Sympathetic arousal among depressed college students: Examining the interplay between psychopathology and social activity

Depressed individuals exhibit altered sensitivity to both positive and negative social contact, and may not reap the same psychological and emotional benefits to socializing as non-depressed individuals. Although depressive symptoms and loneliness predict social withdrawal and decreased pleasure, little is currently understood about immediate affective arousal dynamics during real-time socializing. Using a novel ambulatory protocol that tracked both objective features of affective arousal (electrodermal activity) and subjective valence (self-reported) during college students' social interactions, we evaluated the moderating role of depression and loneliness symptoms on the associations between socializing with others (specifically, with a romantic partner, a close friend, or a group of friends) and the arousal and valence dimensions of affect. Among a racially and ethnically diverse sample of 118 college students (64% African American/Black/Continental African, 20% Latinx, 8% Asian, and 8% White) recruited from a large, predominantly White Midwestern university, those lower in depression and loneliness symptomatology evinced decreased average arousal (Β = -0.10, SE = 0.04, p < .01) when in relaxed and intimate socializing contexts (e.g., with a romantic partner and a close friend), consistent with the idea that these contexts facilitate important opportunities for psychological rest and recovery. Those lower in depression and loneliness symptoms also showed higher average arousal when socializing in the energizing context of being with a group of friends. Overall, the results suggest psychopathology is reflected in patterns of sympathetic arousal when socializing, with more depressed and lonely individuals generally feeling worse while receiving fewer psychophysiological rewards in multiple socializing contexts.

Psychometric Evidence That Paraphilia Is a Natural Kind

Is the category paraphilia a natural kind? That is, do different paraphilias share anything scientifically interesting or are they classified together because they are unusual and sometimes problematic? We investigated this question systematically in 11 samples of paraphilic males (N = 4,617) and 11 samples of control males (N = 1,494). Primary data consisted of responses to the 11-item Paraphilic Interests Scale. Contrary to our initial hypothesis, the scale mean was similar for paraphilic and control samples. Using logistic regression and the same items, we derived three highly correlated measures that robustly discriminated paraphilic and control samples (ds ranging from 0.86 to 0.92). These successful measures capitalized on the unanticipated fact that some items (especially those assessing transvestism and masochistic humiliation) were positively associated with membership in paraphilic samples, while others (especially those assessing voyeurism) were negatively associated with such membership. Subsequent analyses focused on one of the measures, the Paraphilic Interests Scale Contrast (PISC). Consistent with prior findings distinguishing paraphilias and homosexual orientation, PISC was not elevated among homosexual males compared with heterosexual males among the control groups. Within four paraphilic samples, PISC was positively associated with additional paraphilic phenomena. Results provide tentative support for both the proposition that paraphilia is a natural kind and the usefulness of PISC as a measure of paraphilia.

When 'Can I help you?' hurts: Roma experiences of everyday microaggressions in retail outlets

The concept of microaggressions alerts us how majority group members' everyday behaviour can impact minorities negatively. Recently, some researchers have questioned the criteria for identifying microaggressions and rejected the concept's utility. We maintain that attending to minorities' everyday experiences is important and illustrate this through a three-phase study with Roma in Hungary. First, we conducted interviews exploring their everyday interactional experiences (Phase 1, N = 17); second, Roma participants filmed (naturally occurring) interactions with majority group members (Phase 2, N = 10); third, we showed such filmed interactions to Roma focus groups and recorded their discussions (Phase 3, N = 28). Analysing these discussions, we focused on how the experience of surveillance when shopping (even when manifested in apparently helpful attention from shop assistants) impacted participants in ways that majority group members likely have little awareness of. Specifically, participants reported their need to (a) reflect on (and manage) their emotional reactions; (b) weigh a variety of strategic considerations as to how to respond; and (c) engage in in-the-moment interpretation as to the nature of the interaction. Such experiences negatively impact the use of public space and illustrate the value of adopting the minority's vantage point concerning the identification of microaggressive treatment.

Age and Gender Identity in the Relationship Between Minority Stress and Loneliness: A Global Sample of Sexual and Gender Minority Adults

Loneliness is prevalent among sexual minority adults and is associated with minority stress. Yet there is limited understanding of how loneliness and minority stress vary across key demographic variables. This cross-sectional study explored age and gender differences in a minority stress model linking sexual orientation marginalization to social and emotional loneliness via proximal stress (internalized homonegativity, concealment, and stigma preoccupation) and via social anxiety and inhibition. The study also assessed age and gender differences in the protective influence of LGBTQ community involvement. 7,856 sexual minority adults from 85 countries completed an online survey. They were categorized as emerging adults (18-24, n = 3,056), young adults (25-34, n = 2,193), midlife adults (35-49, n = 1,243), and older adults (50-88, n = 1,364). Gender identity groups were cisgender men (n = 4,073), cisgender women (n = 3,017), and transgender individuals (n = 766). With each successive age group, there was a lower prevalence of sexual orientation marginalization, proximal stress, social anxiety, inhibition, and emotional loneliness, along with more community involvement. Sexual orientation marginalization was more pronounced among cisgender women and, especially, transgender individuals. The latter also exhibited the most social anxiety, inhibition, loneliness, and community involvement. Proximal stress was more prevalent among cisgender men than cisgender women and transgender individuals. Multiple group structural equation modeling supported the applicability of the loneliness model across age and gender groups, with only a few variations; these mainly related to how strongly community involvement was linked to marginalization, internalized homonegativity, and social loneliness.

