could this response be anything else?" she adds. That frequently leads them to seek an autism evaluation, though there are other factors that can lead to extremes in moods.

If a child comes to a parent to say they feel they are neurodivergent, the most supportive response is to be open and empathetic, without judgment, Dr. Martin says. Saying "I'm so happy that you're talking to me about this" is always a good place to start. Getting an evaluation is an appropriate next step, though it's helpful not to promise the child that the evaluation will automatically lead to the diagnosis they are seeking. The evaluation will be the start of providing a solution for the issues that are concerning them.

What the evaluation should yield is a pretty comprehensive look at what the child is struggling with. And it should identify whether those struggles reach the clinical threshold for a formal diagnosis - though it not might be the diagnosis they are expecting. "Sometimes through the evaluation there is another diagnosis that a child meets the criteria for," she says. "There might be social anxiety or a mood disorder. There could be ADHD, there could be non-verbal learning disorder. These are all diagnoses that make it difficult for individuals to navigate social relationships, group environments, and often have co-occurring challenges with sensory processing. Sometimes kids don't meet criteria for a diagnosis of anything."

But not meeting the criteria for a disorder doesn't mean the child's struggles aren't real, Dr. Martin adds. "I tell them, 'That doesn't minimize your experience, so let's talk about what we can do to support you, or find other answers if necessary.' " The end result should be a plan that both parents and child can have confidence in.

Dr. Martin notes that while the movement to use the term "differences" rather than "disorders" has benefits, it's still crucial to focus on actual diagnosis when children have serious symptoms.

"When kids have a disorder that is significant and will impact them on a daily basis, and will show up at school, will show up in their friendships, will show up in their home life, in their adaptive skills, you do need a diagnosis from a medical perspective," she explains. The diagnosis is the basis for understanding the child's condition, as well as for getting much-needed supports, therapies and school services.

But recognizing neurodiverse people as having differences, rather than deficits, is broadly useful in helping kids fulfill their potential and thrive. "Having the people who you are interacting with - our teachers, employers, friends and family - thinking more in terms of neurodiversity is much more inclusive, much less stigmatizing," says Dr. Martin. "It just recognizes that there are going to be differences in how people go into an environment."

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What Is Neurodiversity? - Child Mind Institute

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Why kids are proudly calling themselves neurodiverse, and what the term means for kids with autism, ADHD and learning disorders.

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What is neurodiversity? Find out what neurodiversity means and how the concept can benefit people with learning differences.

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What is Neurodiversity and why does it matter?

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What is Neurodiversity and why does it matter?

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Article: What is Neurodiversity and why does it matter?

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*Please view the following questions & comment below

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*Please view the following questions & comment below

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What do you want out of Courageous Conversations meetings?

How often do you want to meet? Bi-monthly?

Would you be interested in doing a "lunch and learn" style meeting in person?

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Updates regarding Courageous Conversations (Zoom links, meeting dates/details, etc.) can be found on this page.

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Central Rivers AEA strives to cultivate a workplace in which everyone feels welcomed and empowered to bring their whole selves to work. Continuing work done by the Equity Committee, in partnership with the Leadership Academy, and through the guidance of Gina Weekley, Coordinator of Diversity, Equity & Inclusion, we will implement DEI training and provide resources to create awareness, educate and reinforce policies that support diversity, equity, inclusion and belonging.

Bi-monthly "Courageous Conversations" will be a space, virtual or in person, for staff to gather for 30 minutes to have guided conversations, ask questions and learn about DEI topics.

Want to submit questions or comments anonymously to discuss during the bi-monthly meetings? Do you have general thoughts or questions about DEI+belonging that you would like to submit anonymously? Fill out the "Courageous Conversations" Google survey.

Meeting Dates & Zoom links
Nov. 28 | 11-11:30 am

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Central Rivers AEA strives to cultivate a workplace in which everyone feels welcomed and empowered to bring their whole selves to work. Continuing work done by the Equity Committee, in partnership with the Leadership Academy, and through the guidance of Gina Weekley, Coordinator of Diversity, Equity & Inclusion, we will implement DEI training and provide resources to create awareness, educate and reinforce policies that support diversity, equity, inclusion and belonging.

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March 2022 Central Rivers AEA Equity Audit

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As an outgrowth of the important work done by the Equity Committee in partnership with the Leadership Academy, we collected staff feedback through a series of focus groups, as well as gathered the perspectives and input of all stakeholders through anonymous surveys.

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*Note: this is a working document.

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Racial Microaggressions

Gender Microaggressions

Sexual Orientation Microaggressions

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Microaggressions in the Workplace: How to Identify & Respond to Them

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Microaggressions in the Workplace: How to Identify & Respond to Them

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The only thing worse than feeling invisible in the workplace is feeling seen - judged - for the wrong reasons.

Before her death in 2022, Cheslie Kryst, 2019 Miss USA, shared videos on social media about how she dealt with constant microaggressions in the legal profession, which led her to stop practicing.

It's impossible to make a direct link between high functioning depression, (which Cheslie experienced) and racial microaggressions. But her story speaks to how microaggressions can feel like death by a thousand paper cuts; they can have a significant impact on a person's well-being.

Before we can deal with microaggressions as both people of color and as White allies, we must first understand what they are and how they shape our experiences.

What are racial microaggressions?

Racial microaggressions are the brief and everyday slights, insults, indignities and denigrating messages directed at Black, Indigenous, and people of color (BIPOC) from well-intentioned people who are unaware of the hidden messages being communicated.

Microaggressions are often - but not always - verbal and can masquerade as compliments. But sometimes, they are the type of interactions that stay with you for years.

The term "racial microaggressions" was first coined by psychiatrist Dr. Chester Pierce in the 1970s.

The concept is rooted in the work of researchers Dr. Jack Dovidio, from Yale University and Dr. Samuel Gaertner, from the University of Delaware, in their formulation of aversive racism, well-intentioned people consciously believe in and profess equality, but unconsciously act in a racist manner, particularly in ambiguous situations.

Here's an example: One summer I landed an internship at a top tech company that often recruited one or two Black interns from the consortium of historically black colleges and universities (HBCU)s I attended in Atlanta Georgia.

I was thrilled. I knew my days would be filled will cool perks, free food, free coffee all day long, lots of swag. And microaggressions; especially when I realized I was the only person of color in our wing of the office:

I was asked if my hair "really grew out of my head like that?" (as a compliment perhaps, but I am still not sure).

I was asked if attending an HBCU was preparing me for the "real world."

I was called "girl" and "sis" by White colleagues

I was spoken to (or maybe "at") in strange "Blaccents" that made me cringe.

You name it, I experienced it.

Luckily, microaggressions are well-researched by psychologists, so there is plenty of information from which to learn and grow.

Types of microaggressions

According to a study at Teachers College, Columbia University, there are even subgroups of microaggressions:

Microassaults: Conscious and intentional discriminatory actions, such as using racial epithets, displaying white supremacist symbols, or preventing one's son or daughter from datingoutside of their race.

Microinsults: Verbal, nonverbal, and environmental communications that subtly convey rudeness and insensitivity that demean a person's racial heritage or identity, such as asking a co-worker of color how they got their job, implying affirmative action or a quota system.

Microinvalidations: Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a person of color, such as when a white people asks a Latinx person where they were born, sending the message that they are perpetual foreigners.

What are some examples of workplace microaggressions?

Verbal microaggressions

"You're so articulate" - This usually means "I didn't think you would be this"

"You're being aggressive" - This usually means the speaker is uncomfortable you're assertiveness from a Black woman

"You're one of the good ones" - This is overt racism cushioned with words of affection or admiration, which is confusing, disorienting, and leaves you wondering if it's even a compliment.

Anything that includes the phrase "your people" - This assumes all BIPOC people are the same, but BIPOC people are diverse; our experiences can almost never be minimized to a single assumption.

"Can I touch your hair?" Or touching it without consent - This is like petting an animal; being pet like a dog at work is deeply uncomfortable for anyone, especially so for Black women who experience it so often

"Do you know your father?" - Believe it or not, Black people are asked this all the time, betraying deeply entrenched racist cultural stereotypes

"Okay, but where are you really from?" - This statement betrays racist assumptions that people of color are perpetual foreigners; If I tell you I'm from Brooklyn, New York, it's okay to take my word for it.

Assuming gender pronouns

Behavioral microaggressions

Mistaking a person of color at work for a cleaning staff member, delivery person, etc.

Using AAVE (African American Vernacular English) when speaking to a Black person

Giving personality feedback like "smile more" to a Black woman in a performance review

Assuming the competence of people whose first language is not English

Mispronouncing an employees' non-Anglo name after being corrected multiple times

Giving someone a nickname without their permission because you are uncomfortable saying their full name

Environmental microaggressions

Creating an ableist environment that does not plan for employees with disabilities (seen and unseen) in meetings, at work events, etc.

Not recruiting people of color in leadership roles

Not supporting people of color to advance into leadership roles

Naming rooms and buildings after White men

Resisting accommodations for those who are hearing impaired

Paying White men more than women of color for the same job

What is the cost of allowing microaggressions to go unaddressed?

Tesla is currently being sued by the California Department of Fair Employment for alleged discrimination and racism against their Black employees.

This may be an extreme example of what can happen when leaders fail to address toxic workplace cultures. But at the very least, if you do not address these issue, you will lose your best talent.

Constant, voluntary churn takes a toll on the bottom line. During a time where top companies are having to compete more fiercely than ever for top talent, it is best to be intentional about how you address discrimination and microaggressions in the workplace.

How to address microaggressions directed at employees

I've learned that we must treat "ally" as a verb, not a noun. It isn't an abstract concept, and it isn't a label you give yourself. It's a label you earn through action.

Allyship is something you do, it is not something you are.

