Adenusi Bimpe Z, Abbruzzese Laurel Daniels, Oluwole-Sangoseni Olaide, Bishop Kathy Lee, Thurston Lydia Ann, Maxwell Barbara, Simon Phyllis, Threats Travis, Pfeifle Andrea L, Adeniran Rita K
Nurse Anesthesia Program, Jefferson College of Nursing, Philadelphia, PA.
Programs in Physical Therapy, Vagelos College of Physicians & Surgeons, Columbia University Irving Medical Center, New York, NY.
Nurs Outlook. 2025 Mar-Apr;73(2):102354. doi: 10.1016/j.outlook.2025.102354. Epub 2025 Jan 28.
Microaggressions are pervasive in clinical and academic environments, often unnoticed by those unaware of the privileges and power dynamics tied to socially constructed hierarchies. These subtle manifestations of bias and prejudice are typically directed toward historically marginalized individuals and groups (HMIGs), contributing to a toxic culture that undermines interprofessional communication, collaboration, and healthcare delivery.
This article aims to explore the concept of microaggressions and their impact on healthcare environments. It provides strategies to address microaggressions through education, self-reflection, and interventions at both individual and organizational levels, emphasizing the role of nurse leaders in fostering inclusivity and optimizing outcomes.
A brief review of the literature was conducted to define microaggressions and their types-microassaults, insults, invalidations, and environmental microaggressions. Strategies and frameworks for addressing microaggressions were evaluated, focusing on the roles of victims, perpetrators, and bystanders in promoting inclusivity and dismantling hierarchies.
Microaggressions negatively affect workplace culture, interprofessional collaboration, and healthcare outcomes, perpetuating inequities. Strategies to address these include fostering education and self-reflection, creating organizational policies for inclusivity, and empowering nurse leaders to take active roles in mitigating microaggressions. Frameworks encourage all stakeholders to act, supporting a culture of equity and effective communication.
Dismantling hierarchies and promoting inclusive communication are essential for reducing bias, improving healthcare outcomes, and ensuring equity. Nurse leaders play a pivotal role in addressing microaggressions and fostering collaboration, ultimately contributing to a more inclusive and equitable healthcare system.
微侵犯在临床和学术环境中普遍存在，对于那些未意识到与社会建构等级制度相关的特权和权力动态的人来说，往往难以察觉。这些偏见和歧视的微妙表现通常针对历史上被边缘化的个人和群体（HMIGs），助长了一种有害文化，破坏了跨专业沟通、协作和医疗服务的提供。
本文旨在探讨微侵犯的概念及其对医疗环境的影响。它提供了通过教育、自我反思以及在个人和组织层面的干预来应对微侵犯的策略，强调护士领导者在促进包容性和优化结果方面的作用。
对文献进行简要回顾，以定义微侵犯及其类型——微攻击、侮辱、无效化和环境微侵犯。评估了应对微侵犯的策略和框架，重点关注受害者、实施者和旁观者在促进包容性和消除等级制度方面的作用。
微侵犯对工作场所文化、跨专业协作和医疗结果产生负面影响，使不平等长期存在。应对这些问题的策略包括促进教育和自我反思、制定包容性的组织政策，以及赋予护士领导者在减轻微侵犯方面发挥积极作用的权力。框架鼓励所有利益相关者采取行动，支持公平和有效沟通的文化。
消除等级制度和促进包容性沟通对于减少偏见、改善医疗结果和确保公平至关重要。护士领导者在应对微侵犯和促进协作方面发挥着关键作用，最终有助于建立一个更具包容性和公平性的医疗系统。
