How Microaggressions affect Health, Career and Inclusion?

Welcome back to our ongoing series on Measurable and Mindful Inclusion ! We're exploring the impact of harmful ways of communicating, specifically Microaggressions, on the health, career progression, and performance of both individuals and teams.

Fueled by the need for open and transparent conversations on this subject, I've engaged in extensive research to explore the links between Microaggressions, health, and career advancement. While this topic is so vast that it could fill multiple books, we will bring key insights into this series.

Take Rachel, for example - a highly esteemed Special Education Physical Education teacher who recently retired, has been a cherished connection for many years. Having recently made a big move from New York to be closer to her son in another US State, Rachel graciously lent her extensive experience in inclusive education to our recently published article: “Mindful Inclusion : How Do We Measure Progress, Identify Bias, and Embrace Diversity with Equity?". She also shared an eye-opening account of how certain interactions had stifled her authentic self-expression. ??

??????

Rachel recounted a recent experience saying, "When I disclosed my Jewish identity to a group of new friends, one of them using a dismissive tone, remarked 'Oh, being Jewish is quite common in New York.’ I instantly felt like an outsider. This experience led me to be more guarded about revealing my Jewish background when making new connections. I've encountered anti-Semitic attitudes and individuals with a limited understanding of religious beliefs beyond their own."

?

In a somewhat related note, the aftermath of the COVID-19 pandemic has had an unexpected consequence: a marked erosion in our ability to connect and build trust. Social finesse seems to have declined, manifesting in increasing levels of harassment and hate speech on social media, and the spread of fake news . It's an opportune moment to examine the pervasive impact of microaggressions and how they further fracture our ability to build inclusive communities.

?

?? Did you know?

Microaggression refers to subtle,
often unintentional actions or comments that convey
derogatory or negative messages
based on a person's marginalized identity,
perpetuating stereotypes and inequalities.        

?

Take a startling study from the Pew Research Center as an example: a staggering 41% of adults have been victims of online harassment, spotlighting a significant societal problem on harmful ways to communicate that we can't afford to ignore.

?

?

Moreover, a study conducted by the World Health Organization (WHO) highlighted that approximately 50% of the world's population was exposed to misinformation during the COVID-19 pandemic, leading to a whirlwind of confusion, fear, and potentially harmful behavior.

??
Infodemics can be just as harmful as epidemics.        

But the ripple effects don't stop there. This shift in communication norms has some people speaking carelessly, often overlooking the potential effects on others' mental health and wellbeing. ??

The result? ?A ↘? decline in mental fitness , coupled with missed opportunities for academic and career progression.

?

However, there's a silver lining. The increasing dialogues around microaggressions, often tied to various harmful "-isms", presents a golden opportunity for learning, growth and transformation. ????

As these discussions become more common, we are posed with the question: ?? How can we navigate microaggressions in both our work and personal lives?

?

Although we may be passionate about our careers, navigating the emotional toll of microaggressions remains a challenge. A lifetime of microaggressions can be quite devastating to a person’s mental health .

?? Seeking mentorship, coaching, and mental health support can be game-changers. Not only do they provide practical solutions to tackle these subtle offenses without derailing our career paths, but they also shed light on how generational biases play into microaggressions.

Reflecting on findings from previous health risk research , it's clear that diverse populations often face higher levels of physical and mental health risks. The contributing factors range from lack of inclusion and bias-based microaggressions ?borne out of bias, and inequities in educational and career opportunities. They are further compounded by compromised healthcare access and income disparities.

??????

In this context, let's consider Jessica's story as a case in point. Jessica , a former non-profit executive, shared an incident of microaggression from her early career that was particularly revealing. As an accomplished non-profit leader, Jessica was excited when she learned her organization would need an interim Executive Director (ED) during the current ED's six-month sabbatical. Having served as the second-in-command for two years, she felt confident she would be asked to step into the role.

?

