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window.loswp.willEdgeCache = false; window.loswp.work = {"work":{"id":109392346,"created_at":"2023-11-19T07:20:53.242-08:00","from_world_paper_id":243495166,"updated_at":"2025-02-01T20:31:48.137-08:00","_data":{"publisher":"American Psychological Association","ai_title_tag":"Microaggressions and Coping in Black Women Leaders","grobid_abstract":"The purpose of this study was to examine the experiences of racial microaggressions in the workplace and coping strategies of Black women managers in corporate American positions. Semi-structured interviews were conducted with 10 Black women who had worked as senior-level corporate professionals, acknowledged that subtle racism exists in contemporary U.S. society, and had personal experiences of racism in the workplace. A phenomenological methodology was used to uncover the lived experiences of these women. Results yielded racial microaggression themes including environmental manifestations, stereotypes about Black women, assumed universality of the Black experience, invisibility and exclusion. Coping strategies included religion and spirituality, armoring, shifting, support networks, sponsorship and mentorship, and self-care. Directions for future research, clinical and theoretical implications of experiences of racial microaggressions, and coping strategies of professional Black women in corporate America are discussed.","publication_date":"2015,,","publication_name":"Qualitative psychology","grobid_abstract_attachment_id":"107531829"},"document_type":"paper","pre_hit_view_count_baseline":null,"quality":"high","language":"en","title":"Racial microaggression experiences and coping strategies of Black women in corporate leadership","broadcastable":true,"draft":null,"has_indexable_attachment":true,"indexable":true}}["work"]; window.loswp.workCoauthors = [44235760]; window.loswp.locale = "en"; window.loswp.countryCode = "SG"; window.loswp.cwvAbTestBucket = ""; window.loswp.designVariant = "ds_vanilla"; window.loswp.fullPageMobileSutdModalVariant = "full_page_mobile_sutd_modal"; window.loswp.useOptimizedScribd4genScript = false; window.loginModal = {}; window.loginModal.appleClientId = 'edu.academia.applesignon'; 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if (!viewCountBody) { throw new Error('Failed to find work views element'); } viewCountBody.textContent = `${commaizedViewCount} views`; } catch (error) { // Remove the whole views element if there was some issue parsing. document.getElementById('work-metadata-view-count')?.parentNode?.remove(); throw new Error(`Failed to parse view count: ${viewCount}`, error); } }; // If the DOM is still loading, wait for it to be ready before updating the view count. if (document.readyState === "loading") { document.addEventListener('DOMContentLoaded', () => { updateViewCount(viewCount); }); // Otherwise, just update it immediately. } else { updateViewCount(viewCount); } })();</script></div><p class="ds-work-card--work-abstract ds-work-card--detail ds2-5-body-md">The purpose of this study was to examine the experiences of racial microaggressions in the workplace and coping strategies of Black women managers in corporate American positions. Semi-structured interviews were conducted with 10 Black women who had worked as senior-level corporate professionals, acknowledged that subtle racism exists in contemporary U.S. society, and had personal experiences of racism in the workplace. A phenomenological methodology was used to uncover the lived experiences of these women. Results yielded racial microaggression themes including environmental manifestations, stereotypes about Black women, assumed universality of the Black experience, invisibility and exclusion. Coping strategies included religion and spirituality, armoring, shifting, support networks, sponsorship and mentorship, and self-care. Directions for future research, clinical and theoretical implications of experiences of racial microaggressions, and coping strategies of professional Black women in corporate America are discussed.</p><div class="ds-work-card--button-container"><button class="ds2-5-button js-swp-download-button" data-signup-modal="{"location":"continue-reading-button--work-card","attachmentId":107531829,"attachmentType":"pdf","workUrl":"https://www.academia.edu/109392346/Racial_microaggression_experiences_and_coping_strategies_of_Black_women_in_corporate_leadership"}">See full PDF</button><button class="ds2-5-button ds2-5-button--secondary js-swp-download-button" data-signup-modal="{"location":"download-pdf-button--work-card","attachmentId":107531829,"attachmentType":"pdf","workUrl":"https://www.academia.edu/109392346/Racial_microaggression_experiences_and_coping_strategies_of_Black_women_in_corporate_leadership"}"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span>Download PDF</button></div><div class="ds-signup-banner-trigger-container"><div class="ds-signup-banner-trigger ds-signup-banner-trigger-control"></div></div><div class="ds-signup-banner ds-signup-banner-control"><div id="ds-signup-banner-close-button"><button class="ds2-5-button ds2-5-button--secondary ds2-5-button--inverse"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">close</span></button></div><div