Microaggressions in the learning environment: A systematic review.

Abstract

Microaggressions entail everyday brief, low-intensity events that convey negative messages toward marginalized groups. A systematic review of the literature on microaggressions in the learning environment of higher education was performed from 1998 to 2018 using a modified PRISMA outline. Forty articles on racial microaggressions were categorized as microaggression experiences of all races/ethnicity (27.5%), microaggression experiences of minorities (22.5%), difficult racial dialogues (10%), coping strategies for microaggressions (17.5%), and system interventions strategies (22.5%). Microinsults were reported in 82.5%, microinvalidations in 4.5%, microassaults in 20%, and institutional microaggressions in 27.5%. Microaggressions were prevalent and "invisible" in colleges with minority students seemingly worn down by ongoing strategies used to confront the inherent associated stresses. Difficult racial dialogues were characterized by intense emotions in both professors and students that interfered with successful learning experiences. Coping strategies that correlated positively with microaggression and psychological stress included disengagement, cultural mistrust, stigma for seeking psychological help, alcohol use, and intolerance of uncertainty. Factors tending to ameliorate microaggression and psychological stress included engagement, dispositional forgiveness, help-seeking attitudes, self-efficacy in coping with daily hassles, and social connectedness. Political activism was helpful in Latinx, but exacerbated microaggression related stress in African American students. Multicultural curricula were associated with increased racial awareness. Innovative intervention strategies included brief video interventions and utility of mobile apps. Microaggressions are associated with ongoing major negative impact on the learning environment. By ameliorative coping mechanisms and institution intervention strategies, the associated toll and stresses from microaggressions may be reduced.

COVID-19 and the Racial Equity Implications of Reopening College and University Campuses

“…College students of color have long deemed teaching practices culturally unresponsive and have noted how curricula routinely failed to include their cultural histories, identities, and interests. Many of these students have also specified the racial microaggressions and other racist experiences they have had inside and outside of college classrooms (Harper 2015;Harper and Davis 2016;Ogunyemi et al 2020;Suárez-Orozco et al 2019;Yeo et al 2019;Yosso et al 2009). Most black students are taught by white instructors, as ratios of black students to black faculty are often incredibly imbalanced at predominantly white institutions (Harper and Simmons 2019).…”

Academic Emergency Medicine Faculty Experiences with Racial and Sexual Orientation Discrimination

“…2,27,28 Although we did not ask respondents to detail these reported instances of discrimination, prior research revealed that physicians from racial minorities frequently described encountering microaggressions in the workplace. [29][30][31] Microaggressions are defined as brief, commonplace, daily, verbal, nonverbal, environmental slights, insults, invalidations, and indignities -intentional or unintentional -directed toward a marginalized group. 32 There is literature that details the detrimental mental health effects of microaggressions.…”

“…32 There is literature that details the detrimental mental health effects of microaggressions. 31,33 use to respond to instances of racial discrimination in the workplace. 34 Other suggested actions to mitigate discriminatory behavior and promote diversity include the identification of best practice efforts to recruit and retain faculty from minority groups, addressing obstacles to advancement, and implementing strategies to promote members of minority groups to positions of leadership.…”

“… 2 , 27 , 28 Although we did not ask respondents to detail these reported instances of discrimination, prior research revealed that physicians from racial minorities frequently described encountering microaggressions in the workplace. 29 – 31 …”

“… 32 There is literature that details the detrimental mental health effects of microaggressions. 31 , 33 Microaggressions and other forms of workplace discrimination may also have deleterious effects on physicians’ careers. Previous work demonstrated that experiences with racial discrimination, and not physician race, was significantly associated with higher rates of job turnover, with approximately 25% of racial minority physicians reporting that they have left at least one job due to personally experienced workplace discrimination.…”