Microaggression and discrimination experiences among diverse youth with LGBTQ+ parents in the United States

Family-based microaggressions and discrimination experienced by youth with LGBTQ+ parents are important to understand from their perspectives. Using mixed methods, we examined such experiences among 12- to 25-year-old youth (N = 51) with at least one LGBTQ+ parent in the United States. Youth were diverse in race/ethnicity, family structure, gender and sexual identities, socioeconomic status, and geographic region. Using interviews, we explored LGBTQ+ family-based microaggressions (reported through scale items with feedback) and discrimination (assessed via thematic analysis). Microaggressions and discrimination based on having LGBTQ+ parents were common, yet there were distinctions in direct and indirect stigma across the quantitative items and qualitative themes. These results underscore the value of mixed methods research with youth and implications for future research, practice, and policy.

Microaggressions, perceptions of campus climate, mental health, and alcohol use among first-year college students of color

Depressive and anxiety symptoms are increasingly common, and problematic alcohol use remains prevalent in college. To expand on prior research on mostly white samples, we surveyed first-year students of color from our predominately white university (Southeastern US) to identify risk factors for mental health symptoms and potentially co-occurring problematic alcohol use. Results showed significant associations between microaggressions and poor campus climate (hypothetical predictors) with depressive, anxiety, somatic symptoms (hypothetical outcomes) that were indirectly linked through perceived stress, poor sleep, and academic burnout (hypothetical mediators). Poor campus climate, academic burnout, and using alcohol to cope were the most relevant to alcohol use disorder symptoms. Results support efforts to address and reduce racial microaggressions and promote a positive campus climate for all.

Overcoming Barriers of Incorporating Diversity, Equity, and Inclusion Initiatives in Nursing Schools

BACKGROUND

To create an inclusive environment in nursing education, challenges to incorporating change must be addressed including institutional racism, power differences, privilege, and implicit biases (O'Connor et al.). This article discusses barriers that interfere with the implementation of diversity, equity, and inclusion (DEI) initiatives within schools of nursing and offers strategies for building a culture of inclusivity at academic institutions.

METHOD

This article is based on factual, researched, and firsthand information.

RESULTS

Administrators and stakeholders need to determine how DEI is incorporated into their institution's mission, vision, and values. Forming a DEI council that consists of equal representation from faculty, staff, and students will foster inclusiveness to incorporate DEI initiatives within schools of nursing and will allow outcomes to be measured.

CONCLUSION

Barriers should be identified and removed to make schools of nursing a safe and inclusive zone for faculty, staff, and students. [J Nurs Educ. 2024;63(1):53-56.].

Workplace Environment Microaggressions in Otolaryngology-Head and Neck Surgery: An International Survey

OBJECTIVE

To survey members of the otolaryngology community about their personal and observed experiences of being treated differently because of one's physical attributes, cultural norms, or preferences in the workplace.

STUDY DESIGN

Cross-sectional survey.

SETTING

International Electronic Survey.

METHODS

We invited members of the international otolaryngology community including 3 European or American otorhinolaryngological Societies to complete a survey about personal/observed experience of differential treatment in the workplace related to age, biological sex; disability, gender identity, language proficiency, military experience, citizenship, ethnicity/race, political belief, and sexual orientation. Results were analyzed according to participant ethnicity/race (white vs non-white) and gender (male vs female) RESULTS: Four hundred seven participants completed the evaluations: 301 white (74%) and 106 non-white (26%) participants. Non-white participants reported significantly more experiences of differential treatment (microaggressions) than white participants (p < .05). Non-white participants more frequently felt that they needed to work harder for the same opportunities as their peers and were more likely to consider leaving a position because of an unsupportive environment. In general, females reported more frequent experiences with differential treatment related to sexual orientation, biological sex, and gender identity than males.

CONCLUSION

We recognized reports of differential treatment as a proxy for microaggressions. Non-white members of the otolaryngology community self-report experiencing or observing more microaggressions than white members in the workplace. Acknowledging the existence and impact of microaggressions in the field of Otolaryngology is the first step towards cultivating an inclusive, diverse workforce where all members feel supported, validated, and welcomed.