class="ds-signup-banner-ctas"><img src="//a.academia-assets.com/images/academia-logo-capital-white.svg" /><h4 class="ds2-5-heading-serif-sm">Sign up for access to the world's latest research</h4><button class="ds2-5-button ds2-5-button--inverse ds2-5-button--full-width js-swp-download-button" data-signup-modal="{"location":"signup-banner"}">Sign up for free<span class="material-symbols-outlined" style="font-size: 20px" translate="no">arrow_forward</span></button></div><div class="ds-signup-banner-divider"></div><div class="ds-signup-banner-reasons"><div class="ds-signup-banner-reasons-item"><span class="material-symbols-outlined" style="font-size: 24px" translate="no">check</span><span>Get notified about relevant papers</span></div><div class="ds-signup-banner-reasons-item"><span class="material-symbols-outlined" style="font-size: 24px" translate="no">check</span><span>Save papers to use in your research</span></div><div class="ds-signup-banner-reasons-item"><span class="material-symbols-outlined" style="font-size: 24px" translate="no">check</span><span>Join the discussion with peers</span></div><div class="ds-signup-banner-reasons-item"><span class="material-symbols-outlined" style="font-size: 24px" translate="no">check</span><span>Track your impact</span></div></div></div><script>(() => { // Set up signup banner show/hide behavior: // 1. 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The minimum educational requirement for study participation was a completed Master’s degree. Women could be enrolled in a doctoral program and pursuing any discipline or could have previously obtained a doctoral degree. The relevance of resistance theory as a framework for understanding Black women’s experiences with and responses to microag- gressions is investigated. Using thematic analysis within a social construc- tionist framework, five themes were detected: (a) Mighty Melanin Tax; (b) The Acrid Academy; (c) Underrating Race; (d) Coping as Optimal Resistance; and (e) Armored Coping. Limitations and implications for future research are included.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Worse Than Blatant Racism: A Phenomenological Investigation of Microaggressions among Black Women","attachmentId":38415400,"attachmentType":"pdf","work_url":"https://www.academia.edu/14751418/Worse_Than_Blatant_Racism_A_Phenomenological_Investigation_of_Microaggressions_among_Black_Women","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/14751418/Worse_Than_Blatant_Racism_A_Phenomenological_Investigation_of_Microaggressions_among_Black_Women"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="1" data-entity-id="22478837" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/22478837/Coping_with_Gendered_Racial_Microaggressions_among_Black_Women_College_Students">Coping with Gendered Racial Microaggressions among Black Women College Students</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="43889528" href="https://utah.academia.edu/StacyHarwood">Stacy Harwood</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of African American Studies, 2013</p><p class="ds-related-work--abstract ds2-5-body-sm">ABSTRACT In this study, we explored the strategies that Black women use to cope with gendered racial microaggressions, or the subtle and everyday verbal, behavioral, and environmental expressions of oppression based on the intersection of one’s race and gender. A total of 17 Black women undergraduate, graduate, and professional students participated in one of two semi-structured focus group interviews. Results from dimensional analysis indicated five coping strategies: two resistance coping strategies (i.e., Using One’s Voice as Power, Resisting Eurocentric Standards), one collective coping strategy (i.e., Leaning on One’s Support Network), and two self-protective coping strategies (i.e., Becoming a Black Superwoman, Becoming Desensitized and Escaping). The theme of Picking and Choosing One’s Battles was also uncovered as a process whereby participants made deliberate decisions about when and how to address the microaggressions they experienced. Findings indicated that Black women used a combination of coping strategies depending on contextual factors, which supports and extends previous research. Implications and directions for future research in the field of African American studies are discussed.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Coping with Gendered Racial Microaggressions among Black Women College Students","attachmentId":44904117,"attachmentType":"pdf","work_url":"https://www.academia.edu/22478837/Coping_with_Gendered_Racial_Microaggressions_among_Black_Women_College_Students","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/22478837/Coping_with_Gendered_Racial_Microaggressions_among_Black_Women_College_Students"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="2" data-entity-id="86802048" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/86802048/African_American_Women_Managers_u27_Experiences_in_Predominantly_Black_Work_Environments">African American Women Managers\u27 Experiences in Predominantly Black Work Environments</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="140735761" href="https://dmvinnicombe.academia.edu/RayMuhammad">Ray