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Toward a queer feminist bioethics of sexuality
Published in Wendy A. Rogers, Jackie Leach Scully, Stacy M. Carter, Vikki A. Entwistle, Catherine Mills, The Routledge Handbook of Feminist Bioethics, 2022
In addressing LGBTQI+ health disparities in a queer feminist framework, acknowledging and eradicating microaggressions is important. As Nadal puts it, microaggressions are “subtle forms of discrimination that LGBTQ people and other historically marginalized groups [such as women and people of color] encounter in their daily lives” (2019: 1310). Nadal (2019) outlines a taxonomy, originally proposed by Nadal, Rivera and Corpus (2010), that identifies the following types of microaggressions: “(1) use of heterosexist/transphobic terminology, (2) endorsement of heteronormativity/gender binaries, (3) assumption of sexual pathology, and (4) discomfort or disapproval of LGBTQ identities or experiences” (Nadal 2019: 1311). Experiencing microaggressions is associated with LGBTQI+ people reporting negative outcomes such as depression, low self-esteem and trauma (Nadal 2019; Dean, Victor and Guidry-Grimes 2016). In addition, a study undertaken by National Public Radio, Robert Wood Johnson Foundation and the Harvard TH Chan School of Public Health recently found that nearly one in five LGBTQI+ American adults has reported not seeking medical care for fear of discrimination (Robert Wood Johnson Foundation 2017; Nadal 2019; see also Freeman and Weekes Schroer 2020.)
LGBTQIA+ and Co-occurring Disorders
Published in Tricia L. Chandler, Fredrick Dombrowski, Tara G. Matthews, Co-occurring Mental Illness and Substance Use Disorders, 2022
Microaggressions: Brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults about one’s marginalized identity/identities (Sue et al., 2019).
Inquiring more deeply
Published in John A. Bilorusky, Principles and Methods of Transformative Action Research, 2021
Further, as we have become more aware of trauma, we have become sensitized to what have become known as “microaggressions.” This is extremely valuable, for many reasons—microaggressions do have negative impacts, and especially so when they happen to same people repeatedly. As we become more aware of microaggressions, we can become more aware of the systemic and institutionalized conditions, policies and practices will support larger-scale trauma. Noting the varied forms that trauma can take, and the varied causes of trauma, is very important.
A Systematic Narrative Review of Cognitive-behavioral Therapies with Asian American Youth
Published in Evidence-Based Practice in Child and Adolescent Mental Health, 2022
Rongyu Xin, Olivia M. Fitzpatrick, Patrick Ho Lam Lai, John R. Weisz, Maggi A. Price
Due in part to the lack of language-appropriate mental health providers, AsA immigrants are less likely to access services relative to U.S.-born AsA (e.g., due to lower English proficiency; Abe-Kim et al., 2007; Le Meyer et al., 2009). Ongoing healthcare inequities (e.g., microaggressions,2A microaggression refers to subtle, everyday communications that convey negative or denigrating racial insults toward minoritized groups (Sue et al., 2007). denial or minimization of concerns expressed by people of Color) appear to have contributed to understandable mistrust and in some cases fear of healthcare institutions among minoritized groups, including AsA (e.g., David, 2010; Jaiswal & Halkitis, 2019; Sentell et al., 2007). Specifically, experiences of being stereotyped by providers are associated with AsA’s underutilization of mental health services (Misra et al., 2021). Finally, AsA access to mental health services is hindered by practical barriers maintained by inequitable distribution of existing services and resources, including child care and transportation (Wang, Do, et al., 2019; Zhou et al., 2009).
Effects of Race, Workplace Racism, and COVID Worry on the Emotional Well-Being of Hospital-Based Nurses: A Dual Pandemic
Published in Behavioral Medicine, 2022
Charlotte Thomas-Hawkins, Peijia Zha, Linda Flynn, Sakura Ando
Sample characteristics are presented in Table 1. Overall, the mean well-being score for the sample reflected a moderate level of distress among study participants. Notably, a striking percentage of nurses reported feeling burned out from work (67.9%) and felt that work was hardening them emotionally (55.8%). Nearly one-half (42.8%) of the sample reported feeling depressed, and one out of three nurses (32.6%) reported dissatisfaction with their work-life balance. Moreover, 44.1% of participants had emotional distress scores of 2.0 or greater, reflecting high levels of stress. Nurses reported a relatively high level of worry about COVID in general and worry about someone close to them getting sick from COVID, while their mean level of worry about getting COVID themselves was moderate. The mean racial climate score reflected a moderately negative perception among participants about the racial climates in their hospitals. A majority of participants reported experiencing, on average, one to two workplace racial microaggression types in the past six months. Additionally, 27.7% reported experiencing three to six types of microaggressions during this period. The most frequently experienced racial microaggression types were (1) being treated differently by employer or coworker than persons of other racial groups and (2) being treated differently by patients or patients’ family members than coworkers of other racial groups.
“A Whole Bunch of Love the Sinner Hate the Sin”: LGBTQ Microaggressions Experienced in Religious and Spiritual Context
Published in Journal of Homosexuality, 2019
Edward F. Lomash, Tabria D. Brown, M. Paz Galupo
The present findings support previous research on microaggressions that suggest that microaggressions are uniquely experienced when they are coming from a within-community context. Microaggressions have been described as impactful on the basis of their daily occurrence (Sue, 2010) and pervasiveness (Nadal et al., 2011). They are also more hurtful when coming from within a close or important relationship (Chang & Chung, 2015; Galupo, Henise, et al., 2014; Pulice-Farrow, Brown, et al., 2017). The implications for microaggressions are also impacted by the organizational structure where systemic bias is reinforced (Sue, 2010) through policy, climate, and interpersonal communication (Galupo & Resnick, 2016). For our participants, the impact was compounded by the notion that for religious/spiritual communities, the organization and leadership can be seen as a representation or judgment from God or other higher power (Wood & Conley, 2014). Our participants described their experience of microaggressions in ways that acknowledged these different levels of impact. The importance of the religious/spiritual context as a place of healing and support amplified the impact of the microaggression. In addition, participants described ways that microaggressions were justified on the basis of religious doctrine or belief and were supported by the organizational leadership.