How College Students in the United States Make Sense of Examples of Gender and Intersectional Microaggressions in Classroom Settings

Women and racially minoritized college students report frequent experiences of being targets of gender and race-based microaggressions in the classroom context. However, while much research has focused on reports of experiences by targets, less is known about how observers would evaluate and make sense of these microaggressive experiences. Thus the present study used vignettes based on real-life situations to ascertain how 272 college students (76% White, 52% ciswomen) in the United States interpreted gender-based and intersectional microaggressions occurring in the classroom. Thematic analysis revealed that microaggressions were deemed acceptable when participants believed: 1) the situation humorous, 2) the instructor did not cause the situation, or 3) the stereotype/statement to be true. Microaggressions were evaluated negatively when: 1) the topic was deemed sensitive, 2) the classroom was perceived as unsuitable, or the instructor was seen as: 3) making students uncomfortable, 4) being defensive, or 5) teaching misinformation. The findings highlight the complexity involved in observers evaluating and interpreting gender-based and intersectional microaggressions.

Psychometric Exploration of the Swedish Translation of the Sexual Orientation Microaggressions Scale (SOMS), and a Commentary on the Validity of the Construct of Microaggressions

The aim of the present study was to assess the psychometric properties of a Swedish translation of the Sexual Orientation Microaggressions Scale (SOMS) in a convenience sample of 267 Swedish LGB+ people (Mean age = 36.41). Testing suggested some strengths in terms of factor structure and 2-week test-retest reliability (ICC > .79). Also, internal consistency (α = .80-.91) and convergent validity were supported for most subscales. However, the Assumption of Deviance subscale was associated with low response variability and internal consistency (α = .35), and the correlational pattern between the Environmental Microaggressions subscale and mental health variables diverged from the overall trend. Furthermore, measurement invariance between homo- and bisexual participants was not supported for most subscales, and although microaggressions would be theoretically irrelevant to a small comparison sample of heterosexual people (N = 76, Mean age = 40.43), metric invariance of the Environmental Microaggressions subscale was supported in comparison to LGB+ people. We argue that these limitations suggest a restricted applicability of the SOMS in a Swedish context, and this has consequences for the definition and operationalization of the construct of microaggressions as a whole. Therefore, more research on the latent properties of microaggressions in Swedish as well as in other contexts is required.

A Challenge to Orthodoxy in Psychology: Thomas Sowell and Social Justice

Psychologists address social-justice problems in their research and applied work, and their scholarly efforts have been influenced by assumptions, constructs, and hypotheses from the political left. Recently, some psychologists have called for increased intellectual and political diversity in psychology, particularly as such diversity may lead to improved problem-solving. As an attempt to increase intellectual diversity in psychology, we review here the scholarship of Thomas Sowell. His work represents a rich source of hypotheses for psychologists' future research. We focus on his views on the importance of freedom; the extent to which reforms can reduce freedom; the importance of free markets to human flourishing; the role of free markets in producing costs for discrimination; the way spontaneously ordered systems can contain knowledge that can be overlooked in reforms; and the importance of culture and cultural capital. We will also discuss Sowell's more thoroughgoing economic analyses of problems and solutions and his analyses of contingencies operating on politicians and reformers, as well as his views on conflicts in fundamental visions about human nature and the pivotal role of improvements in minority education.

The Problem of Purity in Moral Psychology

Academic AbstractThe idea of "purity" transformed moral psychology. Here, we provide the first systematic review of this concept. Although often discussed as one construct, we reveal ~9 understandings of purity, ranging from respecting God to not eating gross things. This striking heterogeneity arises because purity-unlike other moral constructs-is not understood by what it is but what it isn't: obvious interpersonal harm. This poses many problems for moral psychology and explains why purity lacks convergent and divergent validity and why purity is confounded with politics, religion, weirdness, and perceived harm. Because purity is not a coherent construct, it cannot be a distinct basis of moral judgment or specially tied to disgust. Rather than a specific moral domain, purity is best understood as a loose set of themes in moral rhetoric. These themes are scaffolded on cultural understandings of harm-the broad, pluralistic harm outlined by the Theory of Dyadic Morality.

Microaggressions in Context: Linguistic and Pragmatic Perspectives

In this commentary I provide a review of the microaggression construct within a linguistic-pragmatic framework. From this perspective, microaggressions can be viewed as nonconventional indirect speech acts, that is, utterances that, because of their aggressive meaning, require some type of inferential processing on the part of the hearer. This inferential process requires a consideration of the remark in the context within which it occurs, including the prior discourse, as well as the roles and statuses of the interactants. Because microaggressions are indirect, the speaker always has the option, especially if they are higher in power, of denying any aggressive meaning. Focusing on their linguistic/pragmatic features allows for the development of a more principled framework for specifying what constitutes a microaggression, as well as helping to identify the relevant features of the context and the processes involved in the recognition of microaggressions.

Clinician-associated traumatization from difficult medical encounters: Results from a qualitative interview study on the Ehlers-Danlos Syndromes

Patients with hypermobile Ehlers Danlos Syndrome often experience psychological distress resulting from the perceived hostility and disinterest of their clinicians. We conducted 26 in-depth interviews with patients to understand the origins of this trauma and how it could be addressed in practice. We found that the cumulative effects of numerous negative encounters lead patients to lose trust in their healthcare providers and the healthcare system, and to develop acute anxiety about returning to clinic to seek further care. We describe this as clinician-associated traumatization. Ultimately, our interviewees described the result of this traumatization as worse - but preventable - health outcomes.

