Description
Microaggressions are subtle and sometimes unrecognizable as racist, biased, and
stereotypical actions. With the increased number of Minoritized Individuals of Color (MIOC)
hired into staff, faculty, and leadership positions, it is imperative to assess the degree
microaggressions impact them as they navigate their duties, responsibilities, and day-to-day
interactions. These impacts can vary from emotional and psychological to physiological.
Moreover, it is vital to understand the occurrence and type of microaggressions endured by
marginalized individuals of color (MIOCs). Although students, staff, faculty, and administrators
are significant populations in higher education, this study focuses on MIOCs who hold
leadership positions in Texas. This mixed methods phenomenological study describes the degree
microaggressions directly impact the experience of (1) Black or African American, (2) Hispanic
or Latino, and (3) Asian leaders in higher education institutions. The research aspires to answer
the primary question: What are the occurrences, types, and impacts of microaggressions
experienced by marginalized individuals of color who hold a leadership position in a Texas
higher education institution, and what responses and approaches do they use to acknowledge,
address, or eliminate microaggression incidents?
