跳至主要内容

APA.org APA Style APA Services Divisions About APA Events Join APA Help Log In Cart(0)

成
  主
  科
  EDUCATION &   教育与 NEWS & 新闻与
 
MEMBERS
员 TOPICS
题 PUBLICATIONS &
出版物和
SCIENCE
学 CAREER 职业 ADVOCACY 宣传
DATABASES
数据库
CAREER   生涯
Psychologists are teaching health care
teams to identify and address
microaggressions
心理学家正在教导医疗团队识别和解决微攻击
Proactive training is the key to effective handling of subtle forms of discrimination—as well
as avoiding them in the first place
积极主动的培训是有效处理微妙形式的歧视以及首先避免歧视的关键
Date created: July 1, 2023
By Heather Stringer  希瑟·斯金格报道 创建日期：2023 年 7 月 1 日 10 min read

Vol. 54 No. 5
第54卷第5期
Print version: page 76
印刷版：第76页

Racism, Bias, and Discrimination Gender  性 Race and Ethnicity  种族和民族 Socioeconomic Status  社会经济地位
种族主义、偏见和歧视

(javascript:toggleCitation();)

(javascript:toggleFeedback();)
2

(#)

(javascript: openSocialShare('https://twitter.com/share?url=https%3a%2f%2fwww.apa.org%2fmonitor%2f2023%2f07%2fpsychology-addressing-microaggressions&via=APA&text

(javascript: openSocialShare('https://www.linkedin.com/shareArticle?mini=true&url=https%3a%2f%2fwww.apa.org%2fmonito
microaggressions&title=Psychologists+are+teaching+health+care+teams+to+identify+and+address+microaggressions&summary=Proactive+training+is+the+key+to+effective+handling

(javascript:openEmail('English');)

(javascript:printThis();)
As public awareness of systemic racism has intensified since the murder
of George Floyd in 2020, psychologists are seeing increased openness in
clinical care teams to learn about microaggressions—subtle statements,
actions, or incidents that are unintentional or intentional forms of
discrimination against members of a marginalized group.

自 2020 年乔治·弗洛伊德（George Floyd）被谋杀以来，随着公众对系统性种族

主义的认识增强，心理学家看到临床护理团队在了解微攻击方面越来越开放——
微妙的陈述、行动或事件是对边缘化群体成员的无意或故意形式的歧视。
Microaggressions are common in health care and can cause team
members to feel less valuable and less inclined to share clinical input.
Many do not feel comfortable expressing concerns about slights related to
race, sexual orientation, socioeconomic status, or gender. That, in turn,
can harm patient care. “Important clinical information can be lost when
team members feel degraded and uncomfortable interacting with
colleagues and patients,” said Veronica Shead, PhD, a clinical psychologist
in the VA St. Louis Healthcare System who conducts team trainings on
microaggressions.

微攻击在医疗保健中很常见，会导致团队成员感到价值降低，更不愿意分享临床意
见。许多人不愿意表达对与种族、性取向、社会经济地位或性别有关的轻视的担
忧。反过来，这可能会损害患者护理。“当团队成员感到退化和不舒服地与同事和
患者互动时，重要的临床信息可能会丢失，”弗吉尼亚州圣路易斯医疗保健系统的
临床心理学家Veronica Shead博士说，他进行微攻击的团队培训。
By leading discussions about different types of microaggressions, the
impact on patients and team members, and how to address the incidents,
psychologists are pioneering culture change in health care systems.
“Microaggression education is not focused on dismantling systems but
improving them,” Shead said. “And providers want to feel equipped to
deliver the best care possible.”

通过引导关于不同类型的微攻击、对患者和团队成员的影响以及如何解决这些事件
的讨论，心理学家正在开创医疗保健系统中的文化变革。“微攻击教育的重点不是
拆除系统，而是改进它们，”Shead说。“提供者希望有能力提供最好的护理。
While taking time for microaggression training may seem difficult in a
hospital’s fast-paced environment, research suggests that delaying these
discussions can have significant effects on patients and providers.
According to one review paper, studies conducted from 2007 to 2020
showed that microaggressions in the United States and Canada were
associated with anxiety, depressive symptoms, low self-esteem, and
suicidal ideation (Spanierman, L. B., et al., Perspectives on Psychological
Science, Vol. 16, No. 5, 2021 (https://doi.org/10.1177/17456916211019944) ). “If
patients are coming to treatment for an ailment and they experience a
subtle microaggression, this could compound the presenting problem,”
said Lisa Spanierman, PhD, a professor of counseling and counseling
psychology at Arizona State University who studies microaggressions. In
the studies, microaggressions were also linked to back pain, hypertension,
insomnia, and stomachaches among targets of the discrimination.

