Oftentimes we make snap judgments of people we interact with, categorizing them according to gender, social, and other characteristics. This may unintentionally lead to microaggressions, which are subtle, covert forms of discrimination. These microaggressions may happen every single day – and you may not even realize it. Microaggressions may impact your interactions with clients, co-workers, and contribute to detrimental impacts.

During this presentation, participants will learn practical strategies to help identify microaggressions in a clinical setting and discuss the actions we can take to mitigate them. Additionally, coping strategies for those who experience microaggressions will be discussed. Together we will engage in dialogue and focus on how we can be more inclusive and culturally aware within our mental health clinical work.

This all-day training workshop includes three interactive parts outlined below. Each section may include breakout groups, knowledge questions, and various activities to boost participant engagement throughout.

Part 1: Listen and Learn
When speaking on bias and inclusivity, utilizing appropriate self-disclosure and encouraging productive dialogue can be useful with promoting optimal learning and improved insight. Therefore, part 1 will focus on understanding terminology and history related to microaggressions, while also implementing activities that encourage cultural vulnerability and improve awareness of unconscious bias. Utilizing findings from evidence-based research, audience members will also learn about the impact microaggressions may have within the clinical setting.

Part 2: Action and Response
We all hold implicit bias, and that does not make us a bad person, it only makes us human. However literature indicates that effectively challenging biases and utilizing evidence-based response tactics when experiencing microaggressions can mitigate negative impacts. Therefore, part 2 will provide useful strategies to respond to microaggressions and offer techniques when unintentionally perpetuating convert forms of discrimination. Personal self-care strategies will also be discussed.

Part 3: Enhance Workplace Culture
A positive organizational culture should be committed to professional values, which supports clients/co-workers of all different backgrounds (e.g., different genders, races/ethnicities, economic statuses, religions, etc.). Hence, part 3 will focus on boosting organizational practices to create a more inclusive culture.