To be a true ally, you must look within and educate yourself about the day-to-day experiences of people of color. If you hear something that makes you uncomfortable, consider where that feeling of discomfort is coming from.

How managers can respond to microaggressions in the workplace

Certified workplace Ralph Lauren built a formal unconscious bias and microaggression training program in 2018 as part of its diversity, equity, inclusion and belonging (DEIB) efforts.

The mandatory DEIB training - Respect and Inclusions: Allyship and Advocacy - was completed by all managers in July 2020 and the entire employee population in December of 2020. The training is now required of all new hires.

It is increasingly important to add structure to your DEIB trainings, as Ralph Lauren did. Ad hoc education is less effective than more structured DEIB policies, programs, and training. If you are a leader, rally your fellow decision-makers and start to think about more formalized ways to address microaggressions.

If you are White and you overhear a conversation at work that just doesn't sit quite right with you, resist the urge to beg for forgiveness on behalf of your colleague.

Instead speak to the offender, not the offended. Be bold, give suggestions, and be clear about why a psychologically safe work environment for BIPOC employees is important to you too.

Key take-aways for managers:

Remember "ally" is a verb

Educate yourself about the day-to-day experiences of BIPOC employees

Give employees unconscious bias and microaggression training

Create a formalized process for addressing microaggressions

Speak to the offender, not the offended

Reinforce why psychological safety for BIPOC employees is important to you

Prove to job seekers and clients that your workplace is for all
Great Place To Work Certification™ helps your company attract and retain top workers. Employees at Certified companies are 93% more likely to look forward to coming to work and 51% more likely to stay for a long time, when compared to the average US workplace. (Take the first step toward earning Certification today. Source)

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racial microaggressions in the workplace can be identified and addressed.

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Microaggressions in the Workplace: How to Identify & Respond to Them

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Holiday Season: Opportunity for Awareness & Inclusion

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Holiday Season: Opportunity for Awareness & Inclusion

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Keeping track of only standard holidays and events can result in major obstacles to an efficient workplace, and disrupt harmonious relationships between work teams. A comprehensive, robust, interactive, detailed diversity calendar is an essential tool for every organization's diversity program.

End of Year Holiday Season

This is especially evident during the months of November and December, when it's easy for managers to overlook many key holidays and events that may be very important to people in the workforce.

This includes Christmas on Dec. 25, which is the top holiday of the world's most-practiced religion, Christianity. Other people to consider include:
* Mexicans - Las Posadas celebrated as part of the Christian holiday of Christmas from Dec. 16 to Dec. 24.
* Jews - the key holiday Hanukkah; date varies annually, please see our diversity calendar for this year's date
* Buddhists - Bodhi day, which celebrates the Buddha's enlightenment, is honored on Dec. 8
* Muslims - the dates for Islamic holidays vary widely every year, with some falling toward end of year
* as well as many national holidays and birthdays of diversity notables

Accomodate Needs of Customers, Employees

A diversity calendar is an essential tool for knowing the historical, cultural, and religious events of diverse groups, and their impact on work. Some of these events raise issues of accommodating cultural and religious needs in the workplace. This provides you with an opportunity to anticipate and address such events before they become points of conflict.

Tip: Long-Range Planning Power

A calendar tells us what is going to happen, so the longer the planning power, the better. You need a calendar that offers insights into the next 365 days in a comprehensive and detailed manner. It enables you to better plan ahead, and prevent obstacles to scheduling, workforce effectiveness, and productivity.

Tip: Suggestions for Celebration

A good calendar also features suggestions and materials for celebrating events. For example, these include suggestions for foods enjoyed as part of these celebrations, and recipes providing opportunities to integrate some of these practices into the workplace in a way that all can participate. This fosters creating a more culturally competent workforce in an increasingly global marketplace.

You and your team need awareness of diverse events, and their importance to diverse people, Otherwise, your organization misses opportunities to improve employee engagement with the company's mission, and to build on each person's contribution to the organization's competitiveness.

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Diversity and the Holiday Season: Key Holidays, Promoting Inclusion

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Keeping track of only standard holidays and events can result in major obstacles to an efficient workplace, and disrupt harmonious relationships between work teams. A comprehensive, robust, interactive, detailed diversity calendar is an essential tool for every organization's diversity program.

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A microaggression is a comment or action that negatively targets a marginalized person or group. A microaggression can be intentional or accidental. It is a form of discrimination.

People who engage in microaggressions may mean no harm toward the person or group being targeted. They may not even realize that they are making a microaggressive comment or action.

Regardless, microaggressions can be very hurtful to the people who experience them.

This article looks at what a microaggression is and gives some examples. It also describes how to avoid them and what to do if they happen.

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Although people may not mean any harm, microaggressions can be stigmatizing and very hurtful.

Researchers define microaggressions as "everyday, subtle put-downs directed towards a marginalized group which may be verbal or nonverbal and are typically automatic."

Microaggressions may demean a person's race, gender, sexual orientation, heritage, age, or health status, for example.

Microaggressions convey disparaging messages to people because they belong - or are perceived to belong - to a specific group.

The person sending the message may not realize that it is a microaggression. In some cases, a microaggression can be disguised as a compliment. One example is when a person says how articulate a colleague is or how well they speak English, implying that this is somehow unexpected because of the person's skin color or nationality.

Denying a person's experience is also a form of microaggression. For instance, saying to a transgender person, "I'm a woman, so I understand what you are going through."

In a more specific example, cisgender women may use microaggressions to diminish the experience of transgender women. For example, a cisgender woman may complain that a transgender woman cannot understand what they are experiencing, implying that transgender women are not "real" women.

The psychiatrist Dr. Chester M. Pierce first coined the term in the 1970s to describe subtle insults and put-downs that African Americans experience regularly. Psychologists have since expanded its use to include this behavior toward any marginalized group.

A marginalized group includes "individuals, groups, or populations outside of 'mainstream society,' living at the margins of those in the center of power, of cultural dominance, and economical and social welfare." Marginalization is not something people choose to experience. Instead, it results from exclusion and discrimination by structures of power and the people within them.

A person may experience marginalization due to their race, gender, religion, or sexual orientation, for example.

It is usually clear when someone's behavior is discriminatory, such as when they use a racial slur. A microaggression, however, may be harder to identify, and the person may not realize that their behavior is harmful.

Microaggressions can take several forms. They may be:

Verbal: A verbal microaggression is a comment or question that is hurtful or stigmatizing to a marginalized group or person. For example, saying, "You're so smart for a woman."

Behavioral: This involves behaving in a way that is discriminatory or otherwise hurtful to a marginalized person or group. For example, when a waiter or bartender ignores a transgender person and instead serves a cisgender person, someone whose biological sex matches their gender identity.

Environmental: An environmental microaggression is when a subtle discrimination occurs within society, for example, when a college campus only has buildings named after white people.

Psychologist Dr. Derald Wing Sue and colleagues have defined three classifications of microaggression:

Microassaults: This is when a person intentionally behaves in a discriminatory way while not intending to be offensive. An example is telling a racist joke, then saying, "I was just joking."

Microinsults: This is a comment or action that is unintentionally discriminatory. For example, saying to an Indian doctor, "Your people must be so proud."

Microinvalidations: This is when a person's comment invalidates or undermines the experiences of a marginalized group. An example would be a white person telling a Black person that "Racism does not exist in today's society."

There are many everyday examples of microaggressions. People may target others with microaggressions because of their race, gender, sexual orientation, religion, class, disability, mental health, weight, or age, among other factors.

In 2018, Kansas State University conducted a study into workplace microaggressions. The researchers found that 73% of women working in science, technology, engineering, or mathematics had experienced at least one form of sexual objectification.

Some other examples of microaggressions include:

treating someone as a second-class citizen because of their gender, race, or sexual orientation

complimenting a person raised in the United States on their English simply because they are not white

telling a person with obesity that they should eat less

making assumptions about someone based on their religion, age, or class

deliberately not using a transgender person's preferred pronouns

underrepresenting different races, sexualities, and disabilities in the media

being unwilling to find stereotypical or derogatory sports team names offensive

using offensive terminology, such as, "That's so gay"

considering certain people to be of more value than others based on their ethnicity, class, or sexuality

These microaggressions are an insidious, pervasive form of racism. Some researchers define them as "brief, everyday exchanges that send denigrating messages to People of Color because they belong to a racial minority group."

This form of everyday racism can have a devastating effect on individuals and communities. Often, the dominant person who uses them is unaware of it or unaware of the effect.

Examples of racial microaggressions include:
Here, learn more about racial microaggressions.
These reflect prejudice, stereotyping, or discrimination against a person because of their gender. Usually, they are directed by males toward females.

Examples include:

In a , surgeons and anesthesiologists reported that the most common sexist microaggressions they experienced at work involved overhearing degrading terms and seeing degrading images of females.

Among the 259 female participants in the study, 94% had experienced sexist microaggressions. Those who had were more likely to report burnout, particularly if they were from an underrepresented racial or ethnic group.
What is sexism? Find out here.
Heterosexism was one called "homophobia." The older term is inaccurate because it refers to an irrational fear, rather than the systemic and interpersonal discrimination and marginalization that exist.

Heterosexist microaggressions are sexuality based. They target people with various sexual orientations and are often carried out by cisgender people.

Examples include:

using derogatory terms

making assumptions about people's sexual orientation

moving away from people or excluding them from discussions

telling someone that they don't "look" or "seem" like their identity

accusing people of being oversensitive

suggesting that a person is not a "real" man or woman

saying "I'm not homophobic, but..."

keeping quiet when a microaggression is directed against someone else

Here, find our LGBTQIA+ hub, with information and resources for support.
Microaggressions can be harmful and stressful to the people who experience them.

Researchers studying the effects of racial microaggressions on undergraduate college students found that those who experienced them regularly had lower self-esteem. The researchers also discovered that these racist microaggressions were especially harmful in work and educational settings.

