Scenario 037: A provider gives a backhanded compliment about a Latina RN’s articulateness

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Scenario:

In a busy clinic, a provider leans on the counter and says to Lucy, a Latina RN, “How did you get so articulate?” 

1) Impact: How might this interaction affect the individuals involved?  Who might it harm? Why? Why does this matter? 

  1. The RN may feel insulted by this comment from the provider.  Although it may sound like a compliment, it also shows that the provider is surprised that the RN is a strong and effective communicator. This suggests that the provider feels it is unusual for someone of the RN’s background to speak as she does, reinforcing harmful stereotypes about linguistic ability, intelligence, and education tied to ethnicity or race. Thus, even as the comment may be a compliment to the individual, it is an insult to their ethnicity or race.   
  2. This kind of comment may be seen as an example of “counter-stereotypical surprise,” similar to wondering how an Asian person became good at basketball or a Black person got into law school, or saying “you don’t seem gay!” to a gay man.   All of these compliments require an acknowledgement of a negative stereotype for the compliment to succeed.  
  3. The impact of this comment will depend on the RN’s experiences, resilience, and workplace environment. If she has faced similar comments or microaggressions in the past, it may compound feelings of marginalization or frustration. The workplace culture also plays a critical role; if it is inclusive and supportive, she might feel more empowered to address or dismiss the comment. Conversely, if the culture tolerates such remarks, it could contribute to a hostile environment, reducing morale and trust. 
  4. For bystanders or other staff, this interaction might also signal tolerance for biases, even if subtle, which could affect the broader sense of psychological safety within the team. 

2) Intervention: If you were to intervene to address the potential harm caused… 

  1. What might you do or say? 
    1. You may say to the provider, “That comment doesn’t sit right with me. Assuming she wouldn’t be articulate feels a bit offensive.” 
    2. Alternatively, you might choose to check in with the RN privately after the incident. You could say, “I heard that comment about being ‘articulate.’ How are you feeling about it? Would you like me to address it?”  
    3. If the RN expresses discomfort and encourages you, it might be worth addressing with the provider later. You could say, “I noticed your comment earlier. While I’m sure you didn’t mean harm, it is conveys a negative stereotype.” 
    4. If the provider has a pattern of making similar remarks, you could choose to discuss with a supervisor.  
  2. What obstacles might get in the way of you intervening? 
    1. You may worry that addressing the comment could create conflict or make the provider defensive.  
    2. You might hesitate if you are unsure whether the RN found the comment harmful or whether she would prefer to handle it herself. To overcome this, you could ask the RN privately how she prefers to handle situations like this. Building a culture where feedback is welcomed and sensitivity is valued can also reduce hesitation over time. 

3) Repair: If you are the “offender”, how can you apologize or accept feedback? 

  1. You may say, “I want to apologize for my comment, I realize now that it was reinforcing of stereotypes. Really sorry, you deserve better than that from me.” 
  2. You may say, “You are right, I shouldn’t have asked that.  I am sorry I did.  I appreciate you, Lucy.”  

4) More Information: Additional comments and background information about this scenario: 

  1. This particular comment has an interesting history, especially when applied to Black people.  The comment gained mainstream attention in 2007 when Joe Biden referred to Barack Obama as “clean and articulate” when they were campaigning together for President and Vice President.  See here for more information:  https://www.nytimes.com/2007/02/04/weekinreview/04clemetson.html