A faculty and staff workshop on microaggression and implicit bias: Knowledge and awareness of student, faculty, and staff experiences

Okorie-Awé, Clara; Crawford, Stephanie Y.; Sharp, Lisa K.; Jaki, Birgit U.; Kachlic, Marlowe Djuric

doi:10.1016/j.cptl.2021.06.031

Cited by 7 publications

(4 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Implicit bias is an automatic cognitive process that refers to personal prejudices that are not perceived consciously and unconscious decisions we make in specific situations. 29 Although it is difficult to say how much implicit bias may affect our thinking, perception, and behavior, it is important to acknowledge that implicit bias can influence our decisions, lead us to become a perpetrator of microaggressions and, as a consequence, undermine our social and academic environment.…”

Section: Discussionmentioning

confidence: 99%

Assessing the Prevalence of Microaggressions in Plastic Surgery Training: A National Survey

Goulart

Huayllani

Samora

et al. 2021

Plastic and Reconstructive Surgery - Global Open

View full text Add to dashboard Cite

Background: There has been increased awareness of microaggressions occurring during medical training. However, the prevalence and characteristics of microaggressions specifically in plastic surgery residency remain unknown. We aimed to fill this literature gap by conducting a nationwide survey to better understand and characterize microaggressions in plastic surgery training. Methods: A survey was distributed between March and May 2021 via the American Society of Plastic Surgeons Resident Representatives to 1014 integrated and 214 independent track plastic surgery trainees in the United States. Multiple Pearson’s chi-square of independence and Fisher exact tests evaluated comparisons of microaggressions by sex, race, Hispanic origin, sexual orientation, and year in training. A multivariate regression analysis assessed associations between variables. Results: One hundred twenty-five participants responded to the survey (response rate: 10.2%). Of those who responded, 68.8% had experienced microaggressions in the past year. Female trainees experienced microaggressions more frequently than male trainees ( P < 0.05). Asian trainees had higher odds to be a target of microaggressions compared with White trainees ( P = 0.013). Nonheterosexual trainees were more likely to have experienced microaggressions compared with heterosexual trainees ( P < 0.05). Independent trainees were more likely to experience microaggressions than PGY 1–2 and 3–4 integrated residents ( P < 0.05). Conclusions: Approximately seven in every 10 trainees stated that they experienced microaggressions in the past year. Females, racial minorities, sexual minorities, and independent trainees had higher odds of reporting that they experienced microaggressions. Further studies are needed to assess the implementation of strategies that address this problem to resolve inequities.

show abstract

Section: Discussionmentioning

confidence: 99%

Assessing the Prevalence of Microaggressions in Plastic Surgery Training: A National Survey

Goulart

Huayllani

Samora

et al. 2021

Plastic and Reconstructive Surgery - Global Open

View full text Add to dashboard Cite

show abstract

“…The design we followed that used self-assessments has been replicated in a number of DEI training evaluation studies. It is a fairly common recommended practice to use pre- and post-surveys to assess participants’ self-perception of knowledge and attitudes prior to and following engagement in workshops to facilitate self-reflection (i.e., Okorie-Awe et al, 2021; O’Leary et al, 2020). Future research could further explore if retest effects using data collected several weeks apart on self-assessment measures are a threat to the validity of data.…”

Section: Discussionmentioning

confidence: 99%

“…Given these findings, we designed training content to focus on prompting participants to self-assess their understanding of three specific areas aligned with training content: how diversity benefits the university, microaggression and ally awareness, and inclusion behaviors. A common practice in diversity, equity, and inclusion training is to utilize surveys that are focused on awareness and skill development to assess participants’ self-perception of knowledge and attitudes prior to and following engagement in DEI workshops (i.e., Okorie-Awe et al, 2021; O’Leary et al, 2020).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Implementing Diversity Training Targeting Faculty Microaggressions and Inclusion: Practical Insights and Initial Findings

Kossek

Buzzanell

Wright

et al. 2022

The Journal of Applied Behavioral Science

View full text Add to dashboard Cite

Despite the importance of faculty diversity training for advancing an inclusive society, little research examines whether participation improves inclusion perceptions and belongingness. Integrating training and diversity education literature concepts, this study examines the effectiveness of training targeting microaggressions in six STEM (Science, Technology, Engineering, Mathematics) oriented departments at a research-intensive university. Reactions data collected at the end of face-to-face training suggested that participation generally increased inclusion understanding. Self-assessments on inclusion concepts collected from 45% of participants before and three weeks after training suggest participation increases perceptions of the importance of inclusion, microaggression allyship awareness, inclusive behaviors, and organizational identification. Compared to white men, women and minorities reported a greater increase in satisfaction with their department affiliation. While self-assessment results are exploratory and have limitations, analysis suggests that diversity training may enhance knowledge of microaggressions, allyship, inclusive behaviors, and belongingness perceptions. We provide insights for evaluating and implementing diversity training interventions.

show abstract

“…Training for all present and future stakeholders, especially on general topics related to implicit bias and microaggression, appears to be of value to create a more diverse and inclusive work and learning environment. 4 Achieving diversity among stakeholders in the academic and professional setting, including student pharmacists and pharmacy educators, will take time because it requires dismantling those processes, practices, and beliefs that have enabled DEIA to be an inconsequential topic in our profession until the last ten years. This issue has been raised by an AACP special task force with examples of next generation scholarship programs from the University of Maryland, University of New Mexico, the University of North Carolina, University of Illinois at Chicago, University of the Incarnate Word, and Xavier University of Louisiana College of Pharmacy.…”

Section: Deia In Action and Call For Best Practicesmentioning

confidence: 99%

Taking Action Towards Equity, Diversity, and Inclusion in the Pharmacy Curriculum and Continuing Professional Development

Arif

Butler

Gettig

et al. 2023

American Journal of Pharmaceutical Education

View full text Add to dashboard Cite

A faculty and staff workshop on microaggression and implicit bias: Knowledge and awareness of student, faculty, and staff experiences

Cited by 7 publications

References 36 publications

Assessing the Prevalence of Microaggressions in Plastic Surgery Training: A National Survey

Assessing the Prevalence of Microaggressions in Plastic Surgery Training: A National Survey

Implementing Diversity Training Targeting Faculty Microaggressions and Inclusion: Practical Insights and Initial Findings

Taking Action Towards Equity, Diversity, and Inclusion in the Pharmacy Curriculum and Continuing Professional Development

Contact Info

Product

Resources

About