Microinequity

Microinequity is a term for a variety of disparaging message, typically subconscious in nature, that may discourage and devalue someone. A microinequity may be a gesture, rumor, look or even tone of voice. The cumulative effect of microinequities can impair a person's performance in the workplace or classroom, damage self-esteem, any may eventually lead to that person's withdrawal from the situation.

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

Origin
Unfortunately, the original meaning is being lost in the current trend towards the hyperimportance of self esteem. An inequity implies there is some comparison. For example, if your boss doesn't listen attentively to you, that in and of itself is not a microinequity. However, if your boss listens attentively to almost all of your co-workers, but not to you, that would be a microinequity.

These concepts were named by Mary Rowe, PhD of MIT in 1973, (see references). Earlier work in the same genre includes that of Jean Paul Sartre who wrote about small acts of anti-Semitism, and Chester Pierce, MD who wrote about "micro-aggressions" as acts of racism.

Further research
A book on the same subject was written in the late 1970s by Mary Howell, MD, "Why Would a 'Girl' Want to go into Medicine?" A doctoral thesis was written at Harvard by Wesley Profit, PhD on the microinequities of racism. There are a number of small studies at MIT from various departments; see for example Ellen Spertus, "Why Are There So Few Female Computer Scientists?", MIT Artificial Intelligence Laboratory Technical Report 1315, August 1991.

In recent years there has been a lot of work on this subject, by various consultants, groups of researchers and leaders in the field of diversity.