Surgical Oncology Program, Center for Cancer Research, National Cancer Institute, Bethesda, Maryland.
Section of Minimally Invasive Surgery, Department of Surgery, Washington University in St Louis, St Louis, Missouri.
JAMA Surg. 2019 Sep 1;154(9):868-872. doi: 10.1001/jamasurg.2019.1648.
Diversity and inclusion in medicine, and in surgery in particular, still merit substantial attention in 2019. With each increase in academic rank there are fewer women, with only 24% of full professors in medicine being women. Underrepresented minorities face similar challenges, with only 3% of medical faculty being black and 4% of medical faculty being Hispanic or Latino; only 2% of full professors are Hispanic or Latino and only another 2% are black. Explicit discrimination unfortunately still does exist, but in many environments, more subtle forms of bias are more prevalent. Microaggressions, which are categorized as microassaults, microinsults, microinvalidations, and environmental microaggressions, are indirect expressions of prejudice that contribute to the maintenance of existing power structures and may limit the hiring, promotion, and retention of women and underrepresented minorities. The primary goal of this communication is to help readers understand microaggressions and their effect. We also provide suggestions for how recipients or bystanders may respond to microaggressions.
2019 年，医学领域，尤其是外科学领域，仍然需要关注多样性和平等问题。随着学术职称的提高，女性的数量越来越少，医学领域的正教授中只有 24%是女性。代表性不足的少数族裔也面临着类似的挑战，只有 3%的医学教师是黑人，4%的医学教师是西班牙裔或拉丁裔；只有 2%的正教授是西班牙裔或拉丁裔，只有另外 2%是黑人。不幸的是，明确的歧视仍然存在，但在许多环境中，更微妙的偏见更为普遍。微侵犯被归类为微侵犯、微侮辱、微否定和环境微侵犯，是偏见的间接表达，有助于维持现有权力结构，并可能限制女性和代表性不足的少数族裔的聘用、晋升和留任。本通讯的主要目的是帮助读者理解微侵犯及其影响。我们还为收件人或旁观者如何应对微侵犯提供了建议。