Muhammad</a></div><p class="ds-related-work--metadata ds2-5-body-xs">2018</p><p class="ds-related-work--abstract ds2-5-body-sm">The experiences of African American women managers in predominantly Black work environments and the implication of these experiences on their ability to lead remains unknown. The purpose of this qualitative multiple case study was to gain deeper understanding of the leadership experiences of African American women managers employed in predominantly Black work environments. This study was framed by three key concepts: intersectionality of gender and race, intraracial discrimination, and colorism. The trustworthiness of the study\u27s data was supported by employing methodological triangulation of the study\u27s multiple data sources: semistructured interviews with 10 African American women managers as participants, journaling/ reflective field notes, and archival data. Cross case analysis revealed 8 categories that enclose a total of twelve themes: (a) career trajectory of African American woman manager, (b) gender challenges in a predominantly Black enterprise, (c) race challenges i...</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"African American Women Managers\\u27 Experiences in Predominantly Black Work Environments","attachmentId":91174513,"attachmentType":"pdf","work_url":"https://www.academia.edu/86802048/African_American_Women_Managers_u27_Experiences_in_Predominantly_Black_Work_Environments","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/86802048/African_American_Women_Managers_u27_Experiences_in_Predominantly_Black_Work_Environments"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="3" data-entity-id="121937609" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/121937609/Microaggressions_in_Administrator_Preparation_Programs_How_Black_Female_Participants_Experienced_Discussions_of_Identity_Discrimination_and_Leadership">Microaggressions in Administrator Preparation Programs: How Black Female Participants Experienced Discussions of Identity, Discrimination, and Leadership</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="39748633" href="https://uconn.academia.edu/jennieweiner">jennie weiner</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Proceedings of the 2019 AERA Annual Meeting, 2019</p><p class="ds-related-work--abstract ds2-5-body-sm">Using Sue et al.'s microaggressions framework, this qualitative study focused on the preparation experiences of 10 Black, female school leaders to examine how and in what ways identity, leadership, and discrimination were discussed in their administration preparation programs. We find participants were neither given space to explore their identities or experiences of discrimination nor did they learn strategies to address them. Instead, leadership was treated as an identity-neutral endeavor, and conversations regarding racial or gender differences were ignored or silenced. In these ways, the programs perpetrated various microaggressions excluding, negating, or nullifying participants' experiences as Black female leaders.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Microaggressions in Administrator Preparation Programs: How Black Female Participants Experienced Discussions of Identity, Discrimination, and Leadership","attachmentId":116702911,"attachmentType":"pdf","work_url":"https://www.academia.edu/121937609/Microaggressions_in_Administrator_Preparation_Programs_How_Black_Female_Participants_Experienced_Discussions_of_Identity_Discrimination_and_Leadership","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/121937609/Microaggressions_in_Administrator_Preparation_Programs_How_Black_Female_Participants_Experienced_Discussions_of_Identity_Discrimination_and_Leadership"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="4" data-entity-id="79420113" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/79420113/Black_British_female_managers_The_silent_catastrophe">Black British female managers—The silent catastrophe</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="44561793" href="https://independent.academia.edu/DeniseMiller11">Denise Miller</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Gender, Work & Organization, 2021</p><p class="ds-related-work--abstract ds2-5-body-sm">The researcher examined the experiences of Black British female managers (BBFM) who worked for Children and Young People's Services (CYPS) operating in the UK. The following research questions guided this study: How do Black British female managers experience racial microaggressions and how do they cope with it? Purposive and theoretical sampling were used to recruit 10 BBFM who worked for CYPS and who had similar demographic characteristics (i.e., racial/ethnic background and managerial experience). Interview transcripts were analyzed using constructivist grounded theory (Charmaz, 2006a). Over 200 codes were identified and extracted from individual interview transcripts. Organizing the codes into categories resulted in five themes that highlighted the challenging practices that BBFM perceived thwarted their careers (i.e., The Organizational Culture, On the Outside Looking In, Stereotype Threat, Prejudice, and Discrimination and Institutional