In another study, researchers found that people who experienced ethnic microaggressions had higher levels of depression and trauma. However, the study could not confirm that the microaggressions directly caused the participants' depression.

One study that looked at 325 "minority" graduate students found that more than 98% had experienced microaggressions. The results showed that microaggressions caused significant distress and increased the risk of depression, regardless of a person's social status.

Microaggressions are a subtle form of prejudice. They are comments or behaviors that harm members of marginalized communities. The people who engage in microaggressions are often unaware of the negative impact.

Implicit bias "unconscious prejudice in favor of or against one person or group." Microaggressions are often an expression of implicit bias.

But if a person understands that their comments or actions are microaggressions and continues to behave in the same way, the prejudice they express is no longer implicit. It is explicit bias.

It can be difficult for a person with learned bias to change how they act toward marginalized groups.

However, some tips can help people review their beliefs and change their behavior. For example:

The American Psychological Association recommends these strategies to people who face microaggressions:

Respond to the microaggression if it feels safe to do so.

Discuss the incident briefly, and arrange to discuss it with the person again later. This gives them the chance to reflect and you the chance to consider, and possibly practice, what to say.

Let the person know how the microaggression made you feel and why it is significant.

Criticize the microaggression, not the person.

Take care of yourself by seeking social support and practicing healthy self-care techniques.

Avoid taking on work related to marginalization - unless it is your choice to do so. Being asked to do so can be a form of microaggression.

Bystanders can help by being allies. This might involve speaking up against the microaggression. But always say how the language or behavior made you feel - not how you assume it made the recipient feel, as this can be unintentionally dehumanizing. No one can ever be sure quite how something makes another person feel.
Here, learn more about empowering others whose sexual orientation puts them at risk of microaggressions.
Microaggressions are actions or comments that express prejudice against a marginalized group or person. They can be very stigmatizing and harmful.

Although it can be difficult to admit fault, a person who engages in microaggressions can educate themselves about the impact of harmful language and change their behavior.
Read the article in Spanish.

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A microaggression is a comment or action that negatively targets a marginalized person or group. A microaggression can be intentional or accidental. It is a form of discrimination. People who engage in microaggressions may mean no harm toward the person or group being targeted.

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What is an ally? – via the Everyday Inclusion App

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What is an ally? – via the Everyday Inclusion App

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Behaviors of allyship include activism, using more inclusive language and combating forms of prejudice (such as racism, sexism, homophobia, transphobia, xenophobia, ableism and other forms of discrimination).

Allyship is the practice of emphasizing social justice, inclusion and human rights by members of an ingroup, to advance the interests of an oppressed or marginalized group.

Allyship takes place in many areas of both our public and private lives.

Allyship is not an identity – it is a process of building relationships based on trust, consistency and accountability.

An ally actively promotes and aspires to advance the culture of inclusion through intentional, positive and conscious efforts and actions that benefit people as a whole.

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*Ally = ACTION (it is both a noun & verb):

Being an ally is to provide support and help educate others about behaviors, language and different perspectives.

Don’t assume – it’s best to ask – just be willing and open.

Microaggressions & the techniques to battle them.

We must be open to initiating those “tough” conversations. Just because “we were raised that way,” or “it’s always been this way,” doesn’t mean it’s always right.

The first step is awareness.

*Microaggressions = the tiny, casual, almost imperceptible insults and degradation often felt by any marginalized group.

They are brief and commonplace daily verbal, behavioral and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory or negative slights and insults to the target person or group.

Examples: Doing imitations of accents, mistaking someone for someone else of the same ethnicity/race, speaking over or interrupting someone in meetings, especially women or other underrepresented groups.

*For the recipients, they are exhausting and chip away at self-confidence and belonging.

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*Everyone!

Each of us are a part of a dominant group at different times.

For example: white women can be allies to people of color, men can be allies to women, able-bodied people can be allies to people with disability, economically privileged people can be allies to those who are not, etc.

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Microaggressions: how to talk them out & when to walk away

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Microaggressions: how to talk them out & when to walk away

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Conversations with coworkers, friends and family are essential to pushing back against racism. While it's important to understand the history and systemic factors that play into racism, it's important to also confront what's known as "microaggressions." These are the thinly veiled, everyday instances of racism, homophobia, sexism (and more) that you see in the world. Sometimes it's an insult, other times it's an errant comment or gesture.

Kevin Nadal, a professor of psychology at John Jay College of Criminal Justice, has spent years researching and writing books on the effects of microaggressions. He says as big structural issues play out, it's important to confront the small stuff, too.

"We navigate all of these things in our lives," Nadal says. "For many of us on a daily, hourly basis. And for some of us where we might not even recognize that we are navigating them or even perpetrating them."

To be clear, the "micro" in microaggression doesn't mean that these acts can't have big, life-changing impacts. They can, which is all the more reason to address them when you see them. If you can, that is. I spoke to Nadal about how.
This interview has been edited for length and clarity and was originally published in June 2020. Andrew Limbong: What exactly is a microaggression?
Kevin Nadal: Microaggressions are defined as the everyday, subtle, intentional - and oftentimes unintentional - interactions or behaviors that communicate some sort of bias toward historically marginalized groups.

The difference between microaggressions and overt discrimination or macroaggressions, is that people who commit microaggressions might not even be aware of them.

Someone commenting on how well an Asian American speaks English, which presumes the Asian American was not born here, is one example of a microaggression. Presuming that a black person is dangerous or violent is another example. A common experience that black men talk about is being followed around in stores or getting on an elevator and having people move away and grab their purses or their wallets.

Oftentimes, people don't even realize that they're doing those sorts of things. And in fact, if you were to stop them and say, 'Why did you just move?' They would deny it because they don't recognize that their behaviors communicate their racial biases.
If someone says something racist to me, what does their intent matter?
At the end of the day, if somebody says something racist to you, it's racist. And if it hurt your feelings, it hurt your feelings, so it doesn't really matter what we define it as.

But it is important to understand that a lot of times people who engage in microaggressions will not believe that what they said was racist or sexist or homophobic. And so calling them racist or sexist or homophobic would make them very defensive and make them unable to even recognize what their impact was.

We're all human beings who are prone to mistakes, and we're all human beings who might commit microaggressions. And it's not necessarily that you're a bad person if you commit a microaggression, but rather that you need to be more aware of your biases and impact on people. We all need to commit to working on these things in order to create a more harmonious society.
So let's say you get into a conversation about current events. And the conversation turns toward police and racism and police brutality. Maybe the conversation gets a little tense and you can sense that a microaggression might be coming. What are your options then?
I think there are a lot of things that people need to consider when having what we would call difficult dialogues. First, think about whether or not the person is worth talking to. Is this somebody that you care about? Is this somebody who you think would actually have the capacity to hear what you have to say? A lot of times people get into arguments with people they don't need to necessarily be emotionally invested in because they don't have that sort of relationship.

If you are close and if you do have a relationship it might be important just to say, 'Look, I feel like we're both getting really emotionally charged right now. I don't feel like I'm able to hear what you're saying. I don't feel that you're able to hear what I'm saying. So maybe we need to table this and talk another time.' Or maybe offer to give them something they could read - that could be more helpful or effective than a conversation that might just turn into yelling and hostility.
Is there a risk of this feeling like homework?
Yes. Oftentimes people of color are asked to educate white people on issues that the person of color has lived with and thought about for their entire lives. That can be very psychologically and emotionally exhausting for a person to then have to care about the white person's feelings and to take those extra efforts so that they can learn something that they should have - and could have - learned throughout the duration of their life.

You don't have to do that if you don't want to. Or you could provide them with resources or a book to read before they even come to the conversation.

At the same time, if you're a person with privileged identities and you want to be a true ally, maybe you do have to do that homework. Maybe you do have to engage in those uncomfortable emotions because you know that it's your job and responsibility to have those conversations so that other people of color or women or LGBTQ folks won't have to have those conversations for you.
There can also be a certain amount of discomfort if you're talking about a group that isn't involved in the conversation, right? Here we are talking about police brutality against black people and neither of us is black.
You don't have to be of a certain group to understand that something is unjust. It's really about learning how to be empathetic to people. And also just to be really aware and knowledgeable of history. This country is founded on racism toward indigenous people and racism toward black people, and that's not new.

Even if we might not necessarily understand exactly what it means to be a member of the targeted group at that moment, we certainly rely on our knowledge and our awareness of history and of the lived experiences of people of those groups.
Let's assume that we're close friends and talking about being brown in New York. And then I say something homophobic, but we're friends and you know that I could be better. Where do you go from there?
So what I might say immediately is, 'What do you mean by that?' So somebody says, 'Oh, that's so gay.' And then I say, 'What do you mean by that?'

And if we're friends, that means that I trust that you do care about social justice issues - that maybe this is just a slip in that moment that that person will say, 'Oh, I'm sorry.' I didn't mean that. Because asking someone what they mean by that is giving them that opportunity to explain themselves.

And for some people, they say things just because they've been so socialized to say certain things. But when they're really asked to explain what they're trying to say, that's where, you know, they have to think about it and sometimes even retract what they originally say because they don't want to perpetuate something that isn't actually who they are.
So what would you say are three quick bits of advice on having these difficult dialogues?
1. Do your own work before you even get there. Read blogs and personal essays, understand the lived experiences of historically marginalized groups, watch documentaries and try to think outside of your own perspective.

2. Set realistic expectations of what you want from these conversations. Also think about, is this actually helping? Is this a conversation that I view as being helpful in any way, shape or form? It's important to acknowledge that no one is going to learn everything in one conversation overnight.

3. Always be aware of yourself and your mental health when having these conversations. In a world where we all fought for social justice all the time, we would be getting into productive arguments and fights and having protests every day and changing laws, but we don't and we can't because we're also human and we need to rest.