虽然在医院快节奏的环境中花时间进行微攻击训练似乎很困难，但研究表明，推迟
这些讨论会对患者和提供者产生重大影响。根据一篇评论论文，2007 年至 2020
年进行的研究表明，美国和加拿大的微攻击与焦虑、抑郁症状、自卑和自杀意念有
关（Spanierman，L. B. 等人，《心理科学透视》，第 16 卷，第 5 期，2021
年）。“如果患者来治疗疾病并且他们经历了微妙的微攻击，这可能会加剧呈现的
问题，”亚利桑那州立大学咨询和咨询心理学教授Lisa Spanierman博士说。在研
究中，微攻击还与背痛、高血压、失眠和胃痛有关。
For health care providers, studies suggest that workplace mistreatment
such as discrimination increases the risk of burnout and suicidality (Ehie,
O., et al., Current Opinion in Anesthesiology, Vol. 34, No. 2, 2021
(https://doi.org/10.1097/ACO.0000000000000966) ). One study of more than
7,000 surgery residents showed that roughly one-third reported
discrimination based on their self-identified gender and 16% reported
racial discrimination (Hu, Y., et al., The New England Journal of Medicine,
Vol. 381, No. 18, 2019 (https://doi.org/10.1056/NEJMsa1903759) ). Factors
such as depression, job dissatisfaction, and physician burnout have been
associated with suboptimal care practices, including medical errors.

对于医疗保健提供者，研究表明，歧视等工作场所虐待会增加倦怠和自杀的风险
（Ehie，O.等人，麻醉学当前意见，第 34 卷，第 2 期，2021 年）。一项针对
7，000 多名手术住院医师的研究表明，大约三分之一的人报告了基于自我认同的
性别的歧视，16% 的人报告了种族歧视（Hu， Y. 等人，《新英格兰医学杂志》，
第 381 卷，第 18 期，2019 年）。抑郁、工作不满和医生倦怠等因素与次优护理
实践有关，包括医疗错误。
While much of the literature on microaggression intervention focuses on
helping the target respond, this sends a message that the target is solely
responsible for addressing harmful behavior, said Roxanne Upah-
Crenshaw, PhD, a clinical psychologist in the VA Greater Los Angeles
Healthcare System who provides training related to microaggressions
throughout the Veterans Affairs (VA) system.

虽然许多关于微攻击干预的文献都集中在帮助目标做出反应上，但这发出了一个信
息，即目标全权负责解决有害行为，弗吉尼亚州大洛杉矶医疗保健系统的临床心理
学家Roxanne Upah-Crenshaw博士说，他在整个退伍军人事务部（VA）系统中
提供与微攻击相关的培训。
“This can create heaviness and stress for targets, which can lead to
burnout,” she said. “This ultimately affects productivity and staffing
turnover.” By teaching a team about microaggressions, colleagues who
witness the incidents learn to support patients or team members who are
targets. Discussions about these subtle forms of discrimination are often
eye-opening for team members, and the benefits have a positive ripple
effect on the work environment, patient satisfaction, and the quality of
care.

这会给目标带来沉重和压力，从而导致倦怠，”她说。“这最终会影响生产力和人
“
员流动。通过向团队传授有关微攻击的知识，目睹事件的同事学会了支持作为目标
的患者或团队成员。关于这些微妙形式的歧视的讨论通常会让团队成员大开眼界，
其好处对工作环境、患者满意度和护理质量产生积极的连锁反应。

ADVERTISEMENT  广告

Owning the problem 拥有问题

An important message to relay to health care teams is that nobody is
immune to these biases, said Derald Wing Sue, PhD, a professor of
psychology and education at Columbia University’s Teachers College and
a pioneer in microaggression research. “These beliefs are so deeply
embedded that they are usually outside of our conscious awareness,” he
said. “It’s valuable for individuals to explore the biases that they harbor.”
In his new Microintervention Toolkit (PDF, 233KB)
(https://priceschool.usc.edu/wp-
content/uploads/2021/07/microintervention.toolkit.brochure_part_1.pdf) , Sue
outlines a strategy called making the “invisible” visible—bringing the
microaggression to the forefront of the person’s awareness. This allows
the targets or bystanders to verbalize what is happening in a
nonthreatening manner. Tactics include asking for clarification of a
statement, such as “What exactly do you mean?” or “Did I hear you
correctly?” or reminding the perpetrator of the rules, such as “We don’t
tolerate or condone those types of behaviors here.”