Racism and Espoused Practice vs. Reality), and one theme that described their coping strategies (i.e., The Silent Catastrophe). Although the study is centered on a multisectorial sample, two main conclusions can be drawn from this study. First, gendered racism curtails the career development of BBFM in ways that are not experienced by their White counterparts. Second, BBFM perceive that their experiences in CYPS was fundamentally negatively This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Black British female managers—The silent catastrophe","attachmentId":86141753,"attachmentType":"pdf","work_url":"https://www.academia.edu/79420113/Black_British_female_managers_The_silent_catastrophe","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/79420113/Black_British_female_managers_The_silent_catastrophe"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="5" data-entity-id="27703810" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/27703810/_Aint_I_a_Woman_Perceived_Gendered_Racial_Microaggressions_Experienced_by_Black_Women">" Ain't I a Woman? " : Perceived Gendered Racial Microaggressions Experienced by Black Women</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="43889528" href="https://utah.academia.edu/StacyHarwood">Stacy Harwood</a></div><p class="ds-related-work--abstract ds2-5-body-sm">This study explored the experience of gendered racial microaggressions (i.e., subtle and everyday verbal, behavioral, and environmental expressions of oppression based on the intersection of one's race and gender) among Black women at a predominantly White university. A total of 17 undergraduate, graduate, and professional students participated in one of two semistructured focus group discussions. Using dimensional analysis, three core gendered racial microaggression themes were uncovered, each with two subthemes: Projected Stereotypes (expectation of the Jezebel, expectation of the Angry Black Woman), Silenced and Marginalized (struggle for respect, invisibility), and Assumptions About Style and Beauty (assumptions about communication styles, assumptions about aesthetics). Results indicated that</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"\" Ain't I a Woman? \" : Perceived Gendered Racial Microaggressions Experienced by Black Women","attachmentId":47971176,"attachmentType":"pdf","work_url":"https://www.academia.edu/27703810/_Aint_I_a_Woman_Perceived_Gendered_Racial_Microaggressions_Experienced_by_Black_Women","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/27703810/_Aint_I_a_Woman_Perceived_Gendered_Racial_Microaggressions_Experienced_by_Black_Women"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="6" data-entity-id="19771137" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/19771137/Perceptions_of_Racial_Microaggressions_Among_Black_Supervisees_in_Cross_Racial_Dyads">Perceptions of Racial Microaggressions Among Black Supervisees in Cross-Racial Dyads</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="40475606" href="https://columbia.academia.edu/DeraldWSue">Derald W Sue</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of Counseling Psychology, 2007</p><p class="ds-related-work--abstract ds2-5-body-sm">Perceived racial microaggressions by White supervisors were examined through a qualitative analysis of 10 self-identified Black doctoral supervisees in counseling and clinical psychology. Results indicated 7 microaggression themes directed toward this group: (a) invalidating racial–cultural issues, (b) making stereotypic assumptions about Black clients, (c) making stereotypic assumptions about Black supervisees, (d) reluctance to give performance feedback for fear of being</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Perceptions of Racial Microaggressions Among Black Supervisees in Cross-Racial Dyads","attachmentId":40835689,"attachmentType":"pdf","work_url":"https://www.academia.edu/19771137/Perceptions_of_Racial_Microaggressions_Among_Black_Supervisees_in_Cross_Racial_Dyads","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/19771137/Perceptions_of_Racial_Microaggressions_Among_Black_Supervisees_in_Cross_Racial_Dyads"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="7" data-entity-id="1853822" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/1853822/Discrimination_and_coping_in_the_lives_of_Black_women_Analyses_of_oral_history_data">Discrimination and coping in the lives of Black women: Analyses of oral history data</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="2299280" href="https://bc.academia.edu/MBrintonLykes">M. Brinton Lykes</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of Social Issues, 1983</p><p class="ds-related-work--abstract ds2-5-body-sm">The present study was designed to explore the multiple effects of institutional discrimination on individuals by examining the distinctive and interactive effects of racial and sexual prejudice andlor institutional discrimination on the coping styles of a small sample of older black women. The existence of the Black Women Oral History Project provided a unique opportunity to examine the perceptions and experiences of discrimination among a set of American black women 70 years of age and older who have made a significant contribution