However, to her surprise, her boss announced that a board member from an unrelated industry, without any experience in non-profit operations, would be taking over as interim Editor Director (ED). When her boss noticed Jessica's shock, he said about the board member, 'Think about how much he'll rely on you! He knows nothing about this work.'

?Jessica reflects, "Though I'd experienced subtle hints of gender bias before - being the default note-taker, the one asked to decorate for events, the host for site visits - this was the first time it was so blatant that I was seen as the nurturing 'helper' or support staff. Despite serving as the second-in-command, my capabilities were overlooked. I stayed on briefly, bearing the brunt of the work for the interim ED, but within the year, I found a position as an ED at another organization where I thrived.” Jessica Cogan - Senior Communication Consultant at the The O'Keefe Group

??
How does Jessica's story resonate with you, 
your female friends and family? 

The assumption that women are 
'nurturing helpers' rather than 'nurturing leaders' or
'executives' 
is a deeply ingrained bias that limits opportunities. 

?? It's time we join efforts to challenge this internalized stereotype.        

Notably, microaggressions have been linked to?increased morbidity and mortality ?rates observed among certain racial minority groups, as well as individuals from low socioeconomic backgrounds. These subtle forms of discrimination contribute to higher levels of?stress, anxiety, and depressive symptoms .

??
Microaggressions are stressors that 
negatively impact health and morbidity, 
particularly contributing to hypertension, 
decline in mental health and
cardiovascular disease. 


????
Microaggressions can also fuel burnout and 
lower job satisfaction, negatively affecting careers. 
        

?? ????

Peter has enlightened me on a unique perspective of microaggressions in the workplace, with a focus on power dynamics. His insights, coming from extensive experience as a former global HR VP for technology companies navigating M&A ecosystems, have shed new light on the concept of microaggressions emanating from a position of power, even among those with extensive professional standing.

?

Peter who has spent most of his career in Western Europe and the USA, shares his unique encounter with workplace microaggressions. He reflects,

"Although I have been relatively shielded from the common types of microaggressions often discussed, I believe it's crucial to acknowledge that anyone, irrespective of race, gender, or sexual orientation, can experience such aggressions. There was a time when a manager of mine would often preface her feedback with the statement, 'You're one of the nicest people I've worked with.' While it may sound like a compliment, in the context of a power dynamic it felt more like being praised for my appearance - something inappropriate in a professional context, especially during feedback sessions. Such remarks, often succeeded by negative feedback, were clearly perceived as microaggressions by me. The result? They undermined my trust in my manager, which led me to avoid interactions rather than engage." Peter Kennedy , former HR VP IBM and Kyndryl

?

No matter one's race, gender, sexual orientation, age, disability status, appearance, anyone can be subject to microaggressions. This highlights the importance of compassionate leadership as a viable solution, which involves not just running a sustainable and profitable business, but also leading with honesty, integrity, and a genuine intent to alleviate the suffering of others.

Compassionate leadership calls for a high level of actionable empathy and understanding, especially in the nuanced realm of workplace communication. For instance, Peter's story illustrates how a compassionate leader could turn a potentially divisive comment into an opportunity for growth and connection. These exceptional leaders have the keen ability to recognize and celebrate the nuances in human interactions. Their approach naturally minimizes the occurrence of microaggressions and sets the stage for a workplace buzzing with genuine inclusion, respect, and trust. Imagine a workspace where everyone feels valued and heard—that's the transformative power of compassionate leadership .

And the best part? ?? You don't have to be born a compassionate leader—you can cultivate the skills and learn how to be one through education, awareness and practice so you can make a real difference in individuals and organizations.

?

??
Did you know?

The term "microaggressions" was coined by psychiatrist Dr. Chester M. Pierce in the 1970s. Originally, it was used to describe subtle verbal and non-verbal insults directed at African Americans. 

Over time, the concept has evolved to encompass a broader range of subtle, often unintentional, discriminatory comments or behaviors aimed at various social groups.
        

