Go Buckeyes!

OH!

OH-!

I-O! :)

I-O!

Go BLUE! Hail!

Go Buckeyes!!!

Go Bucks! Please know Michigan fans have our sympathies…

Unrelated to this talk, but Dr.Russell gave some outstanding Ethics talks at the 2019 PHM board review in Austin. I reviewed your talk multiple times and I still hear your voice in my head when asked questions on the same :-D

Microaggressions contribute to feelings of being "other" and being lonely.

I did :)

I ask that daily

Great observation - agree with Courtney. Those 2 statements can feel very much the same

how could you NOT know me...

I wish I would have had that language and the courage to use it as a trainee who often had the identity micro aggression happen to them.

Are there follow-up actions if the framework creates conflict, further aggression?

thank you

One of the perceived challenges is that we are trying to excuse and/or forgive micro aggressors as a lack of awareness versus being direct and upfront that their actions were inappropriate. Of course positions of influence and power play a huge role on this.

curious if there is any evidence about which framework might be most effective depending on the degree of power differential between the offender and target?

“It suggests that…” snaps, thats good.

Evaluation form: https://uthtmc.az1.qualtrics.com/jfe/form/SV_bj6DQ9QQZM5IqTb

Thank you. It would be very helpful to have "practice sessions" in small groups! Love hearing the wording.

Are we allowed to share this session recording with our faculty and residents? Such a wonderful session - appreciate it so very much!

Also maybe helpful to discuss the approach at program level to common microaggresions which happen in clinical experiences (and out of ear shot of the program leadership).

So are microagressions outward manifestations of implicit bias?

Please include all these suggestions in your evaluation. We anticipate that this curriculum will be iterative and your feedback as to how we can improve upon it wil be invaluable.

You can Google “sexual harassment toolkit uiowa” for a printable card. An ophthalmology resident did research in this realm and came up with this useful tool that is a useful starting point for other types of explicit harassment or micro aggression. One thing that comes up is does the person want you to intervene on their behalf. Thoughts on that?

@Kris, yes, please share widely with your faculty, staff, trainees! We are working on an APPD website in front of the firewall for this Confronting Racism series!

Session Evaluation: https://uthtmc.az1.qualtrics.com/jfe/form/SV_bj6DQ9QQZM5IqTb

Thank you so much for a great talk!

I have been told/asked that if I use improper pronouns that I don't apologize when corrected but rather thank the person who corrects me, This takes the burden off them for saying "it's okay" as it is not.

Please send the references to patience.white@gmail.com

I think this is helpful to take the burden of it, not them

Thank you-this was very helpful

not give the burden to them

Train the trainer

would love more, thank you!

Excellent tools provided in this lecture. Thank you so much!

i know there are people who missed this; definitely repeat and please let us know where this recording will be posted. thanks!

This was an absolutely wonderful session. Huge thanks to Drs. Bryant, Gilliam, Russell, Poitevien, and Blankenburg!

Wonderful session! Thank you all so much

thank you! are you guys able to share your slides so we can review the tools?

thank you! this was wonderful!

@Francisco, as someone from East Texas area--it is imperative that the allies speak up on those common microinsults!!

thank you so much

What should you do if trying to be an ally, the person who had a microagression against them did not want you speak up?

So important, thank-you for sharing your knowledge and experience

Incredibly well done. Kudos to the whole speaking panel.

will there be a recording of this talk

thank you everyone !

This was great! Thank you!

Thank you!

Thank you!