to the improvement of the lives of black people, especially in the 1940s and the 1950s. Examples from these accounts are presented and analyses discussed which suggest that direct instrumental coping may not be the strategy of choice in coping with experiences of discrimination. Rather, selected situational variables (the racial composition of the workplace and the type of discrimination identified) and personal factors (perceptions of the control of the outcome and of the source of the problem) interact and differentially predict either direct instrumental coping ~~ This research was conceived and planned in collaboration with Clara Mayo. Unfortunately as a result of her sudden death, the article must be written without her. The research was conducted during a period when both Clara and I were doing research at the Murray Center. 79 0022-4537/83/0900-0079$3.00/ I c-The Sociely for the Psychological Study of Social Issues 80 M. Brinton Lykes orflexibility in coping styles. Thefindings suggest further that in some contexts a less direct coping strategy may be more effective than a direct instrumental strategy in creatively confronting discrimination.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Discrimination and coping in the lives of Black women: Analyses of oral history data","attachmentId":50839280,"attachmentType":"pdf","work_url":"https://www.academia.edu/1853822/Discrimination_and_coping_in_the_lives_of_Black_women_Analyses_of_oral_history_data","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/1853822/Discrimination_and_coping_in_the_lives_of_Black_women_Analyses_of_oral_history_data"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="8" data-entity-id="35846982" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/35846982/How_Naturalized_African_Americans_Experience_Racial_Microaggressions_in_U_S_Federal_Agencies">How Naturalized African-Americans Experience Racial Microaggressions in U.S. Federal Agencies</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="23168898" href="https://gcu.academia.edu/DrCasimirBilong">Dr. Casimir Bilong</a></div><p class="ds-related-work--abstract ds2-5-body-sm">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.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"How Naturalized African-Americans Experience Racial Microaggressions in U.S. Federal Agencies","attachmentId":55724984,"attachmentType":"pdf","work_url":"https://www.academia.edu/35846982/How_Naturalized_African_Americans_Experience_Racial_Microaggressions_in_U_S_Federal_Agencies","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/35846982/How_Naturalized_African_Americans_Experience_Racial_Microaggressions_in_U_S_Federal_Agencies"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="9" data-entity-id="90822788" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/90822788/Black_Individuals_u27_Lived_Experiences_with_Racial_Microaggressions_and_Implications_in_Counseling">Black Individuals\u27 Lived Experiences with Racial Microaggressions and Implications in Counseling</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="33429147" href="https://waldenu.academia.edu/LetitiaBrowneJames">Dr. Letitia Browne-James</a></div><p class="ds-related-work--metadata ds2-5-body-xs">2018</p><p class="ds-related-work--abstract ds2-5-body-sm">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 couns...</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Black Individuals\\u27 Lived Experiences with Racial Microaggressions and Implications in Counseling","attachmentId":94279278,"attachmentType":"pdf","work_url":"https://www.academia.edu/90822788/Black_Individuals_u27_Lived_Experiences_with_Racial_Microaggressions_and_Implications_in_Counseling","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/90822788/Black_Individuals_u27_Lived_Experiences_with_Racial_Microaggressions_and_Implications_in_Counseling"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div></div></div><div class="ds-sticky-ctas--wrapper js-loswp-sticky-ctas hidden"><div class="ds-sticky-ctas--grid-container"><div class="ds-sticky-ctas--container"><button class="ds2-5-button js-swp-download-button" data-signup-modal="{"location":"continue-reading-button--sticky-ctas","attachmentId":107531829,"attachmentType":"pdf","workUrl":null}">See full PDF</button><button class="ds2-5-button ds2-5-button--secondary js-swp-download-button" data-signup-modal="{"location":"download-pdf-button--sticky-ctas","attachmentId":107531829,"attachmentType":"pdf","workUrl":null}"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span>Download PDF</button></div></div></div><div class="ds-below-fold--grid-container"><div class="ds-work--container js-loswp-embedded-document"><div class="attachment_preview" data-attachment="Attachment_107531829" style="display: none"><div class="js-scribd-document-container"><div class="scribd--document-loading js-scribd-document-loader" style="display: block;"><img alt="Loading..." src="//a.academia-assets.com/images/loaders/paper-load.gif" /><p>Loading Preview</p></div></div><div style="text-align: center;"><div class="scribd--no-preview-alert js-preview-unavailable"><p>Sorry, preview is currently unavailable. 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