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Although research suggests that school psychologists are generally satisfied with their experiences in the field, scholars have yet to examine how exposure to racial microaggressions, or subtle race-based insults, may impact satisfaction. The purpose of the current study was to examine the relation between exposure to microaggressions and satisfaction among practicing school psychologists, students, and university faculty. We were particularly interested in the role of race. We collected survey data from 93 school psychologists, and found that exposure to microaggressions predicted reported satisfaction with jobs and placements, but that the relation was only relevant for People of Color (POC). We also found that the relation between microaggression exposure and satisfaction was moderated by the demographic of one's work setting, as POC in settings that were primarily Black and Brown reported less satisfaction when they experienced high levels of microaggressions. Future directions and implications for the field of school psychology are discussed.

Researchers sought to demonstrate that live exposure to racial microaggressions would lead to immediate cognitive depletion among Black college women at a predominantly White institution, if they identified race as central to their self-concept. One week prior to visiting the research lab, participants completed a measure of racial centrality via an online survey. Those assigned to the microaggression condition were exposed to racial microaggressions from a White research assistant, as opposed to those in the control condition who heard benign comments. Exposure led to cognitive depletion, as measured by Stroop, but racial centrality did not significantly moderate the relationship. These findings offer evidence that a hostile university environment could have deleterious consequences on the cognitive functioning of Black women.

Although University Counseling Centers continue to report increased rates of served students, those who hold marginalized identities continue to be underrepresented. Many factors may contribute to such discrepancies, including stigma, access, and trust in providers. College students across the nation have recently called for an increase in the number of professionals who identify as racially/ethnically diverse. The current article reviews one university's response to their own students' call for action, and particularly explores how the program was implemented and its associated costs and benefits. Considerations for other university administrators seeking to employ similar methods are discussed.

Purpose: The current literature has not provided insight into the effects of using racially derogatory words in the context of academic instruction or when reviewing historical texts. This study aims to examine the impact of such microaggressive language on cognitive performance among university students. Design/methodology/approach: Using experimental methodologies, the participants were recruited to the research lab and assigned to one of the three conditions, as they were exposed to a derogatory word, heard a replacement of the word or did not hear it at all. Given the results of prior studies, researchers hypothesized that participants holding marginalized racial/ethnic identities would experience greater levels of cognitive depletion, as measured by the Stroop (1935) color-naming task, when compared to their white counterparts, as it was expected that students from underrepresented racial/ethnic backgrounds would be more affected by use of such language. Findings: The primary hypothesis was supported, as students from underrepresented backgrounds who were exposed to the microaggressive language displayed diminished Stroop (1935) performance as compared to those not exposed and their white counterparts who heard the same language. Originality/value: This study adds to the literature surrounding the immediate impact of microaggression of university students holding marginalized racial/ethnic identities.

Although University Counseling Centers continue to report increased rates of served students, those who hold marginalized identities continue to be underrepresented. Many factors may contribute to such discrepancies, including stigma, access, and trust in providers. College students across the nation have recently called for an increase in the number of professionals who identify as racially/ethnically diverse. The current article reviews one university's response to their own students' call for action, and particularly explores how the program was implemented and its associated costs and benefits. Considerations for other university administrators seeking to employ similar methods are discussed. [ABSTRACT FROM AUTHOR]

As the demand for university counseling services continues to rise, students of color remain less likely to receive services as compared to their White counterparts. As part of the currently study, researchers gathered preliminary data surrounding the outreach efforts employed at a sampled university, where a psychologist was assigned to the university's cultural and resource offices. Undergraduate students of color at the university completed a questionnaire surrounding their experiences with the counseling center and their reactions to the new psychologist working within the cultural and resource offices. Results of the survey suggest positive results and may be beneficial for entities attempting to reach targeted populations. [ABSTRACT FROM AUTHOR]