Microaggressions refer to verbal or non-verbal communications that invalidate those with non-dominant group identities across all dimensions of human diversity. Within human service organizations (HSOs), microaggressions may lower therapeutic alliance, reduce retention, and result in negative outcomes. While understanding the type, frequency, and damaging impact of microaggressions are useful and well established in research, less is known about the organizational policies, practices, behaviors, and values needed to reduce or eradicate microaggressions within human service contexts. Utilizing three focus groups and four individual interviews with adults who received services from HSOs, this qualitative study explored: What would HSOs need to learn, practice, and believe in order to be free of microaggressions? Sixteen participants reported on the provider's knowledge and behaviors, organizational environment, and institutional characteristics needed to create an organization free of microaggressions. Limitations of existing approaches and implications to develop more equitable practices within HSOs are discussed.

Microaggressions 是指口头或非口头交流，使那些在人类多样性的所有方面都具有非主导群体身份的人无效。在人类服务组织 (HSO) 中，微攻击可能会降低治疗联盟、减少保留并导致负面结果。虽然了解微攻击的类型、频率和破坏性影响在研究中很有用并且已经很好地建立起来，但对减少或消除人类服务环境中的微攻击所需的组织政策、实践、行为和价值观知之甚少。这项定性研究利用三个焦点小组和四次对接受 HSO 服务的成年人的单独访谈，探讨了：HSO 需要学习、实践、并相信是为了摆脱微侵略？16 名参与者报告了提供者的知识和行为、组织环境以及创建一个没有微观攻击的组织所需的机构特征。讨论了现有方法的局限性和在 HSO 内制定更公平的做法的影响。