A Scoping Review on the Role of Sexual Orientation and Gender Identity Microaggressions in Substance Use

Objectives

Disparities in substance use patterns and outcomes are evident among sexual and gender minority groups. Sexual orientation and gender identity (SOGI) microaggression, or the subtle forms of aggression experienced by lesbian, gay, bisexual, transgender, gender non-conforming/non-binary, and gender diverse individuals, has recently been explored as a mechanism that leads to negative adjustment outcomes, including substance use. In this study we examined extant literature on the association between SOGI microaggression and substance use, and the intermediary factors that mediate or moderate this relationship.

Method

Scoping review method was used to systematically map the literature base using database aggregators (e.g., Scopus, EBSCO) following the PRISMA Extension for Scoping Reviews (PRISMA-ScR) guidelines.

Results

We found that SOGI microaggression is positively associated with substance use and negative consequences, and this relationship is mediated or moderated by motivational, relational, and identity processes.

Conclusion

These findings suggest the need to consider microaggression experience when working with clients of diverse sexual and gender identities. Likewise, additional studies are needed on other intermediary factors and effects of microaggression on substances other than alcohol. Most importantly, this study underscores the need for understanding the link between microaggression and substance use in greater efforts to promote sexual well-being and building competence in fostering the trifecta of sexual health, sexual rights, and sexual pleasure.

Developing scientifically validated bias and diversity trainings that work: empowering agents of change to reduce bias, create inclusion, and promote equity

Purpose –

Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread failures, there is considerable reason for hope that effective, meaningful DEI efforts can be developed. One approach in particular, the bias habit-breaking training, has 15 years of experimental evidence demonstrating its widespread effectiveness and efficacy.

Design/methodology/approach –

This article discusses bias, diversity, equity, and inclusion (DEI) efforts from the author's perspective as a scientist-practitioner - the author draws primarily on the scientific literature, but also integrates insights from practical experiences working in DEI. The author provides a roadmap for adapting effective, evidence-based approaches from other disciplines (e.g. cognitive-behavioral therapy) into the DEI context and reviews evidence related to the bias habit-breaking training as one prominent demonstration of a scientifically-validated approach that effects lasting, meaningful improvements on DEI issues within both individuals and institutions.

Findings –

DEI trainings fail due to widespread adoption of the information deficit model, which is well-known as a highly ineffective approach. Empowerment-based approaches, in contrast, are highly promising for making meaningful, lasting changes in the DEI realm. Evidence indicates that the bias habit-breaking training is effective at empowering individuals as agents of change to reduce bias, create inclusion, and promote equity, both within themselves and the social contexts they inhabit.

Originality/value –

In contrast to the considerable despair and pessimism around DEI efforts, the present analysis provides hope and optimism, and an empirically-validated path forward, to develop and test DEI approaches that empower individuals as agents of change.

Microaggressions: Mega problems or micro issues? A meta-analysis

While research on microaggressions has accumulated in recent decades, doubts have arisen over their impact on individuals. Hence, the purpose of this study was to analyze the relations between microaggressions and psychological well-being, physical health, job outcomes, and positive and negative coping. Potential moderators (i.e., microaggression target, publication year, publication status, sample occupation, and inclusion of nonstigmatized group members) were also examined. A meta-analytic approach was chosen to summarize the findings in the microaggression literature. Several search terms and databases were used to identify articles for inclusion. After review, a total of 141 articles with 154 samples contributed effect sizes to our analyses. The results showed that microaggressions were negatively related to psychological well-being and physical health and positively related to coping. The pattern of results was generally the same regardless of the microaggression target, the year the study was conducted, the publication status of the paper, the occupation of the sample, and whether the sample included nonstigmatized groups members or not. This meta-analysis demonstrates the stable, harmful effects associated with experiencing microaggressions. Specifically, microaggressions predicted negative outcomes across individuals and contexts. Thus, actions should be taken to decrease their prevalence within educational and occupational settings.

Ambiguity Under Scrutiny: Moral Judgment of Microaggressions

Microaggressions are subtle, offensive comments that are directed at minority group members and are characteristically ambiguous in meaning. In two studies, we explored how observers interpreted such ambiguous statements by comparing microaggressions to faux pas, offenses caused by the speaker having an incidental false belief. In Experiment 1, we compared third-party observers’ blame and intentionality judgments of microaggressions with those for social faux pas. Despite judging neither microaggressions nor social faux pas to be definitively intentional, participants judged microaggressions as more blameworthy. In Experiment 2, microaggressions without explicit mental state information elicited a similar profile of judgments to those accompanied by explicit prejudiced or ignorant beliefs. Although they were, like faux pas, judged not to cause harm intentionally, microaggressive comments appeared to be judged more blameworthy on account of enduring prejudice thought to be lurking behind a speaker's false beliefs. Our current research demonstrates a distinctive profile of moral judgment for microaggressions.

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

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.