Decoding Microaggressions: from Explicit to Subtle

Microaggressions come in many flavors, from the blatant and intentional acts known as "microassaults"—think racist jokes—to the more subtle and often unintentional "microinsults" and "microinvalidations".

??Microassaults: Conscious, intentional actions or slurs manifested in a systemic level, such as ?? using racial , gender epithets or displaying swastikas in school bathrooms.

? Microinsults: Unconscious, subtle snubs that are often unintentional, but still demean a person's racial heritage or identity. ?? Examples include:

• Color Blindness: The notion of being "color blind" suggests that a person does not see race, and therefore cannot be racist. While this may be well-intentioned, it often serves to negate the individual's racial or ethnic experiences, effectively erasing an integral part of their identity.
• ?? In a team meeting about diversity, a coworker says, "I don't see color; I just see people." This might make people of color in the room feel that their unique experiences tied to their racial identity are being dismissed.

• Appearance-Based: encompass a range of subtle, often unintentional, derogatory messages that target an individual's physical appearance. Color Blindness is a type of appearance-based microinsult.
• ?? While discussing salary expectations with an executive recruiter, the female executive provides a figure based on her previous earnings and the industry standard for her level of experience. The recruiter, seemingly contemplative, remarks, "You know, sometimes companies expect a bit of flexibility, especially when transitioning into a new role. We've seen some talented women find success by being a bit more... adaptable with their expectations."
• ?? At a company luncheon, when an overweight colleague goes to get a second serving, another colleague jokingly comments, "Do you really think you need more?"
• ?? When a coworker in a wheelchair adeptly maneuvers through a newly redesigned office, another colleague comments, "Wow, you handle that so well! I'd be bumping into things left and right if I were in your shoes." ?? Upon watching a coworker with a hearing impairment participate in a group discussion using sign language, someone comments, "It's so inspiring to see you keeping up with the rest of us!"
• ??Upon seeing a Muslim coworker not eating during lunchtime in Ramadan, someone says, "You're fasting again? I'd die if I couldn't eat or drink all day. I don't know how you people do it.

• Meritocracy Myth: This is the belief that anyone can succeed through hard work and determination alone, disregarding systemic factors like racism that might inhibit success. ?? During a company-wide meeting about promotions, the CEO says, "Here, it's a level playing field. The people who get promoted are the ones who put in the most effort, plain and simple." While the statement may be intended to encourage hard work, it fails to acknowledge the systemic inequalities that could make career advancement more challenging for people of color, women, or individuals from other marginalized groups.
• Ascription of Intelligence: This involves making assumptions about a person’s intelligence or capabilities based on their race or ethnicity. ?? An Asian employee is automatically assumed to be the "math expert" in the group, even though her actual expertise is in graphic design. This typecasting diminishes her true skills and reduces her to a stereotype.

• Alien in Own Land: This involves the assumption that individuals who are not white are foreign or do not belong, even if they were born in the same country or have lived there for a long time.
• ??Asking a person of Latinx descent, "No, where are you really from?" even after they’ve already indicated that they were born and raised in the United States. This implies that they don't truly belong in the country of their birth or upbringing.

???? Microinvalidations: Verbal or nonverbal cues that negate or nullify the feelings, thoughts, or experiential reality of a marginalized person.

?? A individual expresses concern about climate change and the lack of adequate measures to combat it, only to be met with a response like, "You kids are too young to understand the complexities of these issues. It's not as bad as you make it out to be." This dismissive comment serves to invalidate the urgency and concern felt about the future of the planet.

?? After a Gen Z individual opens up about the seriousness of rising depression and suicide rates among their peers, someone responds with, "Teenagers are always dramatic; it's probably just a phase they're going through." This comment not only invalidates the severe mental health challenges faced by many in younger generations but also trivializes issues that can be a matter of life and death.

?? During the ‘Black Lives Matter’ movement, some people came with ‘All Lives Matter,’ and ‘White Lives Matter’ to invalidate the feelings of a large group of people who have been disproportionately discriminated against by some law enforcement officers.

