Dropping the Mic. Identifying and Remedying Microaggressions in Otolaryngology

PROGRAM DESCRIPTION: Western Europe and its offshoots comprise only about 16% of the global population. In medicine, however, people of color tend to be under-represented. In our specialty, statistics from the USA and show that 65% of the professional constituency is White, Asians are 18%, 9.0% Latinx, 4.8% Black, and less than 1% American Indigenous.

It has been reported that, as recently as seven years ago, individuals identifying as White made up 51% of applicants to otolaryngology and occupied 66% of residency spots in the specialty during that time. In contrast, African Americans and Hispanics, including those who identify as both White and Black, represented only 6-7% of otolaryngologists, despite making up 13-17% of the overall population. While there has been some progress in increasing representation, efforts to eliminate programs specifically designed to address this disparity are still ongoing.
This session will begin by laying a foundational understanding of the inherent benefits of diversity in the medical field. We will then chronicle the events that led Chester Pierce to coin the term "microaggressions," providing the necessary context to understand this phenomenon. From there, we will discuss how microaggressions negatively affect our specialty by hindering growth and impeding the creation of an inclusive, supportive community. These behaviors contribute to a climate that is unwelcoming and can lead to increased burnout among professionals.
Building on this foundation, we will present examples of microaggressions in the otolaryngology workplace, along with data from relevant published research. Finally, we will offer strategies for mitigating the harm caused by a culture that tolerates microaggressive behavior, promoting a more inclusive and healthy work environment.

OUTCOME OBJECTIVE 1: Creating common language around the concept of microaggressions.

OUTCOME OBJECTIVE 2: Present analyses of the emotional and physical harm caused by microaggressions

OUTCOME OBJECTIVE 3: Offer suggestions about how to identify microaggressions and how to respond constructively

BACKGROUND STATEMENT: Microaggressions in the workplace affect the ability to create an inclusive workforce that is welcoming to everyone. In order to achieve the best, most effective workforce, we need to address this issue. Our research group has documented the harm to people from marginalized groups.

Comprehensive Otolaryngology Track Statement : This topic is relevant to any practice and, specifically to optimal patient care delivery and interprofessional relationships.