Sexual and Gender Identity-Based Microaggressions: Differences by Sexual and Gender Identity, and Sex Assigned at Birth Among Dutch Youth

Research describes several sexual and gender identity-based microaggressions that sexual and gender minority (SGM) people might experience. We aimed to examine the occurrence of different sexual and gender identity-based microaggressions among SGM youth and to identify differences by sexual and gender identity, and sex assigned at birth. Open-ended questions about daily experiences were coded for 16 types of sexual and gender identity-based microaggressions in two daily diary studies among Dutch SGM youth (Study 1: N = 90, M age = 17.64 SD = 1.78; Study 2: N = 393, M age = 18.36 SD = 2.65). Several types of microaggressions were identified, and there was sizable variability in the reported frequency. Overall, lesbian women and bisexual youth were less likely to report microaggressions than gay youth. Bisexual youth were less likely to report use of heterosexist or transphobic terminology than gay youth and youth assigned male at birth were less likely to report invalidation of LGBTQ identity than youth assigned female at birth. Last, gender minority youth were more likely to report familial microaggressions, invalidation of LGBTQ identity, and threatening behaviors than cisgender youth. Overall, this study provides empirical support using mixed qualitative and quantitative methods for theorized typologies of microaggressions among Dutch SGM youth.

A Network Approach to Assessing the Relationship between Discrimination and Daily Emotion Dynamics

Discrimination-health research has been critiqued for neglecting the endogeneity of reports of discrimination to negative affect and the multidimensionality of mental health. To address these challenges, we model discrimination’s relationship to multiple psychological variables without directional constraints. Using time-dense data to identify associational network structures allows for joint testing of the social stress hypothesis, prominent in discrimination-health literature, and the negativity bias hypothesis, an endogeneity critique rooted in social psychology. Our results show discrimination predicts negative emotions from day-to-day but not vice versa, indicating that racial discrimination is a risk factor and not symptom of negative emotion. Furthermore, we identify sadness, guilt, hostility, and fear as a locus of interrelated emotions sensitive to racism-related stressors that emerges over time. Thus, we find support for what race scholars have argued for 120+ years in a model without a priori directional restrictions and then build on this work by empirically identifying cascading mental health consequences of discrimination.

Relationship quality and mental health among sexual and gender minorities

Sexual and gender minorities assigned female at birth (i.e., sexual minority women, transgender men, and gender diverse [SMW TGD] individuals) experience disproportionately high rates of anxiety, depression, and substance use problems. Romantic relationship involvement has been shown to be beneficial to mental health and substance use among sexual and gender minorities. However, few studies have explored the impact of relationship quality on mental health, or if high relationship quality can reduce the negative impact of minority stress on well-being in this population. The present study examined within-persons associations of romantic relationship quality with symptoms of anxiety and depression, and alcohol and cannabis use problems among SMW TGD individuals in romantic relationships, and tested relationship quality as a moderator of associations of minority stress with mental health and substance use. Participants were 213 SMW TGD individuals (mean age: 20.63; 70.9% cisgender women, 7.5% transgender men, and 19.2% gender diverse). Within-persons, higher relationship quality was associated with better mental health and substance use outcomes. Relationship quality at the between-persons level moderated the within-persons association of internalized heterosexism with depression, and of microaggressions with cannabis use problems. No other interaction effects were significant. The within-persons associations found in this study lend important support to relationship interventions based on theories that improvements in romantic relationship quality will result in improved well-being over time. Results can inform relationship education interventions to reduce mental health and substance use disparities in SMW TGD communities. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The Relational Wear and Tear of Everyday Racism Among African American Couples

The wear and tear of adapting to chronic stressors such as racism and discrimination can have detrimental effects on mental and physical health. Here, we investigated the wider implications of everyday racism for relationship quality in an adult sample of 98 heterosexual African American couples. Participants reported on their experiences of racial discrimination and positive and negative affect for 21 consecutive evenings. Using dyadic analyses, we found that independently of age, gender, marital status, income, racial-discrimination frequency, neuroticism, and mean levels of affect, participants' relationship quality was inversely associated with their partner's negative affective reactivity to racial discrimination. Associations did not vary by gender, suggesting that the effects of affective reactivity were similar for men and women. These findings highlight the importance of a dyadic approach and call for further research examining the role of everyday racism as a key source of stress in the lives of African American couples.

