3. illustration of the same characters, except we see their upper bodies and the assumed-white person’s lower arms are reaching out as if they were explaining.

DENIAL: The white Colleague usually denies any wrongdoing and uses various devices to discharge shame, guilt and/or minimise e.g. gaslighting, focusing on their intention and/or comfort seeking (from the wounded POC)

In the middle:

4. illustration: side view of the white person holding their hands on their face, as if crying.

LIBERAL DISTRESS: The (fragile) feelings of the white colleague are truly hurt, they cannot tolerate the thought of having been racist (them of all people). Anger may set in if the POC refuses to centre their feelings, provide reassurance or change their stance.

on the macro-violence end (left)

5. Illustration: people sitting around a table while the previous white person is standing in the middle expressing themselves.

RETALIATION: If the white employee is not able to reflect and taken responsibility, white structures may be enlisted to restore their psychological equilibrium (as the good white person they are) and/or out of vindictiveness

6. llustration: side view of the black person holding what may be a file, head slightly downcast.

EXCLUSION: The POC becomes the the trouble maker. If the level of organisational toxicity is high, structures may marginalise or discipline them. If the POC complains, the same cycle will be likely reproduced.

arrows links back to the initial subtle violence situation

@Mwenyi Thanks for sharing, Mwenyi. It's important for everyone to understand the experience of PoC as it relates to micro-aggressions and retaliation. This is really helpful for me to have a greater understanding myself. Much appreciation. 🙏🏼

@stephen I'm glad you're finding it helpful! You'll find other insights in the comments of the tweet as well 🙂