Microaggressions against BIPOC LGBT

Lesbian, bisexual and Gay individuals who are ethnic or racial minorities (LGBT-POC) are marginalized populations subject to microaggressions accompanied by heterosexism and racism. An LGBTO individual living in a CIS normative, heteronormative world encounters discrimination like microaggressions that are a frustrating and unavoidable part of daily life. Microaggression is daily snubs, insults, or snubs, whether unintentional or intentional, that communicate derogatory, negative, or hostile messages to marginalized groups. Such microaggressions result in social oppression, which in most instances affects the health of an individual (Oliveria, 2020). Disparities in physical and mental health outcomes have been witnessed among the oppressed populations, including ethnic, sexual, and racial minorities. For instance, sexual minority groups are highly susceptible to mental health disorders such as anxiety, depression, suicidality. Such disparities are usually attached to stressful experiences of discrimination and stigma that associate minority social identity. According to minority stress theory, minority individuals experience unique stressors that contribute to mental health disparities. Such minority stressors can directly act upon health through chronic biological stress mechanisms. Therefore, this paper will argue how microaggressions cause lasting pain and why such actions should not be taken lightly (Spanierman et al., 2021). There is no ethical time frame as to when a BIPOC LGBT individual may experience microaggression. It may begin as quickly as early childhood, at the workplace, or by the family members of said individual.

Consequently, according to the recent research findings, African Americans have exhibited psychiatric symptoms due to heterosexism and racism. At the same time, Latino gay men and bisexuals have suffered stress due to discrimination. Such stressors directly relate to poor physical and mental health outcomes amongst the LGBT-POC group. For instance, according to Hughes et al. (2008), African American lesbians were more likely to smoke than white lesbians and African American heterosexual women. Besides, there are significant differences between LGBT-POC and White LGBT, with LGBT-POC found not being at specific risk of health outcomes. According to Consolacion et al. (2004), both white and African American same-sex attracted youths indicated high levels of depression than heterosexual participants.

On the other hand, according to Cochran et al. 2007, there are increased risks of depression and suicidality relative to heterosexual people of color and heightened risk for suicidality compared to White LGB people. While there have been significant strides at the workplace to enhance equality for the gay, lesbian, transgender, and bisexual (LGBT) identified Americans, there is still significant discrimination against LGBT employees at workplaces. According to the Williams institute publication report in 2011, around 42% of the surveys respondents had experienced discrimination at their places of work based on their sexual orientation. However, on a worrying note is the report on transgender employees by the National Centre for Transgender Equality published in 2011 that indicated that around 90% of the transgender individuals surveyed had experienced mistreatment or harassment at their place of work.

Also, United States employees are protected by Title VII of the Civil Rights acts based on color, race, religion, national origin, gender, and religion. However, there is a lack of any federal legislation protecting LGBT employees from discrimination at their workplace. According to Gates 2011, LGBT has been evaluated to be around nine million people, thus, necessitating attention on their civil rights. So far, only 20 states have adopted non-discrimination policies based on gender identity and sexual orientation at the workplace. Therefore, the lack of federal policies relays a message of permissiveness or approval of discrimination towards LGBT employees at their workplace.

Nonetheless, according to a report by Badgett et al. (2013), policies that support LGBT from their colleagues are associated with significant changes that an LGBT employee will be more comfortable disclosing their sexual orientation, which indicates improved health among the LGBT workers. Also, the...

…is specifically heightened. Consequently, recent Islamophobic tropes have resulted in the thinking that being LGBTQ and being a Muslim is impossible; Thus, denying the Muslim LGBTQ the freedom to come out because people are usually told to choose one. Some vocal groups within faith communities have increasingly weaponized faith against LGBTQ individuals, creating division (Spanierman et al., 2021). This leads to hostility against LGBTQ Muslims. Moreover, Muslim LGBTQ people find it extremely difficult to find safe and accessible spaces in the LGBTQ society.

Besides, LGBTQ Muslims and LGBTQ individuals from other faiths face isolation and even lose their friends and family members. Even though a Muslim LGBTQ individual will undergo a unique experience from LGBTQ people from other faiths, it has to be known that Muslims are not a homogenous group (Houshmand et al., 2021). For example, they have a common faith, but their ways of practice, gender, race, class, sexual orientaion, plus several other things are at play.

To conclude, microaggression is daily snubs, insults, or snubs, whether unintentional or intentional, that communicate derogatory, negative, or hostile messages to the marginalized groups. They can be exhibited as early as childhood, at the workplace, or by the religious members of said individual. Microaggressions have to heterosexist and hostile climate at workplaces. For instance, there exist content similarities of general LGBT microaggressions and that of Workplace microaggressions. Also, where a non-discrimination policy at the workplace does exist, microaggressions do take place in grey areas where the employees get offended, minus any policy covering the offense. Subsequently, LGBT people of faith are not open to anyone within their society as far as their sexual orientation is concerned. In multiple instances, the people of faith face many stigmas and are always assumed to be transphobic, biphobic, and homophobic by default. While for the Muslims, this is specifically heightened. Therefore, there is no ethical time frame as to…