Peer Microaggressions and Social Skills among School-Age Children of Sexual Minority Parents through Assisted Reproduction: Moderation via the Child-Teacher Relationship

The impact of peer microaggressions and the child-teacher relationship on the social skills of children with sexual minority parents has received little attention. The current study used a mixed-method, multi-informant, two-wave longitudinal design to address this research gap. Thirty-seven children of lesbian mothers through donor insemination and 33 children of gay fathers though surrogacy (wave 1: Mage = 8.3 years, SD = 1.6; 51.4% female; wave 2: Mage = 9.9 years, SD = 1.7), all school-aged and residing in Italy, participated together with their 140 parents and 55 teachers. Approximately two-thirds of the children reported at least one peer microaggression and, on average, microaggressions were of a low intensity. Child-teacher relationships were of high quality (i.e., characterized by high safe haven-seeking and secure base use, and low conflict). Both parents and teachers reported high levels of child social skills. However, more intense W1 microaggressions predicted lower W2 social skills among children reporting a lower W1 child-teacher relationship quality, and greater W2 social skills among those reporting a higher W1 child-teacher relationship quality. These results support the child-teacher relationship as a potentially secure context in which children can "mentalize" negative experiences such as microaggressions and improve their social skills. In this vein, considering microaggression, attachment, and developmental intergroup theories, teachers must attune to the school experiences of children with sexual minority parents and cultivate caring classroom environments that are sensitive to family diversity.

Why Antibias Interventions (Need Not) Fail

There is a critical disconnect between scientific knowledge about the nature of bias and how this knowledge gets translated into organizational debiasing efforts. Conceptual confusion around what implicit bias is contributes to misunderstanding. Bridging these gaps is the key to understanding when and why antibias interventions will succeed or fail. Notably, there are multiple distinct pathways to biased behavior, each of which requires different types of interventions. To bridge the gap between public understanding and psychological research, we introduce a visual typology of bias that summarizes the process by which group-relevant cognitions are expressed as biased behavior. Our typology spotlights cognitive, motivational, and situational variables that affect the expression and inhibition of biases while aiming to reduce the ambiguity of what constitutes implicit bias. We also address how norms modulate how biases unfold and are perceived by targets. Using this typology as a framework, we identify theoretically distinct entry points for antibias interventions. A key insight is that changing associations, increasing motivation, raising awareness, and changing norms are distinct goals that require different types of interventions targeting individual, interpersonal, and institutional structures. We close with recommendations for antibias training grounded in the science of prejudice and stereotyping.

Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.

Improving Equity, Diversity, and Inclusion in Plastic, Reconstructive, and Aesthetic Surgery in Canada: A Call to Action

The global COVID-19 pandemic has brought to light the significant inequities in the delivery of healthcare, vaccine inequity, and differential access to life-saving treatments, which have disproportionately impacted marginalized and racialized populations. In this article, we acknowledge and recognize the centuries-old legacies perpetuating inequity, injustice, and oppression, we discuss the principles of Equity, Diversity, and Inclusion (EDI) and we call our Canadian plastic surgery colleagues and trainees to action. We propose a plan for (1) Education, (2) Mitigating Disparities in the Clinical Setting, and (3) Policy, Societies, and Leadership Education.

Minority Stress and Loneliness in a Global Sample of Sexual Minority Adults: The Roles of Social Anxiety, Social Inhibition, and Community Involvement

Research suggests that loneliness among sexual minority adults is associated with marginalization, but it is unclear which processes may underlie this relationship. This cross-sectional study examined five possibilities: stigma preoccupation, internalized homonegativity, sexual orientation concealment, social anxiety, and social inhibition. The study also examined the possible protective role of LGBTQ community involvement. Respondents were 7856 sexual minority adults aged 18-88 years from 85 countries who completed an online survey. Results of structural equation modeling indicated that marginalization was positively associated with both social and emotional loneliness, and that part of this relationship was indirect via proximal minority stress factors (especially stigma preoccupation) and, in turn, social anxiety and social inhibition. Moreover, while LGBTQ community involvement was associated with greater marginalization, it was also associated with lower levels of proximal stress and both forms of loneliness. Among those who were more involved in the LGBTQ community, the associations between marginalization and proximal stress were somewhat weaker, as were those between stigma preoccupation and social anxiety, and between social inhibition and social loneliness. In contrast, the associations between concealment and social anxiety were somewhat stronger. Model fit and patterns of association were similar after controlling for the possible confounding effect of dispositional negative affectivity, but several coefficients were lower. Findings underscore the continuing need to counter marginalization of sexual minorities, both outside and within the LGBTQ community, and suggest possible avenues for alleviating loneliness at the individual level, such as cognitive-behavioral interventions targeting stigma preoccupation and social anxiety.

Childhood obesity within the lens of racism

Despite decades of research and a multitude of prevention and treatment efforts, childhood obesity in the United States continues to affect nearly 1 in 5 (19.3%) children, with significantly higher rates among Black, Indigenous, and People of Colour communities. This narrative review presents social foundations of structural racism that exacerbate inequity and disparity in the context of childhood obesity. The National Institute of Minority Health and Health Disparities' Research Framework guides the explication of structurally racist mechanisms that influence health disparities and contribute to childhood obesity: biologic and genetic, health behaviours, chronic toxic stress, the built environment, race and cultural identity, and the health care system. Strategies and interventions to combat structural racism and its effects on children and their families are reviewed along with strategies for research and implications for policy change. From our critical review and reflection, the subtle and overt effects of societal structures sustained from years of racism and the impact on the development and resistant nature of childhood obesity compel concerted action.

