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In a Faculty Meeting: "When someone dismisses concerns about bias in patient care or assessments by saying, 'I think we’re making this a bigger issue than it is.'"

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General Work Environment: "When someone dominates the conversation during diversity training, without acknowledging their own privilege."

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In a Mentorship Role: "When a student of color expresses feeling marginalized, and the response is to tell them to toughen up or work harder."

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In a Faculty Meeting: "When a faculty member suggests that expanding recruitment efforts for underrepresented minority students will lower the academic standard."

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Clinical Evaluations: "When your competency is questioned by colleagues or supervisors due to assumptions based on your race or background."

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In a Clinical Setting: "When a patient expresses preference for a White optometrist, and the administration allows them to switch without addressing the implicit bias."

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In a Staff Meeting: "When concerns about microaggressions experienced by staff members of color are dismissed as 'isolated incidents' that don’t warrant broader policy changes."

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In Patient Care: "When a colleague questions the complaints of a patient of color and implies that they’re being overly sensitive."

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During Diversity Training:  "When a colleague dismisses the concept of white privilege by saying, 'I worked hard for everything I have; I didn’t have anything handed to me.'"

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In an Administrative Role: "When leadership brushes off the lack of diversity among faculty by saying, 'We hire based on merit, not on meeting diversity quotas.'"

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During Student Evaluations: "When students of color consistently receive feedback that they need to 'work harder to fit in' or 'adjust their behavior' without addressing the cultural dynamics affecting their performance."

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In a Hiring Process: "When hiring committees are reluctant to consider diverse candidates due to concerns about 'fit' in the department, without addressing how this term can mask bias."