But again, think about your role and your positionality, because if you're a person with privilege and you could fight a little bit longer, then do it. But if you're a person of a historically marginalized group, we want you to be alive and we want you to be healthy in order to continue this fight toward justice.
The audio portion of this story was produced by Andee Tagle.

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Microaggressions are a big deal: How to talk them out and when to walk away : Life Kit

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Microaggressions are the everyday, thinly veiled instances of racism, homophobia, sexism and other biases that come across in gestures, comments or insults. But the "micro" doesn't mean that the acts don't have a big impact. While there's no one right way to address a microaggression, we have some pointers for ways you can begin to respond.

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Everyday Inclusion: Feb. Black History Month

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Everyday Inclusion: Feb. Black History Month

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Feb- Global Black History Everyday Inclusion Curated Content Guide.pdf

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When Carter G. Woodson established Negro History week in 1926, he realized the importance of providing a theme to focus the attention of the public. The intention has never been to dictate or limit the exploration of the Black experience, but to bring to the public's attention important developments that merit emphasis.

For those interested in the study of identity and ideology, an exploration of ASALH's Black History themes is itself instructive. Over the years, the themes reflect changes in how people of African descent in the United States have viewed themselves, the influence of social movements on racial ideologies, and the aspirations of the black community.

The changes notwithstanding, the list reveals an overarching continuity in ASALH-our dedication to exploring historical issues of importance to people of African descent and race relations in America.

2023 THEME
2023 - Black Resistance
African Americans have resisted historic and ongoing oppression, in all forms, especially the racial terrorism of lynching, racial pogroms, and police killings since our arrival upon these shores. These efforts have been to advocate for a dignified self-determined life in a just democratic society in the United States and beyond the United States political jurisdiction. The 1950s, 1960s, and 1970s in the United States was defined by actions such as sit-ins, boycotts, walk outs, strikes by Black people and white allies in the fight for justice against discrimination in all sectors of society from employment to education to housing. Black people have had to consistently push the United States to live up to its ideals of freedom, liberty, and justice for all. Systematic oppression has sought to negate much of the dreams of our griots, like Langston Hughes and Zora Neale Hurston, and our freedom fighters, like the Rev. Dr. Martin Luther King, Jr., Septima Clark, and Fannie Lou Hamer fought to realize. Black people have sought ways to nurture and protect Black lives, and for autonomy of their physical and intellectual bodies through armed resistance, voluntary emigration, nonviolence, education, literature, sports, media, and legislation/politics. Black led institutions and affiliations have lobbied, litigated, legislated, protested, and achieved success.

In an effort to live, and maintain and protect economic success Black people have organized/planned violent insurrections against those who enslaved them, such as in Haiti,, and armed themselves against murderous white mobs as seen in Memphis, TN (1892), Rosewood, FL (1923), and New Orleans, LA (1900). Additionally, some Black people thought that the best way to resist was to self-liberate as seen by the actions those who left the plantation system, of Henry Adams and Benjamin "Pap" Singleton, when they led a mass exodus westward in 1879 and Bishop Henry McNeal Turner of the African Methodist Episcopal Church, who organized emigration to Liberia.

Black faith institutions were spaces where Black communities met to organize resistance efforts, inspired folk to participate in the movements, and offered sanctuary during times of crisis. To promote awareness of the myriad of issues and activities media outlets were developed including radio shows, podcasts, newspapers (i.e. Chicago Defender, Chicago Bee, the Afro, The California Eagle, Omaha Star, the Crisis, etc.). Ida B. Wells used publications to contest the scourge of lynching. These outlets were pivotal in sharing the successes and challenges of resistance movements.

Cultural centers such as libraries including George Cleveland Hall Library (Chicago, IL), Dart Hall (Charleston, SC) and social, literary, and cultural clubs, such as Jack and Jill, Phillis Wheatley Literary Societies, fraternal and sororal orders, associations (i.e. Association for the Study of Negro Life and History, National Association of Colored Women, etc.) worked to support the intellectual development of communities to collect and preserve Black stories, sponsor Black history and literature events, and were active in the quest for civil, social, and human rights.

Black medical professionals worked with others to establish nursing schools, hospitals, and clinics in order to provide spaces for Black people to get quality health care, which they often did (and do not) receive at mainstream medical institutions. For economic and financial independence businesses, such as Binga Bank, Johnson Publishing Company, Parker House Sausage Company, Soft and Sheen, etc., were developed to keep funds within the community. In order to resist inequality and to advocate for themselves Black men and women formed labor unions based on trades and occupations, some examples, include the Colored National Labor Union, Colored Musicians Club, Coalition of Black Trade Unionists, and Negro American Labor Council.

Education, whether in elementary, secondary, or higher education institutions have been seen as a way for Black people and communities to resist the narrative that Black people are intellectually inferior. When Carter G. Woodson founded Negro History Week (NHW) in 1926, he saw it as a way to provide a space and resources to critically educate students about their history. The grassroots network of Black teachers used this week not only to lionize individuals and narratives, but also to teach students about racial progress, and as well as shared and collective responsibility. They developed assignments and curriculum to provide students with the tools to succeed. Historically Black Colleges and Universities (HBCUs), were developed by Northern white philanthropists, but they emerged as a space for the formation of activists, artists, business owners, educators, etc. and their continued operation have stood as testament to Black investment and creative thinking in the face of the changing landscape of higher education. Furthermore, students at HBCUs were at the forefront of the Civil Rights Movement, Black Power Movements, and social justice movements from the nineteenth to twenty-first centuries.

African American spirituals, gospel, folk music, hip-hop, and rap have been used to express struggle, hope, and for solidarity in the face of racial oppression. Music has been used to illustrate societal issues including white and state sanctioned violence (i.e. Billie Holiday's Strange Fruit), sexual politics (i.e. Salt-N-Pepa's Let's Talk About Sex), as motivation, for strength against harassment, and to experience freedom. The Black artists, writers, photographers, and musicians who participated in the Black Arts Movement, the Harlem Renaissance, and the Chicago Black Renaissance were the soundtrack and the visual representation of resistance movements. These individuals created art that supported the resistance movements, but also provided a space for Black people to express love and joy. Creatives used poetry, fiction, short stories, plays, films, and television to counter stereotypes and to imagine a present and future with Black people in it.

Sports are a world pastime, and it both brings people together and separates them. Black athletes have used sports as a way to advocate for social issues and for political agendas. Serena Williams, Flo Jo, Jesse Owens, Tommie Smith, John Carlos, Jackie Robinson, Colin Kaepernick, Simone Biles, and many others have used their public forum to bring awareness to issues that affect society as they resisted the idea that they cannot or should not speak about political, cultural, or social issues. Black athletic activists have often suffered personal and economic consequences due to their stances, speech, and actions, but to them it has been worth it to see changes.

Historically and today in the 21 st century, Black people have worked the political angle to seek their rightful space in the country. Where race is concerned, legislative or judicial action to deal with controversial issues has often come late. The historic Executive Orders 8802 and 9346 were responses to A. Phillip Randolph and the all-Black March on Washington Movement's threat to lead a 50,000-strong Black worker's march into Washington, D.C. And all three of the Civil Rights Act, the Voting Rights Act and the Fair Housing Act were concessions to the Civil Rights and Black Power movements. Every advance, improvement in our quality of life and access to the levers of power to determine our destiny has been achieved through struggle. John Lewis advised, "Do not get lost in a sea of despair. Be hopeful, be optimistic. Our struggle is not the struggle of a day, a week, a month, or a year, it is the struggle of a lifetime. Never, ever be afraid to make some noise and get in good trouble, necessary trouble."

Lewis' advice is true not just for the 21st century, but also during the antebellum period, as seen in the narratives of the enslaved, such as Frederick Douglass and Harriet Jacobs, to testimonials about lynchings and ongoing police violence against African Americans. With the murders of Trayvon Martin, Michael Brown, Sandra Bland, Breonna Taylor, and thousands of other Black women, men, and trans people there are new movements (i.e. #Sayhername) and organizations (i.e. Black Lives Matter) that are pushing for the justice system to investigate police involved shootings and white supremacist vigilantes. Nearly 179 years ago, the Rev. Henry Highland Garnett proposed that the only path to freedom, justice, and equality; self-determination; and/or social transformation is resistance. In thunder tones, Garnett shouted, "Let your motto be resistance! resistance! RESISTANCE!

By resisting Black people have achieved triumphs, successes, and progress as seen in the end of chattel slavery, dismantling of Jim and Jane Crow segregation in the South, increased political representation at all levels of government, desegregation of educational institutions, the passage of Civil Rights Act of 1964, the opening of the Smithsonian National Museum of African American History in DC and increased and diverse representation of Black experiences in media. Black resistance strategies have served as a model for every other social movement in the country, thus, the legacy and importance of these actions cannot be understated.

As societal and political forces escalate to limit access to and exercise of the ballot, eliminate the teaching of Black history, and work to push us back into the 1890s, we can only rely on our capacity to resist. The enactment of HR 40, the John Lewis Voting Rights Act, the Breathe Act, and the closure of the racial wealth gap is not the end. They too will require us to mobilize our resources, human and material, and fight for "freedom, justice, and equality"; "self-determination", and/or "social transformation."

This is a call to everyone, inside and outside the academy, to study the history of Black Americans' responses to establish safe spaces, where Black life can be sustained, fortified, and respected.

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When Carter G. Woodson established Negro History week in 1926, he realized the importance of providing a theme to focus the attention of the public. The intention has never been to dictate or limit the exploration of the Black experience, but to bring to the public's attention important developments that merit emphasis.

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Black History Month 2023: Facts, Origins & More | HISTORY

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February is dedicated as Black History Month, honoring the triumphs and struggles of African Americans throughout U.S. history.

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February is Black History Month. Paying tribute to the generations of African Americans who struggled with adversity to achieve full citizenship in American society.