You're Prettier When You Smile: Construction and Validation of a Questionnaire to Assess Microaggressions Against Women in the Workplace

Gender microaggressions, especially its subtler forms microinsults and microinvalidations are by definition hard to discern. We aim to construct and validate a scale reflecting two facets of the microaggression taxonomy: microinsults and microinvalidations toward women in the workplace, the MIMI-16. Two studies were conducted (N1 = 500, N2 = 612). Using a genetic algorithm, a 16-item scale was developed and consequently validated via confirmatory factor analyses (CFA) in three separate validation samples. Correlational analyses with organizational outcome measures were performed. The MIMI-16 exhibits good model fit in all validation samples (CFI = 0.936–0.960, TLI = 0.926–0.954, RMSEA = 0.046–0.062, SRMR = 0.042–0.049). Multigroup-CFA suggested strict measurement invariance between all validation samples. Correlations were as expected and indicate internal and external validity. Scholars on gender microaggressions have mostly used qualitative research. With the newly developed MIMI-16 we provide a reliable and valid quantitative instrument to measure gender microaggressions in the workplace.

Taking the VITALS to Interrupt Microaggressions

INTRODUCTION

Microaggressions are subtle statements or actions that reinforce stereotypes. Medical students, residents, and faculty report experiences of microaggressions, with higher incidences among women and marginalized groups. An educational tool utilizing the acronym VITALS (validate, inquire, take time, assume, leave opportunities, speak up) provided a framework for processing and addressing microaggressions encountered in the academic health center environment.

METHODS

We developed a 60-minute workshop designed to raise awareness of microaggressions encountered by medical students and trainees. The workshop consisted of a didactic presentation and multiple interactive exercises shared in small- and large-group formats. Participants also completed pre- and postsurvey instruments to assess changes in their knowledge and attitudes about promoting an environment that prevents microaggressions from occurring.

RESULTS

There were 176 participants who completed our workshop. In comparing anonymized pre- and postworkshop responses submitted by attendees, an increase in recognition of one's own potential stereotypical beliefs about social identity groups was observed. Participants also expressed a greater sense of empowerment to foster mutual respect in health care settings. After completing the workshop, attendees indicated a greater likelihood to engage in difficult conversations, including responding to microaggressions, which both peers and superiors encountered in both academic and clinical environments.

DISCUSSION

The workshop provided an interactive format for medical students and trainees to gain awareness, knowledge, and tools for addressing microaggressions encountered in health care settings.

Are You Really the Doctor? Physician Experiences with Gendered Microaggressions from Patients

Background: In contrast to physician implicit bias toward patients, bias and microaggressions from patients toward physicians have received comparatively less attention. Materials and Methods: We captured physician experiences of gendered microaggressions from patients by conducting a mixed-methods survey-based study of physicians at a single academic health care institution in May 2019. A quantitative portion assessed the frequency of gendered microaggressions (microaggression experiences [ME] score) and the association with measures of perceived impacts (job satisfaction, burnout, perceived career impacts, behavioral modifications). A one-tailed Wilcoxon rank sum test compared distributional frequencies of microaggressions by gender, and by gender and race. Chi-square tests measured the associations between gendered microaggressions and perceived impacts. Welch two-sample t-tests assessed differences in ME scores by rank and specialty. Linear regression assessed the association of ME scores and job satisfaction/burnout. A qualitative portion solicited anecdotal experiences, analyzed by inductive thematic analysis. Results: There were 297 completed surveys (response rate 27%). Female physicians experienced a significantly higher frequency of gendered microaggressions (p < 0.001) compared with male physicians. Microaggressions were significantly associated with job satisfaction (chi-square 6.83, p = 0.009), burnout (chi-square 8.76, p = 0.003), perceived career impacts (chi-square 18.67, p < 0.001), and behavioral modifications (chi-square 19.96, p < 0.001). Trainees experienced more microaggressions (p = 0.009) and burnout (p = 0.009) than faculty. Higher ME scores predicted statistically significant increases in burnout (p < 0.0001) and reduced job satisfaction (p = 0.02). Twelve microaggressions themes emerged from the qualitative responses, including role questioning and assumption of inexperience. The frequency of microaggressions did not vary significantly by race; however, qualitative responses described race as a factor. Conclusions: Physicians experience gendered microaggressions from patients, which may influence job satisfaction, burnout, career perceptions, and behavior. Future research may explore the multidirectionality of microaggressions and tools for responding at the individual and institutional level.

The Effects of Microaggressions on Depression in Young Adults of Color: Investigating the Impact of Traumatic Event Exposures and Trauma Reactions

Microaggressions are a common way that individuals experience racism in the United States. The current study examined the extent to which microaggressions contribute to mental health difficulties, namely trauma reactions and depression, after controlling for other traumatic event exposures. We sought to address gaps in the literature by quantitatively assessing the associations among microaggressions, posttraumatic stress symptoms, and depression symptoms. Participants were 140 young adults of color (68.8% female) who were recruited online. Linear regression analyses evidenced that microaggressions were uniquely associated with depression symptoms, B = 0.27, after controlling for lifetime traumatic event exposures, with this association partially mediated by trauma reactions, B = 0.49. These results suggest that microaggressions are a clinically relevant factor in understanding mental health problems reported by Black, Indigenous, and People of Color in the United States and warrant analysis, assessment, and intervention through a trauma lens.

