Microaggression is widespread in the health care industry and occurs in every health care delivery setting. It comes in many forms, from subtle to obvious, unconscious to conscious, and verbal to behavioral. Women and minority groups (eg, race/ethnicity, age, gender, sexual orientation) are often marginalized during medical training and subsequent clinical practice. These contribute to the development of psychologically unsafe working environments and widespread physician burnout. Physicians experiencing burnout who work in unsafe psychological environments impact the safety and quality of patient care. In turn, these conditions impose high costs on the health care system and organizations. Microaggressions and psychological unsafe work environments are intricately related and mutually enhanced. Therefore, addressing both simultaneously is a good business practice and a responsibility for any health care organization. Additionally, addressing them can reduce physician burnout, decrease physician turnover, and improve the quality of patient care. To counter microaggression and psychological unsafe, it takes conviction, initiative, and sustainable efforts from individuals, bystanders, organizations, and government agencies.

Since passage of the Carl Perkins Act in 1990 and the School-to-Work Opportunities Act in 1994, mentoring has become an academic and workplace buzzword. In work-based learning, mentoring refers to a plan designed to cultivate a career-enhancing relationship between a youth and an experienced employee assisting with the youth' s school-to-work transition. Mentoring provides guidance to inexperienced employees embarking on their careers. Generally it includes a formal, structured program established by an organization to foster a career-oriented, role-model relationship between a businessperson and a student or new employee, and it often continues on an informal basis once the structured program is completed. In school-to-work mentoring, a third person is also involved-a representative of the college or school, who provides necessary information on the program and obtains feedback.

BackgroundCedars-Sinai Medical Center is a nonprofit community hospital based in Los Angeles. Its history spans over 100 years, and its growth and development from the merging of 2 Jewish hospitals, Mount Sinai and Cedars of Lebanon, is also part of the history of Los Angeles. The medical library collects and maintains the hospital’s photographic archive, to which retiring physicians, nurses, and an active Community Relations Department have donated photographs over the years. The collection was growing rapidly, it was impossible to display all the materials, and much of the collection was inaccessible to patrons.Case PresentationThe authors decided to make the photographic collection more accessible to medical staff and researchers by purchasing a web-based digital archival package, Omeka. We decided what material should be digitized by analyzing archival reference requests and considering the institution’s plan to create a Timeline Wall documenting and celebrating the history of Cedars-Sinai.ConclusionWithin 8 months, we digitized and indexed over 500 photographs. The digital archive now allows patrons and researchers to access the history of the hospital and enables the library to process archival references more efficiently.

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