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Understanding Acculturation and Why It Happens

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Understanding Acculturation and Why It Happens

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Acculturation is a process through which a person or group from one culture comes to adopt the practices and values of another culture, while still retaining their own distinct culture. This process is most commonly discussed regarding a minority culture adopting elements of the majority culture, as is typically the case with immigrant groups that are culturally or ethnically distinct from the majority in the place to which they have immigrated.

However, acculturation is a two-way process, so those within the majority culture often adopt elements of minority cultures with which they come into contact. The process plays out between groups where neither is necessarily a majority or a minority. It can happen at both group and individual levels and can occur as a result of in-person contact or contact through art, literature, or media.

Acculturation is not the same as the process of assimilation, though some people use the words interchangeably. Assimilation can be an eventual outcome of the acculturation process, but the process can have other outcomes as well, including rejection, integration, marginalization, and transmutation.

Acculturation Defined

Acculturation is a process of cultural contact and exchange through which a person or group comes to adopt certain values and practices of a culture that is not originally their own, to a greater or lesser extent. The result is that the original culture of the person or group remains, but it is changed by this process.

When the process is at its most extreme, assimilation occurs wherein the original culture is wholly abandoned and the new culture adopted in its place. However, other outcomes can also occur that fall along a spectrum from minor change to total change, and these include separation, integration, marginalization, and transmutation.

The first known use of the term "acculturation" within the social sciences was by John Wesley Powell in a report for the U.S. Bureau of Ethnology in 1880. Powell later defined the term as the psychological changes that occur within a person due to cultural exchange that occurs as a result of extended contact between different cultures. Powell observed that, while they exchange cultural elements, each retains its own unique culture.

Later, in the early 20th century, acculturation became a focus of American sociologists who used ethnography to study the lives of immigrants and the extent to which they integrated into U.S. society. W.I Thomas and Florian Znaniecki examined this process with Polish immigrants in Chicago in their 1918 study "The Polish Peasant in Europe and America." Others, including Robert E. Park and Ernest W. Burgess, focused their research and theories on the outcome of this process known as assimilation.

While these early sociologists focused on the process of acculturation experienced by immigrants, and also by Black Americans within predominantly White society, sociologists today are more attuned to the two-way nature of cultural exchange and adoption that happens through the process of acculturation.

Acculturation at Group and Individual Levels

At the group level, acculturation entails the widespread adoption of the values, practices, forms of art, and technologies of another culture. These can range from the adoption of ideas, beliefs, and ideology to the large-scale inclusion of foods and styles of cuisines from other cultures. For example, the embrace of Mexican, Chinese, and Indian cuisines within the U.S. This includes the simultaneous adoption of mainstream American foods and meals by immigrant populations. Acculturation at the group level can also entail the cultural exchange of clothing and fashions, and of language. This happens when immigrant groups learn and adopt the language of their new home, or when certain phrases and words from a foreign language make their way into common usage. Sometimes, leaders within a culture make a conscious decision to adopt the technologies or practices of another for reasons associated with efficiency and progress.

At the individual level, acculturation may involve all the same things that occur at the group level, but the motives and circumstances may differ. For example, people who travel to foreign lands where the culture differs from their own, and who spend extended periods of time there, are likely to engage in the process of acculturation, whether intentionally or not, in order to learn and experience new things, enjoy their stay, and reduce the social friction that can arise from cultural differences.

Similarly, first-generation immigrants often consciously engage in the process of acculturation as they settle into their new community in order to succeed socially and economically. In fact, immigrants are often compelled by law to acculturate in many places, with requirements to learn the language and the laws of society, and in some cases, with new laws that govern dress and covering of the body. People who move between social classes and the separate and different spaces they inhabit also often experience acculturation on both voluntary and required basis. This is the case for many first-generation college students who suddenly find themselves among peers who have been socialized already to understand the norms and culture of higher education, or for students from poor and working-class families who find themselves surrounded by wealthy peers at well-funded private colleges and universities.

How Acculturation Differs from Assimilation

Though they are often used interchangeably, acculturation and assimilation are two different things. Assimilation can be an eventual outcome of acculturation, but it doesn't have to be. Also, assimilation is often a largely one-way process, rather than the two-way process of cultural exchange that is acculturation.

Assimilation is the process by which a person or group adopts a new culture that virtually replaces their original culture, leaving only trace elements behind, at most. The word means to make similar, and at the end of the process, the person or group will be culturally indistinguishable from those culturally native to the society into which it has assimilated.

Assimilation, as a process and an outcome, is common among immigrant populations that seek to blend in with the existing fabric of society. The process can be quick or gradual, unfolding over the years, depending on the context and circumstances. Consider, for example, how a third-generation Vietnamese American who grew up in Chicago differs culturally from a Vietnamese person living in rural Vietnam.

Five Different Strategies and Outcomes of Acculturation

Acculturation can take different forms and have different outcomes, depending on the strategy adopted by the people or groups involved in the exchange of culture. The strategy used will be determined by whether the person or group believes it is important to maintain their original culture, and how important it is to them to establish and maintain relationships with the greater community and society whose culture differs from their own. The four different combinations of answers to these questions lead to five different strategies and outcomes of acculturation.

1. Assimilation. This strategy is used when little to no importance is placed on maintaining the original culture, and great importance is put on fitting in and developing relationships with the new culture. The outcome is that the person or group is, eventually, culturally indistinguishable from the culture into which they have assimilated. This type of acculturation is likely to occur in societies that are considered "melting pots" into which new members are absorbed.

2. Separation. This strategy is used when little to no importance is placed on embracing the new culture, and high importance is placed on maintaining the original culture. The outcome is that the original culture is maintained while the new culture is rejected. This type of acculturation is likely to occur in culturally or racially segregated societies.

3. Integration. This strategy is used when both maintaining the original culture and adapting to the new one are considered important. This is a common strategy of acculturation and can be observed among many immigrant communities and those with a high proportion of ethnic or racial minorities. Those who use this strategy might be thought of as bicultural and may be known to code-switch when moving between different cultural groups. This is the norm in what are considered multicultural societies.

4. Marginalization. This strategy is used by those who place no importance on either maintaining their original culture or adopting the new one. The result is that the person or group is marginalized - pushed aside, overlooked, and forgotten by the rest of society. This can occur in societies where cultural exclusion is practiced, thus making it difficult or unappealing for a culturally different person to integrate.

5. Transmutation. This strategy is used by those who place importance on both maintaining their original culture and on adopting the new culture - but rather than integrating two different cultures into their daily lives, those who do this create a third culture (a blend of the old and the new).

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Do You Know What Acculturation Is and What Causes It to Happen?

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Acculturation is a process of cultural exchange wherein a person or group adopts elements of another culture while maintaining their original culture.

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Everyday Inclusion App – Acculturation: Assimilation to a different culture, typically the dominant one. It is the process of cultural and psychological change that occurs due to contact between cultural groups and their individual members.

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Everyday Inclusion App – Autism/Autism Spectrum Disorder/Autistic

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Everyday Inclusion App – Autism/Autism Spectrum Disorder/Autistic

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A group of complex disorders related to brain development, according to the National Institute of Mental Health. Common symptoms of autism spectrum disorder include difficulties in communication, impaired social interaction and restricted and repetitive patterns of behavior, interests or activities, according to the National Institute of Mental Health. However, symptoms vary across the spectrum. Refer to someone as having autistic spectrum disorder only if the information is relevant. Ask individuals how they prefer to be described. Many prefer to be described as autistic, while others prefer to be described as “an autistic person” or a person with autism.

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Asian American and Pacific Islander Heritage Month

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Asian American and Pacific Islander Heritage Month

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Origins of AAPI Heritage Month

The effort to officially recognize Asian American and Pacific Islander contributions to the United States began in the late 1970s, and took over 10 years to make it a permanent month-long celebration.

In 1977, New York representative Frank Horton introduced House Joint Resolution 540, which proposed proclaiming the first 10 days of May as Asian/Pacific American Heritage Week. Hawaii Senator Daniel Inouye introduced a similar joint resolution the same year. When the resolutions did not pass, representative Horton introduced House Joint Resolution 1007 the following year, which requested the president to proclaim a week during the first 10 days of May starting in 1979, including May 7 and 10, as Asian/Pacific American Heritage Week.

After the House and the Senate passed the Resolution, President Jimmy Carter signed it into Public Law 95-419 on October 5, 1978. From 1980 to 1990, each president passed annual proclamations for Asian/Pacific American Heritage Week. In 1990, Congress expanded the observance from a week to a month. May was annually designated as Asian/Pacific American Heritage Month in 1992 under the George H. W. Bush administration with the passing of Public Law 102-540. Asian/Pacific American Heritage Month was renamed as AAPI Heritage Month in 2009.

Why Do We Celebrate AAPI Heritage Month?

Asian Americans and Pacific Islanders have contributed significantly to many facets of American culture and society, including science and medicine, literature and art, sports and recreation, government and politics, and activism and law. In 2021, Kamala Harris became the first Asian American Vice President of the United States. In film history, AAPI people, stories, and traditions have become more visible with South Korean director Bong Joon Ho's Parasite winning the Academy Award for Best Picture in 2019 and the release of Shang-Chi and the Legend of the Ten Rings in 2021, debuting Marvel's first Asian superhero.

AAPI people have a long history in the United States, despite the stereotype that they are " perpetual foreigners," the idea that Asian Americans and Pacific Islanders are inherently foreign, other and not truly American. According to the Bering Land Bridge Theory, Asians first migrated to what is now known as North America over 15,000 years ago through a land bridge between Asia and North America.