The Logic of Microaggressions Assumes a Racist Society

This commentary draws attention to core assumptions about the nature of society that underlie the current debate on microaggressions. For proponents of microaggression research, the starting assumption is one of a racist society. That is, microaggressions have their source and power within an inequitable, racially stratified society. In contrast, critics of microaggressions begin with the assumption of an equitable society, or at least would not endorse the assumption of a racist society. These two different starting assumptions lead to dramatically different conclusions about the concept of microaggressions. As long as these assumptions are not explicitly recognized, debates on methods, findings, and so on will never be reconciled.

Pushing Back Against the Microaggression Pushback in Academic Psychology: Reflections on a Concept-Creep Paradox

Echoing the 1960s, the 2020s opened with racial tensions boiling. The Black Lives Matter movement is energized, issuing pleas to listen to Black voices regarding day-to-day discrimination and expressing frustrations over the slow progress of social justice. However, psychological scientists have published only several opinion pieces on racial microaggressions, primarily objections, and strikingly little empirical data. Here I document three trends in psychology that coincide with the academic pushback against microaggressions: concept-creep concerns, especially those regarding expanded notions of harm; the expansion of right-leaning values in moral judgments (moral foundations theory); and an emphasis on prejudice symmetry, with the political left deemed equivalently biased against right-leaning targets (e.g., the rich, police) as the right is against left-leaning targets (e.g., Black people, women, LGBT+ people). Psychological scientists have ignored power dynamics and have strayed from their mission to understand and combat prejudice against disadvantaged populations, rendering researchers distracted and ill-equipped to tackle the microaggression concept. An apparent creep paradox, with calls to both reduce (e.g., harm) and expand (e.g., liberal prejudices, conservative moral foundations) concepts, poses a serious challenge to research on prejudice. I discuss the need for psychology to better capture Black experiences and to "tell it like it is" or risk becoming an irrelevant discipline of study.

Focusing the Lens to See More Clearly: Overcoming Definitional Challenges and Identifying New Directions in Racial Microaggressions Research

Despite significant advances in research on racial microaggressions, key challenges remain regarding how to define and classify them. Resolving these challenges is necessary to reduce misunderstanding and the subsequent minimization of racial microaggression research. Our goals in this article are to discuss the definitional challenges, to discuss implications for the creation of taxonomies, and to offer directions for how a revised definition and corresponding taxonomies can be used to further racial microaggression research. Regarding our first aim, we assert that racial microaggressions are observable events that occur independently of intention (i.e., regardless of whether they are intentional or unintentional) or impact (i.e., regardless of how they are perceived by recipients). Moreover, we assert that racial microaggressions are most validly defined by people of color and can have different meanings on the basis of situational context. The second aim is to propose a refinement and expansion of racial microaggression taxonomies. Sue and colleagues' taxonomy has been invaluable, yet other ways of classifying microaggressions and moving toward dimensional taxonomies are needed to advance scholarship. We highlight key dimensions related to the experience, perpetration, characteristics, and sociopolitical function of racial microaggressions that may be useful for future taxonomies. Overall, overcoming definitional challenges and expanding taxonomies holds potential to advance the literature on racial microaggression.

How Microaggressions Reinforce and Perpetuate Systemic Racism in the United States

The consequences of racial microaggressions are most often discussed at an interpersonal level. In this article, we contend that microaggressions play an important role in maintaining systems of racial oppression beyond the interpersonal context. Specifically, we illustrate how microaggressions establish White superiority in the United States by othering people of color (e.g., treating people of color as if they are not true citizens) and communicating that they are inferior (e.g., environmental exclusions and attacks, treating people of color as second-class citizens). We also present evidence that microaggressions play a role in protecting and reinforcing systemic racism. By obscuring systemic racism (e.g., false color blindness, denial of individual racism) and promoting ideas that maintain existing systemic inequalities (e.g., the myth of meritocracy, reverse-racism hostility), microaggressions provide cover and support for established systems of oppression. Overall, we find considerable evidence-from both empirical studies and real-world examples-that microaggressions contribute to the maintenance of systems of racial oppression in the United States. We conclude with a discussion of how we might begin to challenge this cycle by increasing awareness of systemic racism and the microaggressions that aid in its perpetuation.

Toward a Harm-Based Account of Microaggressions

In this article, we critique the dominant understanding of microaggressions introduced by Derald Wing Sue and his colleagues-what we call the act-based account of microaggressions-by identifying its theoretical and practical shortcomings. On the basis of this critique, we introduce and defend an alternative, ameliorative account of microaggressions, what we call the harm-based account of microaggressions. Instead of understanding microaggressions on the basis of the acts committed by the microaggressing agent, we call for a reorientation of the concept so that the recipients of microaggressions and the harms they experience become the focal point.