?

???????

Dr. Adrian Jacques Ambrose and I had been meaning to chat for months, especially after I reached out for some insights on my latest mental fitness research . The timing was perfect. Just as we were hashing out ideas about mental health and how compassionate mindset can make a difference, Adrian had published an eye-opening article .

?? In it, he shared a personal story about turning the sour lemons of microaggressions into some sweet lemonade of self-awareness.

Adrian discussed establishing boundaries with an individual named John to maintain a respectful ambiance in their clinic. Simultaneously, he recognized that John's mood disorder, coupled with racially-biased behavior, was taking a toll on his health and personal life. This behavior led to familial challenges and even resulted in John losing his job due to inappropriate online comments. John met the criteria for severe major depressive disorder, indicating that he was genuinely hurting.

?? What's interesting is that Adrian started seeing some changes in John. Sure, John's core beliefs didn't do a 180 overnight, but he began to catch himself. He even apologized once for using a racial slur. It was a small but hopeful sign that people can become more aware of their actions. ??

?

"The intention of these therapeutic encounters isn’t to change people’s minds, but rather to cultivate grey spaces where we can have difficult conversations about extremely complicated and often personal topics. It’s not a resignation of our values and beliefs, but rather an open invitation to walk across the aisle." Adrian Jacques Ambrose, MD MPH MBA FAPA , Senior Medical Director at 美国哥伦比亚大学 Medical Center

?? I really connect with the idea of 'walking across the aisle.' It's like an open invitation to get into someone else's shoes with humor, and open minded-non judgmental curiosity - I get it. It takes lots of effort to calm our emotions, but doable. It may help the person who might be causing harm see the impact of their actions. ?? And guess what? This simple step can create a ripple effect, making our spaces more inclusive and empathetic .

How can leaders address Microaggressions in the workplace?

1??? Awareness and Education:

• Build knowledge through crowdsourcing with employees and members of business group resources on microaggressions impacting their individual thinking and other daily activities.? Use learnings to prioritize training programs to employees. By leveraging people analytics insights into DEI matters , we can also gain valuable insights into the frequency and impact of workplace microaggressions. One creative measure is the roll-out of voluntary daily digital wellbeing check-ins, complemented by periodic human touchpoints. These check-ins enable employees to anonymously share experiences, including instances of microaggressions, which affect their mental fitness , creative thinking and performance.? ?? While data is a neutral mirror of reality, we must remember it can be skewed by human biases during collection and interpretation. Therefore, data alone isn't the solution.
• Conduct workshops on microaggressions as an extension of mandatory harassment and bullying prevention training. Use examples from your own workforce or delve into the vast literature on the topic. Common microaggressions include assumptions about someone's nationality based on their appearance or making stereotypical comments. ?? For instance, if a colleague consistently interrupts or speaks over a certain individual, who happens to be part of a marginalized group, during team meetings, one might say: "I've noticed that Alex doesn't always get to finish his thoughts during our discussions. I think it's important we all respect each other's speaking time."?

?

??
Remember to approach the situation with sensitivity, 
empathy and tact, 
creating a psychologically safe space, 

keeping the focus on the behavior rather than the individual.        

• Implement training programs specifically targeted at individuals in positions of influence, senior leadership and people managers, raising awareness about their impact and providing strategies for creating inclusive and respectful environments.? ??Beyond Jessica 's and Peter 's encounters with microaggressions stemming from power dynamics in the workplace, consider this insightful Women's Health article written by Anne-Marie, and published at Fast Company . She opens the article with a real-life situation she experienced many years ago, stating,

"Several years ago, a new boss openly joked about his wife’s hot flashes in his first meeting with our leadership team, a group comprised of many women of menopause age, including me." Anne Marie Squeo , founder and CEO of Proof Point Communications, ??and a Pulitzer Prize-winning business journalist.?