In the 16th century, Filipinos who were escaping forced labor and enslavement during the Spanish galleon trade immigrated to North America, eventually establishing a settlement in St. Malo, Louisiana in 1763. During the California Gold Rush of the 1850s, a wave of Asian immigrants came to the West Coast and provided labor for gold mines, factories and the transcontinental railroad. In 1882, Congress enacted the Chinese Exclusion Act, which banned Chinese immigration for 20 years.

Japanese and Koreans began immigrating to the United States by 1885 to replace Chinese labor in railroad construction, farming and fishing. However, in 1907, Japanese immigration was restricted by a "Gentlemen's Agreement" between the United States and Japan. The civil rights movement assisted the liberalization of immigration laws. The 1965 Immigration and Nationality Act changed restrictive national origin quotas and allowed for the large numbers of Asians and Pacific Islanders to come to the United States with their families. In the mid-1970s, refugees from Southeast Asia like Vietnam, Cambodia, and Laos came to the United States to flee war, violence, and hardship.

Today, Asian Americans and Pacific Islanders are the fastest growing racial group in the United States. AAPI Heritage Month celebrates the unique journey of all AAPI immigrants and citizens in the United States and their unique life experiences, traditions and cultures.

Anti-Asian Racism

Since their immigration to the United States, Asians have been met with xenophobia, racism, bias and violence. Chinese workers were abused, robbed and murdered in San Francisco in the 1850s. In 1854, the California Supreme Court ruled in People v. Hall that people of Asian descent could not testify against a white person in court, meaning that white people could avoid punishment for anti-Asian crimes.

During World War II, from 1942-1945, people of Japanese descent were incarcerated in internment camps across the nation. In 1982, Chinese American Vincent Chin was murdered by two white men in Detroit because they believed Asians were taking auto industry jobs from whites. In March 2021, a man shot and murdered six women of Asian descent at three spas in the Atlanta area.

At the beginning of the COVID-19 pandemic, racist and xenophobic rhetoric about the origins of the virus led to a spike in anti-Asian racism and violence, with AAPI people of all ages and cultures being verbally and physically harassed and murdered in cities across the United States. As a response to the rise in anti-Asian violence, the AAPI Equity Alliance, Chinese for Affirmative Action, and the Asian American Studies Department of San Francisco State University launched the Stop AAPI Hate coalition on March 19, 2020. The coalition tracks and responds to violence, hate, harassment, discrimination, shunning and bullying of AAPI people.

In January 2021, the White House released a " Memorandum Condemning and Combating Racism, Xenophobia, and Intolerance Against Asian Americans and Pacific Islanders in the United States," acknowledging their role in furthering xenophobic sentiments and proposing ways to prevent discrimination, harassment, bullying, and hate crimes against AAPI individuals.

AAPI Month 2023 Theme

According to the Federal Asian Pacific American Council (FAPAC), the theme for AAPI Heritage Month 2023 is "Advancing Leaders Through Opportunity." The FAPAC encourages local and national governments to prioritize providing opportunities to people in the AAPI community to to refine their skills and enhance their leadership abilities.

The month of May was chosen for AAPI Heritage Month because it commemorates the immigration of the first Japanese people to the United States on May 7, 1843. May is also a significant month because it recognizes Golden Spike Day, May 10, 1869, which marks the completion of the transcontinental railroad that was built with significant contributions from Chinese workers.

Sources

Asian/Pacific Heritage Month, Library of Congress and the National Archives and Records Administration.
Asian American and Pacific Islander Heritage Month, May 1, 2021, U.S. Department of State.
Asian Pacific American Center, Smithsonian.
Asian Americans Then and Now - Linking Past to Present, Asia Society.
"The long, ugly history of anti-Asian racism and violence in the U.S." by Gillian Brockell, March 18, 2021, Washington Post.
Asian American and Pacific Islander Heritage Month: May 2021, U.S. Census Bureau.

Fact Check

We strive for accuracy and fairness. But if you see something that doesn't look right, click here to contact us! HISTORY reviews and updates its content regularly to ensure it is complete and accurate.

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Asian American and Pacific Islander Heritage Month - Origins, Themes & Populations

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Asian American and Pacific Islander Heritage Month (AAPI Heritage Month) is an annual celebration that recognizes the historical and cultural contributions of individuals and groups of Asian and Pacific Islander descent to the United States. The AAPI umbrella term includes cultures from the entire Asian continent.

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22 Ideas To Celebrate AAPI Heritage Month (2023)

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22 Ideas To Celebrate AAPI Heritage Month (2023)

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May is Asian American Pacific Islander Heritage Month! This annual month-long event is an opportunity to celebrate the many contributions and achievements of the Asian American and Pacific Islander (AAPI) community.

Given the vast diversity of the AAPI community, it's important to recognize that the AAPI umbrella is not a monolith.

During May, it's important to give our attention to the concerns and needs of the AAPI community and find long term ways to support them.

Below, you can find resources and ways to uplift the AAPI community nationwide and in your own community!

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5 Facts To Know About AAPI Heritage Month History

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While it's important to learn more about and uplift the experiences of Asian Americans and Pacific Islanders every single day, it's helpful to have somewhere to start. We've created a guide on how to celebrate Asian American and Pacific Islander Heritage Month this year. By the way, some of the links in this article (like books!) are affiliate links, which means if you make a purchase after clicking a link, we may earn a commission at no extra cost to you. Thank you!
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Activities & Ideas for Asian American Pacific Islander Heritage Month

Learn

Watch a documentary about Asian American history.

Asian American history is American history. And a great way to ensure you're well-informed during May is by watching documentaries.

We recommend watching the documentary Asian Americans by PBS; it's a five-episode series on the fastest-growing ethnic group in American history.

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Dive into research.

Read this comprehensive list of resources from Stop AAPI Hate. From educational materials to a template you can use to contact your local lawmakers, this list is a great asset for both members and allies of the AAPI community.

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Visit an AAPI museum in your community.

Museums and cultural centers are a great starting point to learn more about AAPI history, especially the local impact and contributions they have made.

Check out this list for some iconic museums around the United States - and also consider searching Google Maps for smaller, local museums in your community.

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Learn the difference between Asian Americans and Pacific Islanders.

Understanding the difference between these two groups is essential when it comes to celebrating AAPIHM.

In the 1970s, with fewer immigrants from these regions, it was important to band together.

Recent years, however, have seen growing criticism of the usage of this umbrella term - and it's valuable to learn about that conversation as well.

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Listen to podcasts from the AAPI community.

Whether you want to be informed or entertained, there is a podcast out there that you can support. We enjoy and recommend Tim Chantarangsu and David So's YouTube collaborations - and their podcast, Dudes Behind the Foods, doesn't disappoint!

If you're looking for more recommendations, this list is a great starting point.

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Buy books from AAPI-owned bookstores.
By the way, some of the links below may be affiliate links - which means Good Good Good may earn a commission if you make a purchase, at no cost to you!
You can support the AAPI community by shopping from local AAPI-owned bookstores. Check out this list of storefronts to support in California, Colorado, Georgia, Illinois, Michigan, New York, and Oregon.

You can also discover and easily support local AAPI-owned bookstores online via Libro.fm ( via this curated list) or Bookshop.org (by selecting "Asian-American & Pacific Islander-owned Bookstores" from the Filters dropdown of their Store Locator).

Libro.fm and Bookshop.org also happen to be two fantastic Amazon alternatives.

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Read books from AAPI authors.

While you're shopping from AAPI-owned bookstores (or your wonderful local library), you should also support and learn from AAPI authors!

The publishing industry has a diversity problem - but change is possible.

It is important and valuable to boost stories written by AAPI authors, and what better way to demonstrate that you want to keep hearing from these voices and experiences than to financially support them?

Some recommendations include:

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Follow AAPI activists, educators, and leaders on social media.

To support the ongoing efforts to advance AAPI rights, you can follow organizers on social media and bring their mission to your own community.

Some folks to follow include:

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Take Action

Learn how to pronounce Asian names.

One of the easiest and most impactful actions you can take is learning how to properly pronounce Asian names.

Constantly mispronouncing an ethnic name can be considered a form of microaggression, especially when our society has no qualms about learning how to say other "difficult" names such as Tchaikovsky, Nietzsche, or Schopenhauer.

If you're not sure, ask! As with most things, people feel valued when you make the effort.

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Shop AAPI-owned businesses.

Just like supporting AAPI authors supports positive industry change, shopping AAPI businesses ensures that the money you are spending gets reinvested in these communities. If you're not sure where to begin, Asian Founded is a fantastic starting point.

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Help stop violence against AAPI communities.

In the wake of the COVID-19 pandemic, we have seen an alarming growth in anti-Asian sentiment. Taking a bystander awareness course will help you be prepared to assist in de-escalating those situations should you happen to witness them.

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Donate to support Hawaiian families who have been displaced because of colonization.

One of the greatest issues Hawaii has struggled with over the years has been the displacement of its Indigenous communities to make room for both the military and the millions of tourists that visit the islands every year. Kahumana Organic Farms is a nonprofit that helps homeless families in Hawaii that have suffered the toll of these industries.

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Donate to support Asian migrant sex workers.

Red Canary Song is a wonderful nonprofit that supports Asian and migrant sex workers. Your donations go a long way to help their efforts to decriminalize this line of work, a necessity when it comes to ensuring labor and anti-trafficking protections, and decreasing deportations.

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Provide a meal for AAPI elders.

Heart of Dinner is a New York City-based nonprofit that provides meals to the most vulnerable of the AAPI community: the elders. You can see exactly where and who your support is going towards.

If you live in New York, you can volunteer to pack meals, deliver meals, write notes, or work behind-the-scenes on logistics. If you live anywhere else in the world, you can donate, host a fundraiser or find out if there are similar local efforts you can join.

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Go to a rally, reading, or in-person event.

One way to show up for the AAPI community is to do exactly that: show up. You can search for local events in your town to see if there are any rallies, protests, or readings that aim to support the AAPI Rights movement. Facebook's events tab and sites like Meetup or Eventbrite are easy ways to find out what is happening near you.

