language to avoid alienating the listener . For example , terms such as “ urban ” or “ inner cities ” historically have been used as coded language to refer to the African American community . Similarly , terms such as “ globalist ” or “ cosmopolitan ” historically have been used as coded words for Jewish people .
A dog whistle and a microaggression share some similarities , particularly in how they may go unnoticed by those lacking the proper context . The crucial difference , however , is in their intent . While a microaggression tends to be the unintentional result of unconscious biases and assumptions , a dog whistle is a kind of “ coded message ” that plays to a specific audience while avoiding detection by the population at large .
How to tell the difference
Distinguishing between microaggressions and dog whistles can be difficult . The key is to look for evidence of whether the speaker knowingly made a statement that the speaker knew was racist , sexist , antisemitic or homophobic . What was the context of the statement or behavior ? Were several problematic comments made to the same person ? Did the comments have a common racial , gender-based or otherwise problematic pattern or theme ? If so , this may be evidence that the comments were not innocent . Would the comment or behavior be considered offensive by a reasonable person ? An employer or manager cannot simply rely on personal understanding of whether the behavior was , for example , racially coded . Fortunately , outside organizations can be helpful resources . Here are a few .
• The Anti-Defamation League and Louis D . Brandeis Center provide lists of common , harmful tropes about Jewish people and the history behind them .
• GLAAD , an LGTBQ advocacy organization , publishes a Media Reference Guide containing a glossary of harmful and offensive anti-LGBTQ terms .
• The website of Ferris State University ’ s Jim Crow Museum of Racist Memorabilia discusses the history of
African American stereotypes and how the harmful attitudes around them manifest today .
• The American Psychological Association has online resources that explore myths and stereotypes about Asian Americans , as well as the work being done to address these attitudes .
• Disability rights advocate Sheri Byrne-Haber outlines ableism in the article , “ Disability Microaggressions – AKA ‘ Ableist things people say .’” While these resources are not exhaustive , they can provide some information as to whether a referenced stereotype is common enough that the person invoking it would reasonably be aware of its ableist , racist , antisemitic or homophobic nature . A dog whistle should be met with the employer disciplining the employee , while the employer should educate the staff through training in the instance of a microaggression being used .
As employees continue to seek equity and fairness in the workplace , issues of diversity and inclusion will continue to dominate the conversation . Attracting and retaining diverse talent requires learning to spot and address unintended and intentional transgressions that can make the workplace uncomfortable for employees from marginalized communities .
Vida Thomas is a Sacramento-based partner with Oppenheimer Investigations Group . She has 25 years of labor and employment law experience and has handled more than 200 workplace investigations . Vida may be reached at vida @ oiglaw . com .
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