Causes of Racial Stress and Trauma. An Overview of Dr. Shelly Harrell’s Model of Racism-Related Stress

antiracism impact microaggressions race-related stress racism Dec 04, 2023
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Often, people do not fully realise the profound and ongoing impact of racism on Black and other ethnic minority communities. Understanding the racism definition beyond isolated incidents is essential, particularly within conversations about equity diversity inclusion, diversity and inclusion, and diversity and inclusion at work.

Dr Shelly Harrell, a psychologist and Research Coordinator at Pepperdine University in the United States, developed the Model of Racism-Related Stress to explain how racism operates as a chronic and cumulative stressor. Her work is widely referenced within DEI training, anti racism training, and unconscious bias training, as it provides a clear framework for understanding how racism affects wellbeing over time.

This groundbreaking model outlines the dynamics of race-related stress and its impact on individuals from Black and other racially marginalised backgrounds. It highlights the discomfort, pain, and psychological distress that many people experience regularly as a result of racism in everyday life, including within the racism at workplace context.

Below are the six core contributors to race-related stress and trauma identified in Dr Harrell’s model.

 

Race-Related Life Events

Race-related life events include both direct and indirect experiences of racism. These may involve explicit acts such as racial slurs (for example, the use of the ‘N’ or ‘P’ words), exclusion, or physical attacks based solely on skin colour or perceived ethnicity. Such incidents frequently occur in public spaces, educational settings, and the workplace, undermining efforts to create an inclusive workplace and reinforcing structural inequality.

 

Vicarious Racism

Vicarious racism refers to indirect exposure to racial violence or discrimination and can be just as distressing as direct experiences. Examples include learning about the brutality of slavery during a lecture, seeing footage of George Floyd’s murder on social media, or hearing workplace ‘banter’ about ongoing global conflicts involving racialised groups. Even when not personally targeted, these experiences can activate deep emotional responses and compound stress, particularly in environments lacking cultural humility and inclusive leadership.

 

Daily Racist Micro-Stressors (Microaggressions)

Daily racist micro-stressors, commonly referred to as microaggressions, are subtle, routine expressions of bias that ethnic minorities often encounter. These can include assumptions such as believing all Latin Americans are ‘feisty’ or that Gypsy, Roma, and Traveller communities are inherently criminal. Such behaviours are frequently rooted in unconscious bias and are often unintentional, yet their cumulative effect can be deeply harmful, especially in professional environments focused on workplace inclusion diversity.

 

Chronic Contextual Stressors

Chronic contextual stressors arise from ongoing awareness of systemic racism and unequal access to power, opportunity, and resources. This may become evident when individuals enter organisations and see little racial representation in senior leadership, or within education systems where curricula fail to positively reflect diverse histories and contributions. Addressing these stressors requires intentional inclusive leadership, inclusion in the workplace, and sustained organisational commitment to equity.

 

Collective Experiences of Racism

Collective experiences of racism involve witnessing persistent discrimination or violence directed at one’s racial or ethnic group. For example, repeated reports of Black individuals experiencing police brutality in the United States and the United Kingdom reinforce collective trauma and fear. These experiences highlight why diversity and inclusion at work initiatives must go beyond surface-level policies and engage with the wider social realities employees bring into the workplace.

 

Transgenerational Transmission of Group Trauma

Dr Harrell’s model also recognises the transgenerational transmission of trauma. This occurs when the psychological impact of historical racial violence is passed down through generations. Family stories, lived memories, and cultural narratives can make past injustices feel immediate and embodied, reinforcing the need for compassionate, trauma-informed approaches within DEI training and cpd-accredited courses.

 

Moving Towards Understanding and Healing

Dr Shelly Harrell’s Model of Racism-Related Stress offers a comprehensive framework for understanding how racism operates as a sustained psychological burden rather than a series of isolated events. It is an essential model for organisations committed to equity diversity inclusion, meaningful anti racism training, and creating truly inclusive environments.

By engaging with this model through structured learning, such as cpd-accredited courses and reflective unconscious bias training, individuals and organisations can deepen empathy, challenge harmful norms, and support healing at both individual and collective levels.

 

Headings adapted from:
Harrell, S. P. (2000). A multidimensional conceptualization of racism-related stress: Implications for the well-being of people of color. American Journal of Orthopsychiatry, 70(1), 42–57. https://doi.org/10.1037/h0087722

Visit Dr Shelly Harrell’s website to learn more about her work and research.

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).

Time to Talk about Race Online Course

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