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At Work

Fight for salary transparency to combat racial and gender pay gaps.

Culturally, we have been taught to not discuss how much we earn. This custom has been widely used as a tool of oppression and, specifically within the AAPI community, it has also contributed to further promoting the "model minority" myth.

It is also important to note that while generally AAPI women face the smallest pay gap, that difference highly varies within the communities covered under that umbrella.

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Check your biases and commit to fighting racial discrimination in the workplace.

Though most studies on hiring discrimination focus on white vs. Black names, it is not hard to infer that this is something that also affects other people of non-white backgrounds.

This, the model minority myth, and other preconceptions still affect most workplaces, so it is important to self-reflect on how you can improve, as well as actively work to prevent those issues from being considered acceptable.

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Create (or join) an Employee Resource Group.

Employee Resource Groups are employee-led volunteer groups created with the intent to foster safe and empowering spaces for employees to express themselves, build community, and seek support at work. Supporting these groups helps attract a more diverse workforce and reduces turnover in the long run.

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Highlight AAPI Heritage Month in your company newsletter.

If your brand or company sends a newsletter to customers or team members, this is a great way to inform folks about AAPI Heritage Month in a thoughtful way.

Create a section where you highlight historical figures, give folks tips for how to celebrate, share ways to give back to AAPI folks in your community - and maybe even share this article as a resource! (If you use stock photos, check out our guide to diverse stock photos.)

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For Kids & Students at School

Support AAPI curriculums in school.

Asian American Pacific Islander history is American history, though not every school district accurately reflects that. You can support the ongoing movement to teach our school children more about AAPI contributions to the country in their classrooms by contacting your local school district and asking them to implement more policies that support and protect these minorities, as well as requesting that more materials made by AAPI creators and educators be featured, taught and discussed.

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Organize or request an AAPI creator speaking event.

Whether offering inviting an invitation to speak on social issues or perhaps to do a stand-up gig, if there is a creator you love, asking your school administrators to organize an event supports their platform, and is a great way to mobilize your community into active participation.

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Teach children about racism and diversity.

If you have young children, it is particularly important to teach them from an early age about the importance of diversity and how racism still impacts us as a society. A great way to do that is by encouraging them to consume media that features characters of other races and ethnicities, especially as the leads, or by reading age-appropriate books on the subject.

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Frequently Asked Questions

What month is AAPI Heritage Month?

May is AAPI Heritage Month - and was because it marks two important events in Asian American history: the arrival of the first known Japanese immigrants in 1843 and the completion of the transcontinental railroad in 1869, which was built by Chinese immigrant workers.

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Why is it especially important to support the AAPI community now?

Due to the COVID-19 pandemic, there's been a rise in anti-Asian hate around the world. With the surge in violence against the AAPI community, now is especially important to invest in ways to make sure our AAPI communities feel safe.

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What are some issues the AAPI community faces?

Xenophobia is an institutional barrier that makes it hard for the AAPI community to achieve equality in America. However, resources like language translation services, access to healthcare and education, and bystander awareness help make the lives of Asian Americans and Pacific Islanders in the US easier.

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What is the theme for 2023's Asian American and Pacific Islander Heritage Month?

The 2023 theme for AAPI Heritage Month has been dubbed "Advancing Leaders Through Opportunity" by the Federal Asian Pacific American Council. As an organization that works to support AAPI leaders in Federal and DC governments, the FAPAC chose this theme to help elevate more AAPI civil servants to find success and growth in their careers.

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What was the theme for 2022's Asian American and Pacific Islander Heritage Month?

While rotating themes may be common for many holidays and heritage months all over the planet, in the United States there is not always an annual theme for AAPI Heritage Month. In Canada, 2022's theme was "continuing a legacy of greatness". Many organizations can individually pick their own themes.

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What are some hashtags to use on social media for AAPI Heritage Month?

The most common social media hashtags used to promote AAPI Heritage Month currently include:

#aapihm

#apihm

#aapiheritagemonth

#aapimonth

#asianlivesmatter

#stopasianhate

#stopaapihate

#justiceforasianwomen

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What ethnic groups are Pacific Islanders?

Pacific Islanders include a diverse range of ethnic groups native to the Pacific Islands region. Major groups are Polynesians (including Hawaiians, Samoans, Tongans), Melanesians (Fijians, Papua New Guineans, Solomon Islanders), and Micronesians (Chamorros, Palauans, Marshallese). These groups share common cultural traits and ancestry, but also have distinct identities

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22 Ideas To Celebrate AAPI Heritage Month (2023)

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May is Asian American Pacific Islander Heritage Month! This annual month-long event is an opportunity to celebrate the many contributions and achievements of the Asian American and Pacific Islander (AAPI) community. Given the vast diversity of the AAPI community, it's important to recognize that the AAPI umbrella is not a monolith.

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Asian/Pacific encompasses all of the Asian continent and the Pacific islands.

The month of May was chosen to commemorate the immigration of the first Japanese to the United States on May 7, 1843, and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869, as the majority of workers who laid those railroad tracks were Chinese immigrants.

A rather broad term, Asian/Pacific encompasses all of the Asian continent and the Pacific islands of Melanesia (New Guinea, New Caledonia, Vanuatu, Fiji and the Solomon Islands), Micronesia (Marianas, Guam, Wake Island, Palau, Marshall Islands, Kiribati, Nauru and the Federated States of Micronesia) and Polynesia (New Zealand, Hawaiian Islands, Rotuma, Midway Islands, Samoa, American Samoa, Tonga, Tuvalu, Cook Islands, French Polynesia and Easter Island).

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Documentaries and programs that celebrate Asian American, Pacific Islander, and Native Hawaiian heritage

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Documentaries and programs that celebrate Asian American, Pacific Islander, and Native Hawaiian heritage

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Every May we take extra time to celebrate Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month by shining a light on AANHPI experiences and filmmakers. Enjoy this selection of films, some premiering in May as well as some gems to revisit. These documentaries celebrate the light and love in our diverse AANHPI communities. We also recognize the need to face ugly truths about events of racism, xenophobia, and violence targeted towards AAPI communities. When we are honest about the past, we can begin to heal from the wounds of hate and in doing so, make a better future together.

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Celebrating AANHPI Heritage Month: Stories, Facts, History &... | PBS

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Stream documentaries and learn facts to celebrate Asian American, Pacific Islander, and Native Hawaiian heritage.

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May is Mental Health Month 2020: Tools 2 Thrive

Since 1949, Mental Health America and our affiliates across the country have led the observance of May is Mental Health Month by reaching millions of people through the media, local events and screenings. We welcome other organizations to join us in spreading the word that mental health is something everyone should care about by using the May is Mental Health Month toolkit materials and conducting awareness activities.

While 1 in 5 people will experience a mental illness during their lifetime, everyone faces challenges in life that can impact their mental health. In 2020, our theme of Tools 2 Thrive will provide practical tools that everyone can use to improve their mental health and increase resiliency regardless of the situations they are dealing with. We now believe that these tools - even those that may need to be adapted for the short term because of COVID-19 and social distancing - will be more useful than ever.

Download The 2020 Mental Health Month Toolkit This year's toolkit includes: Printable Handouts Social Media and Web Components

Sample Post Language

Facebook and Twitter Cover Images

Shareable Images for Facebook, Twitter, and Instagram

Call to Action Buttons for Screening

Pop Under (Horizontal) Web Banners

Wide Skyscraper (Vertical) Web Banners

Media Materials

Key Messages

Drop-In Article

May is Mental Health Month Proclamation

Other

Outreach Ideas

Additional Resources

BONUS!

COVID-19 and Your Mental Health Infographic

Questions? Contact Danielle Fritze at dfritze@mhanational.org.
Download the 2020 Mental Health Month Toolkit This campaign is supported by contributions from Janssen: Pharmaceutical Companies of Johnson & Johnson and Otsuka America Pharmaceutical, Inc.

Toolkits From Years Past

2019 Toolkit: 4Mind4Body
Download Toolkit
Toolkit Includes

Key Messages

Sample Press Release

Drop-In Article

May is Mental Health Month Proclamation

Outreach Ideas

Additional Resources

Sample Facebook and Twitter Posts

Profile, Cover, and Shareable images for social media

Call to Action Buttons for Screening and sharing with #4Mind4Body

Horizontal Banner Image

Vertical Banner Image

Fact Sheet: Animal Companionship

Fact Sheet: Spirituality and Religion

Fact Sheet: Humor

Fact Sheet: Work-Life Balance

Fact Sheet: Social Connections and Recreation

May is Mental Health Month 4Mind4Body Calendar/Poster

4Mind4Body Chronic Health Conditions Poster

4Mind4Body Caregivers Poster

2018: 4Mind4Body
Download the 2018 toolkit Learn more about:
Diet and Nutrition Exercise The Gut-Brain Connection Sleep Stress
Visit 4mind4body to see what people did for our #4Mind4Body Challenge in 2018! Visit 4mind4body
2017: Risky Business

In 2017 Mental Health America offered educational materials, tools, references, and more to help people decide - is this particular behavior a risky behavior for me or for someone I love? And if it is, what can I do about it before it harms me or someone else? Some of this year's materials may make you just a little uncomfortable, because we'll be talking about some things that are often left unsaid.
Download the 2017toolkit
2016: Life With A Mental Illness

How does it feel to live with a mental illness? That (#mentalillnessfeelslike) is what we focused on during Mental Health Month in 2016. B4Stage4 means, in part, talking about what mental illnesses feel like, and then acting on that information. It means giving voice to feelings and fears, and to hopes and dreams. It means empowering people as agents of their own recovery. And it means changing the trajectories of our own lives for the better, and helping those we love change theirs.
Download the 2016 toolkit Discover what people say mental illness feels like
2015: B4Stage4

In 2015, we chose "B4Stage4" as our Mental Health Month theme. Here's why. Mental health concerns are no different from any other physical health concerns. They should be thought about and treated the same way - long before they reach Stage 4. We're offering a range of materials, strategies, and resources to bring healthy, B4Stage4 thinking to life.
Download the 2015 toolkit
2014: Mind Your Health

Mental Health Month 2014 was designed to raise awareness about the importance of a healthy lifestyle and its preventative factors and benefits for mind and body and to build a broad public recognition around the role of mental health to overall health.
Download the entire toolkit in a zipped folder
2013: Pathways to Wellness

Mental Health Month 2013 was a call to action for Americans to identify strategies that work for themselves individually to attain better overall health status. This theme can be used in conjunction with information about programs and services available through local affiliates.
Download the Media Materials Download the Fact Sheets

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Since 1949, Mental Health America and our affiliates across the country have led the observance of May is Mental Health Month by reaching millions of people through the media, local events and screenings. We welcome other organizations to join us in spreading the word that mental health is something everyone should care about by using the May is Mental Health Month toolkit materials and conducting awareness activities.