?? While the comment may have seemed casual, it inadvertently tapped into age and gender sensitivities, especially considering the makeup of the leadership team. Hosting workshops that use role-play scenarios can raise awareness of unintentional microaggressions. Additionally, creating safe spaces for feedback, where employees can anonymously voice their concerns, allows organizations to promptly identify and address such issues.

• Organize diversity training sessions that focus on recognizing and addressing microaggressions in everyday interactions .

?

2???? Empowerment and Support:

• Encourage individuals to speak up when they witness a microaggression , such as interrupting and saying, "I don't think that comment is appropriate" or "Let's not make assumptions about someone based on their background".

• Establish employee resource groups or affinity networks where individuals can find support and guidance regarding microaggressions.

???

• Offer access to mental fitness services : counseling, digital tools or employee assistance programs to support those who have experienced the negative effects of microaggressions.

??
It's more important than ever to prioritize mental fitness, 
as levels of mental and physical exhaustion from workplace 
stress reached a new record high by the end of 2022 
- with 42% of the global workforce reporting it.?

Global Survey, Future Forum 
        

• Offer trainings on setting boundaries and self-compassion , including insights and examples on microaggressions. ? ??Self-compassion can provide emotional resilience, helping individuals to manage and recover from negative experiences. It encourages self-kindness over self-judgment, common humanity over isolation, and mindfulness over identification with harmful experiences.

??

• Establish a partnership with a mental health and/or Employee Assistance Program (EAP) vendor to implement a system for continuously gathering employees' insights on microaggressions. ?? Use the collected data to develop targeted initiatives aimed at addressing key concerns. ?? Measure the impact of microaggressions and the effectiveness of the initiatives on employees' health, performance, and presenteeism.

?????????

More than 1 in 3 LGBTQ Americans faced 
discrimination of some kind in the past year, 
including more than 3 in 5 transgender Americans.

Discrimination adversely affects the mental and 
economic wellbeing of many LGBTQ Americans, 
including 1 in 2 who report moderate or 
significant negative psychological impacts.

The State of the LGBTQ Community in 2020
CAP Study 2022        

?

3??? Foster Inclusive Environments:

• Implement inclusive hiring practices to ensure a diverse workforce and minimize bias.
• Create policies that promote and reward respectful communication , caring-honesty and transparency, while strictly prohibiting any form of discriminatory language or behavior.

??????

Vikki Walton and I had an engaging and energizing conversation about benefit equity and inclusion in the workplace. Vikki brings a wealth of experience from her long-standing leadership role in the health industry and is currently the Health Equity Leader at 美世 . Notably, Mercer’s Inside Employees’ Minds 2022 , survey of 4,000 U.S. workers revealed some eye-opening statistics:

?? Mental health ranked as the fifth most important concern out of 16 for workers overall. However, it ranked third for Black, African American, Hispanic, and Latino workers, compared to sixth for White workers.

?

Some of these mental health challenges stem from microaggressions that occur at work. Vikki also notes that

“Many of us people of color have experienced statements like 'You’re so articulate' which is a backhanded compliment suggesting that a person of color generally is not expected to be articulate. It’s problematic to have to deal with individuals’ unconscious biases on a daily basis while trying to be successful at your job.

??
Microaggressions in the workplace have led to 
people of color having to do “code-switching” 
which is adjusting one’s language, 
tone or behavior to fit the dominate cultural norms.         

For people of color it’s considered a survival tactic that can be mentally and emotionally exhausting. ?To address these issues, organizations should consider designing inclusive HR policies that do not penalize individuals for expressing their cultural and racial identities. Organizations should also ensure a confidential and “safe” reporting mechanism is in place for employees to report microaggressions and discrimination in order to hold people accountable for their behavior. “I strongly believe that organizations have to be intentional in their approach to addressing microaggressions in the workplace in order to create an inclusive and equity culture for all.” Vikki Walton

?

• Cultivate compassionate leadership practices to help prevent microaggressions from occurring in the first place. Compassionate leaders can create a workplace culture where employees feel valued, included and respected. ??They also actively encourage education about microaggressions, making it less likely for these harmful incidents to occur, since awareness is a key factor in prevention.