向医疗保健团队传达的一个重要信息是，没有人能免受这些偏见的影响，哥伦比亚
大学师范学院心理学和教育学教授，微攻击研究先驱Derald Wing Sue博士说。
“这些信念是如此根深蒂固，以至于它们通常在我们的意识意识之外，”他说。“对
于个人来说，探索他们所怀有的偏见是有价值的。在他的新微干预工具包（PDF，
233KB）中，Sue概述了一种称为“隐形”可见的策略 - 将微攻击带到人意识的最前
沿。这允许目标或旁观者以非威胁性的方式表达正在发生的事情。策略包括要求澄
清陈述，例如“你到底是什么意思？”或“我没听错吗？”或提醒肇事者规则，例如
“我们在这里不容忍或宽恕这些类型的行为”。

[Related: Tactics to disarm and neutralize microaggressions

(/monitor/2023/07/tactics-microaggressions) ]

[ 相关：解除和消除微侵略的策略]
Upah-Crenshaw started increasing awareness about microaggressions at
the VA in 2020. She partnered with Shead to present a national webinar to
geriatric mental health providers who often worked in interprofessional
teams in geriatric units. After the first training, other departments and
specialties from VA health care facilities around the country started
inviting them to speak. “We were getting traction, which suggested that
this was a hot-button topic that had not been formally addressed in
academic or DEI [diversity, equity, and inclusion] employment training,”
she said.

于 2020 年开始提高对弗吉尼亚州微攻击的认识。她与 Shead

Upah-Crenshaw
合作，向经常在老年病房跨专业团队工作的老年心理健康提供者举办了全国网络研
讨会。在第一次培训之后，来自全国各地VA医疗机构的其他部门和专业开始邀请
他们发言。“我们得到了牵引力，这表明这是一个热点话题，尚未在学术或 DEI [多
样性、公平和包容] 就业培训中正式解决，”她说。
Patient to provider discrimination is a frequent pathway for
microaggression behavior in health care. Over time, these interactions can
affect the physical, mental, and emotional well-being of providers. “If the
comments happen once or twice, it is not a problem, but cumulatively it
can be harmful,” said Odi Ehie, MD, vice chair of DEI for the University of
California, San Francisco’s Department of Anesthesia. She has experienced
microaggressions such as patients asking where she is from or where she
trained. Others have commented on how young she looks and asked when
and where she finished residency. Some of Ehie’s responses include asking
the patient to explain more about what they want to know. “This gets
them to think about what they are saying,” she said.

患者对提供者的歧视是医疗保健中微攻击行为的常见途径。随着时间的推移，这些
互动会影响提供者的身体、心理和情感健康。“如果评论发生一两次，这不是问
题，但累积起来可能是有害的，”加州大学旧金山分校麻醉系DEI副主席Odi Ehie
博士说。她经历过微攻击，例如患者询问她来自哪里或在哪里训练。其他人评论她
看起来很年轻，并询问她何时何地完成了居留权。Ehie的一些回应包括要求患者解
释更多关于他们想知道的内容。“这让他们思考他们在说什么，”她说。
Incorrect name pronunciation is another common microaggression
experienced by ethnically diverse team members. These providers will
sometimes encounter requests from patients to use the first letter of their
last name rather than the full name. Upah-Crenshaw has experienced this
personally, and she addresses it by helping the patient learn to pronounce
her name with tips such as “Upah” is like the state Utah with a “p.”
Another type of slight that happens in health care is the assumption that
two different providers of the same race or ethnicity are the same person.
“I might gently point out that they are thinking of somebody else, and then
suggest that they have more interactions with those team members to
become familiar with them,” she said.