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A Teachers' Guide to Mental Health in Schools

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A Teachers' Guide to Mental Health in Schools

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How to raise awareness about mental health

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How to raise awareness about mental health

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The National Alliance on Mental Illness found that more than 43.8 million people are affected by mental health disorders each year. Despite this, less than half of those suffering will seek professional help, ¹ and many will only do so more than ten years after the onset of the condition.

This refusal to seek treatment stems from decades of stigma surrounding asking for or admitting you need help.

Raising awareness for mental health conditions is the most powerful method of counteracting the shame many people struggling with these issues may feel.

Some of the most effective ways to achieve this include the following:

Talk About Mental Health Issues Openly

Living with a mental health disorder is exceptionally challenging. Not only must those who suffer from the condition experience the symptoms of their illness, but they are often expected to deny or hide their struggles.

Talking openly about your own battles with mental health, and asking after and genuinely listening to your family and friends' responses can, in turn, encourage them to speak out about their symptoms and emotions and possibly seek help.

Educate Yourself and Others on the Warning Signs and Symptoms of Mental Illnesses

Many people who struggle with mental illness refuse to ask for help because they don't want to be felt sorry for. Society tends to belittle those who have problems others see as being 'all in the mind.'

Understanding and teaching people about the causes, symptoms, and treatments available for mental health diseases like depression, anxiety, bipolar disorder, and schizophrenia can better equip yourself and those around you to discuss these issues in a supportive manner.

Possible warning signs of a developing mental illness include:

Mood changes

Antisocial behavior

Changes in sleep and eating patterns

Constant sadness

If you notice these symptoms in a loved one, talk to them about what they are feeling and encourage them to get professional help.

Practice Kindness and Compassion

For too long, words like 'wacko' or 'loony' have been used to describe people with a serious mental illness. More than anything, those struggling with their mental health need compassion and kindness, not ridicule.

Teach children and teenagers to be respectful of their peers and people who don't behave the same way they do. Then take this teaching to heart and exercise compassion towards not only those obviously suffering from mental health issues but everyone you come into contact with.

Take and Share a Free Mental Health Screening

Often an individual may suspect they have a problem with their mental health but may be hesitant to seek out a diagnosis, which would likely only confirm their fears. Taking a mental health screening quiz, and sharing that you did so on social media, could encourage the people on your friends list to do the same. ²

If finding out whether you need help is treated as normal and supported, many more people may garner the courage to do so.

Participate or Volunteer in Awareness Events

National Mental Health Month begins on the first of May every year and is marked by increased local and online awareness events.

Through volunteering at, participating in, or even just sharing these events online, you can encourage others to get involved in learning more about mental health issues.

Whether during May or the rest of the year, use these events to get out there and directly address the need for more people to become aware of the realities of their mental health and that of those around them.

Take a Holistic Approach to Help Improve the Mental Wellbeing of Your Family, Friends, and Yourself

Raising awareness is not only about teaching people how to identify mental illnesses. It's also about making a positive, lasting impact on their mental health.

You can do this by encouraging your loved ones to practice self-care or even by helping them focus on their physical health through exercise and healthy eating habits. Arranging park runs or hikes in the name of mental health awareness could benefit the cause dually.

Mental Health Treatment

An open discussion and show of support may provide individuals with the encouragement needed to diagnose and seek treatment for their illness.

Once diagnosed, there are several mental health programs available, including:

Residential Treatment Program - This provides a customized plan and constant care based on each person's needs, including treating patients as more than just the sum of their symptoms, but like real humans, through therapy and family counseling.

Intensive Outpatient Program (IOP) - Delivering the same level of care as the residential program while allowing patients to continue working or attending school and maintaining control over their lives and schedules.

Adolescent Mental Health Program - Aimed at helping teens deal with depression and low self-esteem, the program provides access to regular therapy addressing various issues, from complex family dynamics to the pressure of societal opinions.

If you or someone you know suffers from a mental health illness, get in touch with our helpline today at 855-414-8100 to acquire the support or treatment you need.
Sources:

1. https://online.regiscollege.edu/blog/state-mental-health-u-s-improving-awareness/

2. https://discoverymood.com/blog/ways-social-media-promote-mental-health/

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How To Raise Awareness About Mental Health Balance Treatment

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The National Alliance on Mental Illness found that more than 43.8 million people are affected by mental health disorders each year. Despite this, less than half of those suffering will seek professional help, 1 and many will only do so more than ten years after the onset of the condition.

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Mental Health: How to Create Awareness & Break the Stigma

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Mental Health: How to Create Awareness & Break the Stigma

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Let's face the truth- No one wants to talk openly about mental health. Sadly, despite technological, scientific, and medical advances, mental health remains plagued with stigmas and social taboos. The world is still in denial about everything related to mental health- the conditions, treatment options, and the importance of prioritizing it as much as physical health.

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There is no health without mental health. WHO advocates for a whole-of-government and whole-of-society response anchored on a shared vision for the future of mental health in the Region. Mental health promotion involves actions to strengthen the policy environment and the use of strategic communication for network building, stakeholder engagement, enhanced mental health literacy, and behavior change.

Mental health promotion interventions improve overall wellbeing and are delivered in the settings where people live, work, learn, and thrive. These include school and workplace mental health programs, early childhood interventions, social support and community engagement, women empowerment, anti-discrimination programs, and other interventions that address the social determinants of mental health. In order to maximize impact, mental health promotion activities must be linked closely with mental health services, and engage a variety of health and non-health (e.g. education, labor, social welfare, justice, environment, etc.) sectors.

WHO also leads high-profile advocacy campaigns to mobilize partners and resources, whilst raising awareness among decision makers and the general public. These include annual advocacy days on mental health, suicide prevention, and dementia, and other special initiatives.

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There is no health without mental health. WHO advocates for a whole-of-government and whole-of-society response anchored on a shared vision for the future of mental health in the Region. Mental health promotion involves actions to strengthen the policy environment and the use of strategic communication for network building, stakeholder engagement, enhanced mental health literacy, and behavior change.

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Equality Federation Reacts to Supreme Court Decision in 303 Creative v. Elenis

Today, Equality Federation responded to the Supreme Court's decision in 303 Creative v. Elenis, a case about whether a business that is open to the public can be granted an unprecedented free speech exemption from state nondiscrimination law in order to turn away customers they would rather not serve. In a 6-3 decision, the Court ruled for 303 Creative in a highly fact-specific decision authorizing a narrow exception to state nondiscrimination laws for a website developer.

Join Our Team in Supporting Our Members This Give OUT Day

After you donate to Equality Federation, please consider matching that gift with a donation to your closest participating state partner and a BIPOC-focused organization this Give Out Day.

Paid Health Leave and its benefits for everyone

Paid Health Leave for everyone would provide access to taking care of oneself without jeopardizing their employment. This is a part of public health, and we must invest in it to keep everyone safe.

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We accelerate advocacy in the LGBTQ community | Equality Federation

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Equality Federation is an advocacy accelerator rooted in social justice, building power in our network of state-based lesbian, gay, bisexual, transgender, and queer (LGBTQ) advocacy organizations.

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Safe Schools Coalition - An International Public-Private Partnership in Support of Gay, Lesbian, Bisexual and Transgender Youth.

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OPEN LETTER

OPEN LETTER IN support of diversity, respect and inclusion for lgbtqi+ people in the workplace in brazil

In light of the upcoming 2022 presidential election in Brazil, more than 90 companies and organizations-employing more than 435,000 people in Brazil-signed an open letter urging Brazil's presidential candidates to recognize and commit to public policies and concrete actions that support LGBTQI+ inclusion in the Brazilian workplace
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GUIDE

GLOBAL toolkit for change: assessing lgbtqi+ inclusion in your workplace

Out & Equal is proud to release this self-evaluation guide on LGBTQI+ workplace inclusion in an attempt to move beyond checklists and evolve to flexible tools of individual empowerment and organizational change, supporting employers to identify gaps between policy and culture.

read the resource

RESOURCE

Your Story. Your Truth. Your Power

It's time to revisit and revise the old narrative of "coming out of the closet." It's not just one act or a moment in time. Out & Equal has created this guide as a tool for LGBTQ people and allies looking to strengthen their understanding of how to share their stories in the workplace and land in a place of empowerment and growth as individuals and within the organization.
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Skip to main content 0 Days 0 Hours 0 Minutes 0 Seconds In light of the upcoming 2022 presidential election in Brazil, more than 90 companies and organizations-employing more than 435,000 people in Brazil-signed an open letter urging Brazil's presidential candidates to recognize and commit to public policies and concrete

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Code-switching refers to people of color changing the vernacular they use to fit into oppressive environments. Read on to learn more.