?? ????

During my recent experience attending National Down Syndrome Congress (NDSC), I had the pleasure of connecting with Anthony Chapman Bryant II , an avid and bright advocate for diverse-able employment. Chapman and I recently followed up over a virtual call, exchanged our sources of inspiration for being advocates, and brainstormed opportunities to collaborate.

Together, we aim to highlight the NDSC's power in connecting like-minded inclusive leaders to advance health, wellbeing, and empowerment for individuals with Down Syndrome.?

"My sister with Down syndrome taught me the power of inclusion and empathy, helping me see things differently which led me on my path to advocating for the National Down Syndrome Congress, a leader in improving the world for people with Down syndrome. Let's spread that understanding worldwide, building a global embrace of diversity, inclusion, and empathy in corporate health and benefit programs. When we embrace the unique characteristics of each individual, we create a web of support where everyone can flourish, just as they are.” - Anthony Chapman Bryant II , National Down Syndrome Congress Policy & Advocacy

??

• Promote open communication, allowing employees to voice their experiences without fear of repercussion . ?? Facilitate open dialogues where individuals can share personal experiences with microaggressions and learn from one another - in a safe, non-judgmental and respectful space.

• Foster an inclusive culture by celebrating diverse backgrounds and perspectives through events, recognition, and inclusive language in communications.

?

How can individuals handle microaggressions?

?? ????

Starting with Jacqueline' story, reflecting on the teachable moments she experienced through encounters with microaggressions - as a recipient and as a bystander.

I used to be on the same team with this male colleague; he was working in Europe and I was working in Canada. Every time we met, he would ask me, 'Where did you get your tan from?' And then he would laugh. After the fifth time, I asked him, "What's so funny about that question?" He looked stunned at my question and said it was just a joke. I never found it funny, and he stopped asking me that question. I felt like he was reminding me, as if I needed to be reminded, that I was a brown-skinned person. I was the only brown-skinned person on a team of 60. No one else on the team laughed with him or made a comment, which made me feel uncomfortable.

???
Not saying something 
when you witness a microaggression 
is saying something.        

[Jacqueline continues...] ??

And now, a story on witnessing microaggression from a peer. I was part of a leadership team and we were having a talent conversation. One of my peers, a European man, made a comment about a Japanese colleague. It was subtle but it felt uncomfortable. I waited to see if anyone else would say something, and no one did. I called it out. Because the feeling I had festered from my own experience, there was some anger in what I said. In hindsight, I should have spoken up sooner. I do not regret what I said; I just would say it in a different way. Later that day, I had lunch with the manager of our team and I apologized for the tone of my comments. Her response was, 'Actually, Jacqueline, I'm glad you called us out. Thank you. We needed to hear that.' So with that, I trust that my intent is often seen and felt. I share my intention when I am going to share my reaction to a microaggression. Jacqueline McMenamin , Global Organisational Effectiveness Consultant, 罗氏公司

Handling microaggressions effectively requires a balanced approach, blending emotional intelligence with actionable strategies. Always prioritize your wellbeing and safety when deciding how to respond. ??

1?? Recognize, Validate, and Educate:

• Trust your feelings to identify when a boundary has been violated due to microaggressions.
• Address these instances with empathy, aiming to understand intent, and educate the other party on the implications of their words or actions.
• Seek guidance from allies, professional coaches, and mental health experts to learn and rehearse the most effective ways to respond to microaggressions. ?

2?? Establish Boundaries and Seek Allies:

• Clearly communicate actions or comments that are not acceptable, consistently reinforcing these boundaries.
• Consult Policies and Procedures. In a workplace or academic setting, it may be helpful to consult official channels for handling discrimination and harassment.
• Cultivate a support system of allies who understand and advocate against microaggressions, amplifying the collective voice against such behaviors.

?