名字发音不正确是不同种族的团队成员经历的另一种常见的微攻击。这些提供者有
时会遇到患者的请求，要求使用其姓氏的第一个字母而不是全名。Upah-
Crenshaw亲身经历过这种情况，她通过帮助患者学习发音她的名字来解决这个问
题，例如“Upah”就像犹他州带有“p”的提示。医疗保健中发生的另一种轻视是假设
同一种族或民族的两个不同提供者是同一个人。“我可能会委婉地指出他们在想别
人，然后建议他们与这些团队成员有更多的互动，以熟悉他们，”她说。
Judgments about providers who speak with accents are also somewhat
frequent. When Shead hears a patient make negative comments about a
colleague’s accent, she addresses the implications of the comments. “I
may explain that the statement sounds like the patient is questioning the
physician’s skill set,” she said. “I share that my colleague is a highly
regarded provider on our team.”

对用口音说话的提供者的判断也有些频繁。当Shead听到患者对同事的口音做出负
面评论时，她会谈到这些评论的含义。“我可以解释一下，这句话听起来像是在质
疑医生的技能，”她说。“我分享我的同事是我们团队中备受推崇的提供者。”

Autonomy breeds creativity

自主孕育创造力
At the University of California, San Francisco Benioff Children’s Hospitals,
psychologist Marsha Treadwell, PhD, recently helped launch a coaching
program for managers about issues related to DEI, including
microaggressions. The managers learned to create “Brave Spaces,” or
regular conversations with their teams about how implicit biases could
impact the sense of belonging for team members. Each unit or team was
given autonomy to decide on meeting frequency and how to address the
problem, and one neonatal intensive care unit created a poster displaying
nurses holding signs based on microaggressions they had experienced.
The signs included phrases such as “I don’t have to be born here to be an
American”; “Don’t ask me ‘what are you?’ I’m a ‘who,’ not a ‘what’”; “I am
Chinese but I did not start the coronavirus. It is not called the Chinese
virus.”

在加州大学旧金山分校贝尼奥夫儿童医院，心理学家Marsha Treadwell博士最近
帮助启动了一个针对管理人员的辅导计划，涉及与DEI相关的问题，包括微攻击。
经理们学会了创建“勇敢的空间”，或者定期与他们的团队讨论隐性偏见如何影响团
队成员的归属感。每个单位或团队都被赋予决定会议频率和如何解决问题的自主
权，一个新生儿重症监护室制作了一张海报，展示护士根据他们所经历的微攻击举
着标志。这些标语包括诸如“我不必出生在这里才能成为美国人”之类的短语;“不要
问我'你是什么人？'我是一个'谁'，而不是一个'什么'“;“我是中国人，但我没有开始
冠状病毒。它不叫中国病毒。
For Treadwell, the active interest in the Brave Spaces program has been
encouraging. “We are creating an environment where everyone on the
team owns the issue and individuals do not have to feel isolated,” she
said.

对于特雷德韦尔来说，对勇敢空间计划的积极兴趣令人鼓舞。“我们正在创造一个
环境，让团队中的每个人都拥有这个问题，个人不必感到孤立，”她说。

Provider to patient biases

提供者对患者的偏见
Patients may also be the victims of microaggressions from providers, and
learning to call out these insults tactfully can build trust within a team and
with patients. Shead noticed a microaggression during a meeting when
one of the providers warned the team that a patient and his family were
being difficult, with loud vocalizations and resistance to the treatment
plan. Although the provider’s intention was to prepare the team for the
case, Shead, a Black woman, sensed implicit bias against the Black patient
and his family. She spoke up and reminded the team that African
Americans historically had been treated poorly in health care settings in
St. Louis. The family’s distrust was understandable, and she encouraged
her colleagues to gain the family’s confidence.

患者也可能是提供者微攻击的受害者，学会委婉地指出这些侮辱可以在团队内部和
患者之间建立信任。Shead在一次会议上注意到了一种微攻击，当时其中一位提供
者警告团队，一名患者和他的家人很困难，大声发声和对治疗计划的抵制。尽管提
供者的目的是让团队为案件做好准备，但黑人女性 Shead 感觉到对黑人患者及其
家人的隐性偏见。她大声疾呼并提醒团队，历史上非裔美国人在圣路易斯的医疗保
健环境中受到的待遇很差。家人的不信任是可以理解的，她鼓励她的同事获得家人
的信任。
Shead has also worked alongside colleagues who do not use the correct
pronouns for patients who have indicated that they are LGBTQ+. When
she noticed this behavior in a physician, she reminded everyone during a
team meeting that the pronouns for the transgender veteran on the unit
were “she/her.” “When a leader on a team intentionally disregards a
patient’s preferences, this can set a tone that discriminatory behavior is
acceptable,” she said.

