<p>Racial microaggressions are associated with multiple negative health outcomes, including increased distress, anxiety (Blume et al., 2012; Schoulte et al., 2011), and substance use (Su et al., 2019). The negative effects of racial microaggressions have been observed through daily assessments (Burrow & Ong, 2010; Ong et al., 2009; Swim et al., 2003). However, these studies have been conducted almost exclusively among Black adults. Thus, the first aim of the current study is to examine the impact of daily experiences of racial microaggressions on health outcomes among Black adolescents. Further, it is also important to examine factors that might influence the relationship between racial microaggressions and health outcomes. One factor that has received a considerable amount of attention is racial identity, with more recent studies examining the impact of racial identity profiles. Thus, the second aim of the current study was to explore variability in these risk pathways based on racial identity profiles. Participants were Black adolescents (N = 48; 79.2% girls; Mage=17.13). Respondents completed measures of racial identity at baseline and daily diary measures of racial microaggressions, depression, anxiety, aggression, and substance use for 14 days. Participants reported an average of 5.56 experiences of racial microaggressions per day. Neither concurrent or lagged-day associations between racial microaggressions and symptoms of depression or symptoms of anxiety were significant. Concurrent analyses indicated that the between-person effect of racial microaggressions on aggression was significant (estimate=0.345, SE=0.138, t=2.495, p=0.016), and that effect was still evident one day later (estimate=0.107, SE=0.040, t=2.686, p=0.007). The concurrent, within-person effect of racial microaggressions on cannabis use was also significant (OR=1.524, 95%CI[0.103, 0.740], p=0.010). Four racial identity profiles were identified (labeled race- focused, undifferentiated, integrationist, and multiculturalist) and a number of effects were significant within profiles. This study further highlighted that Black youth are experiencing an overwhelming number of racial microaggressions on a daily basis. Additionally, this project represents a crucial step in advancing our understanding of how racial microaggressions operate to influence health outcomes among Black adolescents on the daily level and highlights several areas for needed study and intervention. </p>

The problem of racial microaggressions in the United States has important implications for counseling due to the mental and physical health concerns individuals who experience them may develop. Although the current literature addresses racial microaggressions among Black individuals and implications for counseling, no qualitative studies that included the voices of Black individuals using relational cultural theory were found. Therefore, the purpose of this study was to explore the lived experiences of Black individuals who have encountered racial microaggressions and learn their perspectives on what counselors can do to help them in counseling. Adding this perspective will help fill this gap in counseling literature and aid counselors in promoting mental wellness among Black clients. Through semi structured interviews, 7 Black adults living in Florida shared their lived experiences with racial microaggressions and gave perspectives on how counselors can serve Black clients in counseling. Interpretive phenomenological analysis was the research design used in the study, in concordance the 6-step approach used to analyze the data, and relational cultural theory was the theoretical framework. The following 7 themes emerged from the study: lived experiences with racial microaggressions, emotional responses to racial microaggressions, intersectionality, coping with racial microaggressions, advocacy and social justice, neighborhood and community social support, and implications for counseling. These results provided implications for social change because they can add to counselors' knowledge on how to improve services to Black clients, which can improve their lives.

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The Civil Rights Act was enacted more than 5 decades ago, and its provisions forbade discrimination on the basis of race in hiring, promoting, and firing. Yet some researchers argue that racial discrimination issues are still prevalent in the United States. They contend that modern racial discrimination is more covert and takes the form of racial microaggressions, which are subtle conscious or unconscious insults and derogatory attitudes directed towards minorities. Researchers have not fully addressed the prevalence of racial microaggressions in U.S. workplaces, however. The purpose of this qualitative phenomenological study was to explore the lived experiences of naturalized African-Americans regarding racial microaggressions in U.S. federal agencies. The research problem was examined through the lens of critical race theory. Ten participants from the Social Security Administration were selected using snowball sampling. Data were collected through semi structured phone interviews and then examined using thematic content analysis to identity key concepts and develop a coding structure, from which 9 themes emerged. Findings revealed that participants experienced racial microaggressions in the form of bias, prejudice, false assumptions, nepotism, favoritism, and unfair denial of opportunities for promotion and professional development while at work, which affected their morale and productivity. This study may contribute to positive social change by helping leaders of U.S. federal agencies to understand their multicultural and diverse workforce and work environment. U.S. government officials could also use this study as a basis for policy decisions that may improve racial relations in U.S. federal agencies.

For racial minority faculty, racism is associated with adverse outcomes, including poor job satisfaction and less motivation, which may lead faculty to leave the teaching profession. It is unknown what relationships, if any, exist among perceived racial microaggression, job satisfaction, and employee motivation among African American (AA) faculty and other faculty of color in colleges and universities in the southeastern United States. Critical race theory provided a framework to investigate the relationship of perceived racial microaggressions toward AA faculty and other faculty of color with motivation and job satisfaction. This study involved a correlational design using multiple linear regressions to determine the relationships between the variables in a sample of 42 AA faculty and other faculty of color. In the multiple linear regression analysis, the predictor variables were 6 microaggression subscales (assumptions of inferiority, second-class citizen and assumption of criminality, microinvalidations, exoticization/assumptions of similarity, environmental microaggressions, and workplace and school micro-aggressions). The outcome variables were employee motivation and job satisfaction. The results of the analysis indicated no significant relationships between perceived level of microaggressions and job satisfaction or between perceived level of microaggressions and employee motivation. To determine possible bivariate relationships, Pearson's correlations were performed. Assumptions of inferiority and microinvalidations were negatively correlated with job satisfaction, which suggests that when examined in isolation, higher assumptions of inferiority and microinvalidations were associated with lower levels of job satisfaction. Implications for positive social change pertain to ways that oppression and racism can be eliminated in colleges and universities.

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