Abstract Details

Title Identifying and Understanding Microaggressions among Michigan Medicine African-American Faculty Members

Topic Practice, Policy, and Ethics

Presentation(s) Practice, Policy, and Ethics Posters (7:00 AM-5:00 PM)

Poster/Presentation
Number 010

Objective To identify if microaggressions exist among African-American (AA) Michigan Medicine (MM) faculty, if so explore the prevalence, frequency, origin, and example of microaggressions experienced over the last 6-months, and obtain strategies and ideas on how to decrease and ameliorate microaggressions and improve diversity, equity, and inclusion at MM.

Background

A microaggression is the everyday verbal, non-verbal and environmental slights, snubs or insults, whether intentional or unintentional, that communicate hostile, derogatory or negative messages to target persons based solely upon their identity.

Design/Methods A 13-question survey was developed, tested, piloted and administered electronically via Qualtrics. A link to the revised survey was sent via a listserv of all if not, the overwhelming majority of the estimated fifty-five AA faculty members of MM. Reminder emails was sent on week 2 and 1 day prior to the close of the survey to increase participation. The survey included close-ended and open-end questions and was available from 10/17/2019 - 11/14/2019. Descriptive and qualitative data was obtained/analyzed.

Results 41 participants answered at least one question, (M-13; W-28) African-American=35 (85.37%), Asian = 0 Latino or Hispanic =1 (2.44%), Non-Hispanic/White =3 (7.32%), Pacific Islander =0, Other = 2 (2.88%) all self-identified. 68.29% reported to have been a recipient of microaggression; Twenty-five participants completed all closed-ended questions. 60% experienced microaggression 1-5 times, 16% 6-10 times, 8% 11-15 times, and 16% experienced over 25 times within the last 6-months. Twenty participants experienced microaggression by faculty/colleagues, 17 by patients, 11 by leadership, 10 by staff, 9 by resident(s), 8 by student(s), 3 by fellow(s), 1 by other(s); 54.17% by same gender, and 84% by someone outside of race/ethnicity. At least 17 qualitative microaggression examples were given and 32 responses to the question of ways to reduce microaggression.

Conclusions Many African-American faculty at Michigan Medicine experience microaggression from non-AA faculty colleagues, patients, leadership, staff, and trainees.

Authors/Disclosures
Larry "LC" Charleston, IV IV, MD, MSc, FAHS, FANA (Michigan State University College of Human Medicine) PRESENTER	Dr. Charleston has received personal compensation in the range of $10,000-$49,999 for serving as a Consultant for AbbVie. Dr. Charleston has received personal compensation in the range of $500-$4,999 for serving as a Consultant for Amneal Pharmaceuticals. Dr. Charleston has received personal compensation in the range of $500-$4,999 for serving as a Consultant for Satsuma Pharmaceuticals. Dr. Charleston has received personal compensation in the range of $500-$4,999 for serving as a Consultant for LinPharma. Dr. Charleston has received personal compensation in the range of $500-$4,999 for serving as a Consultant for Haleon. Dr. Charleston has received personal compensation in the range of $5,000-$9,999 for serving as a Consultant for Pfizer. Dr. Charleston has received personal compensation in the range of $10,000-$49,999 for serving as a Consultant for Amgen. Dr. Charleston has stock in Mi-Helper Inc.. Dr. Charleston has a non-compensated relationship as a Associate Editor with Headache Journal: The Journal of Head and Face Pain that is relevant to AAN interests or activities. Dr. Charleston has a non-compensated relationship as a Board Member with Clinical Neurological Society of America that is relevant to AAN interests or activities. Dr. Charleston has a non-compensated relationship as a Chair, EDI Advisory Committee (Non-voting Board Member) with American Headache Society that is relevant to AAN interests or activities.

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