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[quote=Anonymous][quote=Anonymous]The problem I have with the faulting of OP here is that I fail to see how you can inadvertently engage in micro-aggression. The manager seems to have stopped just short of the line by saying that the email "came across as" a micro-aggression but doesn't aggression require some level of intent? I'm not saying that we shouldn't be careful to be aware of our own unconscious biases but there is a meaningful difference between having a bias and engaging in a micro-aggression. One is negligent and the other is intentional. I find it strange that the manager didn't give the benefit of the doubt. Parents call their kids by the wrong names all the time, and mix up male and female. I've done it with my colleagues. It happens when you categorize people together, which can be a racial thing but also can be simply that they belong to a benign category (bosses, kids, etc.). I find it a little odd that OP's manager decided to imply the mistaken was a small but intentional racial slight, rather than just letting it be the mistake it was.[/quote]

All of this is spot on. The manager got upset because we’ve gone overboard with trying to right past faults. And believe me, I know there were and still are many, serious faults with the way minorities have and are treated. But when we begin assuming that someone is biased because they mixed up names and emails, we’re diluting the great and needed work to increase pay equality, end harassment, provide upward career mobility, etc. [/quote]

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