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Recognizing and Mitigating Racial and Ethnic Interview-Associated Microaggressions Across the Academy
Joshua Wollen1, Asish Biju2, Natalie Rosario1
1University of Houston, College of Pharmacy, Department of Pharmacy Practice and Translational Research, Houston, TX, USA.
American Journal of Pharmaceutical Education
|January 11, 2024
Summary
Microaggressions in academic pharmacy interviews harm underrepresented minority (URM) candidates, pushing them to assimilate. Addressing bias and improving institutional culture are key to recruiting and retaining diverse faculty.
Area of Science:
- Pharmacy Education
- Higher Education Diversity
- Academic Faculty Recruitment
Background:
- Microaggressions in academic pharmacy interviews negatively impact underrepresented minority (URM) candidates.
- These incidents can pressure URM candidates to assimilate rather than embrace their unique identities, hindering institutional diversification.
- The experiences of URM faculty in academic pharmacy interviews contribute to their underrepresentation.
Purpose of the Study:
- To examine the challenges URM faculty face during academic pharmacy interviews.
- To highlight the impact of microaggressions on URM candidates' experiences and institutional representation.
- To propose strategies for creating a more inclusive academic pharmacy environment.
Main Methods:
- Qualitative analysis of URM pharmacy faculty perspectives and experiences during academic interviews.
- Review of existing literature on microaggressions and diversity in higher education.
- Development of recommendations based on identified challenges.
Main Results:
- URM candidates often encounter inappropriate questions and comments during interviews, signaling a need for assimilation.
- These experiences can deter URM individuals from pursuing or remaining in academic pharmacy roles.
- A gap exists in understanding and addressing the subtle biases affecting URM faculty recruitment and retention.
Conclusions:
- Implementing microaggression prevention strategies and bias training is crucial.
- Improving institutional culture is essential for sustainable recruitment and retention of URM faculty.
- Fostering an environment where URM candidates can bring their authentic selves is vital for academic pharmacy's strength and diversity.
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