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Tactics in the micro and macroaggressions playbook:
Negative evaluations
Excessive new course prep
Race and gender hostility from students and colleagues
Harsh criticism of scholarship
Negative encounters with colleagues and administrators during job activities
Lack of affirming of protective responses from senior colleagues and administrators in the
face of student or colleague hostility
Anonymous hate emails not investigated by administration
(anonymous criticisms from students and fear of students to give you negative
feedback)
Cover-ups of wrongful conduct
Name calling like arrogant and b* by colleagues and administrators
Isolation from the academic community by not being assigned to substantive committees
Denial of institutional support despite repeated requests
Foreclosure of opportunities to interact with the main university
Refusal or delay of funding for scholarship conferences and research assistants
Placement in the smallest or most inaccessible office
Failure to respond to memoranda and emails seeking assistance or pointing out problems
Postponement of research leave when others receive it
Refusal to pay for summer research assistance
Delay in funding for speaking and works in progress presentations
Institutional disrespect
Changing standards for tenure
Lack of mentoring
Refusal to acknowledge individuals institutional efforts or ignoring them of criticizing
them
Perception by others as institutionally vulnerable due to treatment by administrators
Failure to publicize accomplishments when others are recognized
Denial of race and gender as relevant to the hostility
Escalation of negative treatment, disrespect, devaluation and denigration , gossip that
creates a false and negative reputation and
denial of tenure
Pamela J Smith, The tyrannies of silence of the untenured professors of color, 33 UC Davis Law Review 1105, 1106,
1108, 1109 n7, 1111-1112, 1113, 1124, 1126, 1128, 1131 (2000).
In Berkeley Journal of Gender, Law & Justice. Reflections on Presumed Incompetent. P 206.