3?? Empower, Reflect, and Adapt:

• Share strategies and knowledge to build a resilient community.
• Periodically assess the effectiveness of your boundaries and be flexible in adjusting your approach based on new experiences or insights.

?

For a more comprehensive understanding of how individuals can recognize and address microaggressions in the workplace, you may consider reading Dr. Ella F. Washington 's recent article published in the Harvard Business Review . It offers insightful and practical advice on navigating this complex issue.

One criticism of discourse about microaggressions is that our society has become “hypersensitive” and that casual remarks are now blown out of proportion. However, research is clear about the impact seemingly innocuous statements can have on one’s physical and mental health , especially over the course of an entire career: increased rates of depression, prolonged stress and trauma, physical concerns like headaches, high blood pressure, and difficulties with sleep .

How can we seamlessly integrate data-driven strategies with inclusive practices and compassionate leadership? By adopting this holistic approach, we pave the way for workplaces that genuinely champion diversity and inclusion. In doing so, aren't we better positioning ourselves to pinpoint, tackle, and prevent microaggressions? Such efforts ultimately cultivate a culture rooted in mutual respect and collaboration, thereby boosting energy for creative thinking.

?So, what's our next step?

?? Start today by taking a closer look at your own interactions.

?? Identify opportunities where you can create these 'grey zones' for open dialogue in your workspace or daily life.

?? Remember, as contributors to this important discussion, we each have the power to foster more understanding and inclusion—one meaningful conversation at a time.

?

??
“We are each other’s key to a long life and healthy life,…” 

“We need to be accountable for the well-being of our friends and teammates and others.” 

Dr. Cacioppo, NY Times        

Thank you for lending your voice, for using, commenting and sharing People, Health & Benefits newsletters to foster healthier individuals, inclusive systems, and equitable workforces!

??REFERENCES

1. What Racist Patient Encounters Taught Me About Clinical Health Justice JACQUES AMBROSE , M.D., M.P.H.
2. The What, the Why, and the How: A Review of Racial Microaggressions Research in Psychology. Race and Social Problems , October 24, 2013. Wong, Gloria; Derthick, Annie O.; David, E. J. R.; Saw, Anne; Okazaki, Sumie.
3. Research: The Real-Time Impact of Microaggressions by Malissa Alinor , 2022
4. Veiled Harm : Impacts of Microaggressions on Psychological Safety and Physician Burnout. Vimal Desai , Antonio Hernandez Conte, M.D., M.B.A., F.A.S.A. , Vu Nguyen M.T , Phil Shin , Neha T Sudol, Janet Hobbs, Chunyuan Qiu
5. 20 Smart Ways Managers Can Foster More Open Dialogue In The Workplace , Forbes 2023
6. Leaders Don’t Have to Choose Between Compassion and Performance by Mark Mortensen and Heidi K. Gardner
7. Leaders: We need to talk about the issue that impacts nearly half of the global workforce , Anne Marie Squeo 2023
8. How bystanders can shut down microaggressions ? American Psychological Association , Zara Abrams 2023
9. Discrimination and Hypertension Risk Among African Americans in the Jackson Heart Study, Allana T. Forde , Mario Sims , Paul Muntner , Tené Lewis , Amanda Onwuka , Kari Moore and Ana V. Diez Roux - American Heart Association 2020
10. How Microaggressions Affect the LGBTQ+ Community , NewYork-Presbyterian Hospital
11. Professionalism: microaggression in the healthcare setting , Odinakachukwu Ehie , Iyabo Muse , LaMisha Hill, and Alexandra Bastien b - PubMedCentral 2021
12. Diversity and Discrimination in Healthcare , Brandon M. Togioka; Derick Duvivier; Emily Young PubMed 2023

???Disclaimer???

September 4, 2023. I have no professional affiliation with any of the companies listed on this LinkedIn Newsletter.?

The information presented in this?article?is provided solely for educational and informational purposes, aiming to?promote the development of healthier and more sustainable organizations. However, it is important to note that?it should not be considered a substitute for professional health advice.