Navigating and Supporting Marginalized Identities in Dominant Pharmacy Spaces

Addressing issues of diversity becomes more difficult when challenges impeding diversity efforts remain hidden. Issues like microaggressions, implicit bias, and lack of support are often present, but little is done by those in positions of power to mitigate or eliminate them. The purpose of this self-reflection is to address each of these areas and suggest six steps that may be taken to alleviate them: 1) anticipate microaggressions; 2) explore identities; 3) overcome internalized oppression and implicit bias; 4) recognize and mitigate stereotype threat; 5) differentiate yourself and provide space for others to differentiate themselves; 6) develop and reinforce support systems. The initial phase of the manuscript focuses on implicit bias manifestations, specifically microaggressions, and how to prevent them from disrupting inclusivity. Following that will be a review of implicit bias, as well as the importance of self-awareness in promoting inclusivity in the workplace. Finally, the discussion will center what can be done do to create the best environment for ourselves and others as we move together towards creating environments that do more than speak to diversity efforts and are actually welcoming to each person within that space. This manuscript is written for a few reasons. First, it provides insight on how to incorporate and integrate our multiple and sometimes divergent identities. Second, to discuss how our identities may influence how we react to diverse and non-diverse others. Third, this manuscript fills a gap in the field related to the experiences of those among us with multiple marginalized identities. This autoethnography seeks to empower not only myself but also others, especially those of us at the margins (e.g., people of color, women, the LGBT community) and those with dominant identities to speak up when they witness inequality.