还与那些没有为表明自己是LGBTQ +的患者使用正确代词的同事一起工作。
Shead
当她在医生身上注意到这种行为时，她在团队会议上提醒每个人，该单位跨性别退
伍军人的代词是“她/她”。“当团队中的领导者故意无视患者的偏好时，这可以设定
一种基调，即歧视行为是可以接受的，”她说。

Assumptions within teams

团队内部的假设
While providers may be the target of microaggressions from patients or
vice versa, subtle biases among team members can also affect
interactions. Team members may inadvertently assign patients to
colleagues from a similar marginalized group without considering a match
of patient concern and expertise. For example, a nurse or psychologist
who is LGBTQ+ may be paired with an LGBTQ+ patient even though the
patient did not make the request.

虽然提供者可能是患者微攻击的目标，反之亦然，但团队成员之间的微妙偏见也会
影响互动。团队成员可能会无意中将患者分配给来自类似边缘化群体的同事，而不
考虑患者关注和专业知识的匹配。例如，LGBTQ+ 的护士或心理学家可能会与
LGBTQ+ 患者配对，即使患者没有提出请求。

Hierarchy may also influence willingness to report microaggressions, said

Shead. People lower in the pecking order, such as certified nursing
assistants, technicians, or other support staff, tend to be less comfortable
speaking up when they experience discrimination. Shead works to combat
these inherent hierarchical biases by elevating these team members,
asking them directly for their professional input on various issues within
their responsibilities.

等级制度也可能影响报告微攻击的意愿，Shead说。排名较低的人，例如经过认证
的护理助理、技术人员或其他支持人员，在遭受歧视时往往不太愿意说出来。
Shead致力于通过提升这些团队成员来对抗这些固有的等级偏见，直接要求他们对
职责范围内的各种问题提供专业意见。
The healing power of amends
修正的治愈力
While it may feel jarring when a team member points out a
microaggression, apologizing after an incident can improve a professional
relationship. In a study of patients who had experienced microaggressions
from their therapists, the working alliance was stronger after the therapist
discussed the microaggression compared with those who did not. These
repaired alliances were as strong as those in which no perceived
microaggression occurred (Owen, J., et al., Professional Psychology:
Research and Practice, Vol. 45, No. 4, 2014 (https://doi.org/10.1037/a0037420)
).

虽然当团队成员指出微攻击时可能会感到不和谐，但在事件发生后道歉可以改善专
业关系。在一项针对经历过治疗师微攻击的患者的研究中，与没有经历过微攻击的
患者相比，治疗师讨论微攻击后的工作联盟更强。这些修复的联盟与那些没有发生
微攻击的联盟一样强大（欧文，J.等人，专业心理学：研究与实践，第45卷，第4
期，2014年）。
When apologizing, it is critical to focus on the impact of the comment
rather than the intent, said Upah-Crenshaw. “When someone tries to
explain the intent, the conversation shifts to how the perpetrator is feeling
rather than the hurt that was caused,” she said. “Instead, acknowledge the
impact the comments or behaviors had on others.” People who receive
nondefensive apologies are more likely to trust the person again, which
creates a sense of psychological safety and helps teams function more
effectively.

道歉时，关注评论的影响而不是意图至关重要，Upah-Crenshaw说。“当有人试
图解释意图时，谈话就会转移到肇事者的感受上，而不是造成的伤害，”她说。“相
反，承认评论或行为对他人的影响。收到非防御性道歉的人更有可能再次信任这个
人，这会产生一种心理安全感，并帮助团队更有效地运作。
For psychologists at the forefront of the effort to increase awareness
about microaggressions, the possibility of this type of healing in
relationships is motivation to continue educating people on how to
instigate change. “It is very difficult to escape the socialization that led to
my implicit biases, but if I inadvertently commit a microaggression, there
is hope that taking responsibility will create an even stronger
relationship,” said Spanierman.

对于站在提高对微攻击意识的最前沿的心理学家来说，这种关系中治愈的可能性是
继续教育人们如何煽动变革的动力。“很难摆脱导致我隐性偏见的社会化，但如果
我无意中犯下了微攻击，那么承担责任有望建立更牢固的关系，”斯潘尼尔曼说。
To help teams become comfortable talking about vulnerable topics like
microaggressions, consider incorporating discussions about equality,
diversity, and inclusion into weekly meetings, said Upah-Crenshaw. “This
gives the team a chance to learn the terminology and practice their skills
regularly,” she said.

说，为了帮助团队习惯于谈论微攻击等脆弱话题，请考虑将有关
Upah-Crenshaw
平等，多样性和包容性的讨论纳入每周会议。“这让团队有机会学习术语并定期练
习他们的技能，”她说。
Psychologists can not only lead the way in training teams, but also pioneer
research on the prevalence and effects of microaggressions in
interprofessional settings. Most research is focused on individuals in
health care, not teams, said Shead. “I would love to see psychologists
conduct studies in these integrated settings, because we are well
equipped to understand how identity affects work,” she said. “We are
uniquely prepared to ask how microaggressions are impacting outcomes
and patient care.”

心理学家不仅可以在培训团队方面处于领先地位，还可以率先研究跨专业环境中微
攻击的普遍性和影响。Shead说，大多数研究都集中在医疗保健领域的个人身上，
而不是团队。“我希望看到心理学家在这些综合环境中进行研究，因为我们有能力
了解身份如何影响工作，”她说。“我们特别准备询问微攻击如何影响结果和患者护
理。

This content is disabled due to your privacy settings. To re-enable, please adjust your
cookie preferences.
由于您的隐私设置，此内容被禁用。要重新启用，请调整您的 Cookie 首选项。

Further reading 延伸阅读
Microintervention strategies: What you can do to disarm and dismantle
individual and systemic racism and bias

微干预策略：您可以做些什么来解除和消除个人和系统的种族主义和偏见
(https://www.wiley.com/en-
us/Microintervention+Strategies%3A+What+You+Can+Do+to+Disarm+and+Dism
antle+Individual+and+Systemic+Racism+and+Bias-p-9781119769989)
Sue, D. W., et al., Wiley, 2020

苏，D.W.等人，威利，2020
The GRIT (gather, restate, inquire, talk it out) framework for addressing
microaggressions

解决微攻击的GRIT（收集，重申，询问，讨论）框架
(https://doi.org/10.1001/jamasurg.2019.4427)
Warner, N. S., et al., JAMA Surgery, 2020

华纳等人，美国医学会外科杂志，2020 年
Interrupting microaggressions in health care settings: A guide for teaching
medical students

中断医疗保健环境中的微攻击：医学生教学指南
(https://doi.org/10.15766/mep_2374-8265.10969)
Acholonu, R. G., et al., Journal of Teaching and Learning Resources, 2020

阿乔洛努等人，《教学资源杂志》，2020 年

Related and recent 相关和最近

Discipline is (/monitor/2023/10 APA think (/news/apa/2023/

still biased. disparities-suspen tank equity-think-tank)
How to rates) dismantling
reduce systemic
racial racism in
disparities health care
in and
suspension scholarship
rates APA智囊团拆
纪律仍然是有 除医疗保健和
偏见的。如何 奖学金中的系
减少停学率的 统性种族主义
种族差异
Experts
Four collaborate
questions for to propose
social ways
psychologist psychology
Jason can achieve
Okonofua on racial equity
how for
sidelining bias communities
can help stem of color
discrimination 专家合作提出
社会心理学家 心理学如何实
杰森·奥科诺富 现有色人种社
亚（Jason 区的种族平等
Okonofua）关
于边缘化偏见
如何帮助阻止
歧视的四个问
题

How to (/monitor/2023/07/m More than (/monitor/2023/

promote health-asian-american 20% of teens preventing-teen-s
mental teens) have
health seriously
among considered
Asian suicide.
American Psychologists
teens and
如何促进亚 communities
裔美国青少 can help
年的心理健 tackle the
康 problem
超过20%的青
The
少年认真考虑过
COVID-19
自杀。心理学家
pandemic
和社区可以帮助
illuminated
解决这个问题
the mental
health The most
stressors alarming trend
that this in recent years
vulnerable has been a
population sharp rise in
suicide among
Black youth
 faces. ages 10 to 24.
COVID-19 近年来最令人担
大流行阐明 忧的趋势是10至
了这一弱势 24岁黑人青年的
群体面临的 自杀率急剧上
心理健康压 升。
力源。

Tactics to disarm (/monitor/ Today’s (/monitor/2023/07/ra

woman and neutralize microaggr graduate ethnic-diversity-grad-
at microaggressions students students)
protest are
holding
解除和消除微侵略的
策略 racially
sign and
saying Practical strategies ethnically
Not and examples of diverse
Your how to address
Model 今天的研究
microaggressions.
生在种族和
Minority
如何解决微攻击的实 民族上是多
用策略和示例。 样化的
Racial
diversity
varied
across
both
subfields
and degree
levels.
种族多样性
在子领域和
学位水平上
各不相同。

ADVERTISEMENT  广告

ADVERTISEMENT  广告
Recommended Reading 推荐阅
读
 BOOK  书
Prevention
Psychology   预防心理
学
$74.99

BOOK  书
An ICD–10–CM
Casebook and
Workbook for
Students
面向学生的ICD-10-CM
案例集和工作簿
$41.99
BOOK  书
American
Psychological
Association
美国心理学会
$69.99
BOOK  书
Group
Psychotherapy in
Inpatient, Partial
Hospital, and
Residential Care
Settings
住院、部分住院和住院
护理环境中的团体心理
治疗
$98.99

Members may qualify for lower pricing

会员可能有资格享受更低的价格

Six Things Psychologists

are Talking About
心理学家在谈论的六件事
The APA Monitor on Psychology®
sister e-newsletter offers fresh
articles on psychology trends, new
research, and more.
心理学®监测姐妹电子通讯提供有
APA
关心理学趋势，新研究等的新鲜文章。
First Name  名字 *

Last Name  姓*

Email Address  电子邮件地址 *

SUBSCRIBE

Speaking of Psychology 说到心
理学
Subscribe to APA's audio podcast
series highlighting some of the
most important and relevant
 psychological research being
conducted today.
订阅APA的音频播客系列，重点介绍当
今正在进行的一些最重要和最相关的心
理学研究。
Subscribe to Speaking of
Psychology and download via:
订阅 说到心理学 并通过以下方式下
载：

Apple  苹果

Spotify Spotify

CONTACT APA  水接触

Advancing psychology to benefit society and improve lives

推进心理学，造福社会，改善生活

ABOUT PSYCHOLOGY  关于心理 PUBLICATIONS & DATABASES NEWS & ADVOCACY  新闻与宣传 CAREERS  职业
学 出版物和数据库 Monitor on Psychology Magazine Find a Job with PsycCareers
Science of Psychology
什么风格 心理学杂志监视器 在 PsycCareers 找工作
心理学科学 APA Style 

Books  书 Newsletters 通讯 Early Career Psychologists

Psychology Topics  心理学主题 儿童读物
Children's Books  Press Room 新闻发布室 早期职业心理学家
Databases 数据库 Advocacy from APA Services, Inc.
STUDENTS  学生 DVD/Streaming Video DVD/ 流媒体 来自APA服务公司的宣传 EVENTS & TRAINING  活动与培训
Accredited Psychology Programs 视频
认可的心理学课程 期刊订阅
APA Annual Convention
Journal Subscriptions 
STANDARDS & GUIDELINES  标 APA 年会
Careers in Psychology PsycNET® Journal Articles 准和准则 继续教育
心理学职业 PsycNET® 期刊文章 Standards and Guidelines
Continuing Education 

Events Calendar 活动日历
More Publications & Databases 标准和准则
Training 训练
Online Psychology Laboratory
在线心理学实验室 更多出版物和数据库 Ethics 伦理学

More for Students

面向学生的更多内容

ABOUT APA MEMBERS

Governance APA Merch Store Work at APA Get Involved RENEW MEMBERSHIP

APA Divisions Corporate Supporters Donate Membership Benefits

Directorates and Advertise with Us Contact Us More for Members JOIN APA
Programs
Privacy Statement Terms of Use Accessibility Website Feedback
Sitemap FOLLOW APA MORE

© 2023 American Psychological Association

750 First St. NE, Washington, DC 20002-4242
Telephone: (800) 374-2721; (202) 336-5500 | TDD/TTY: (202) 336-6123