Diversity in Medicine: How to be an ally

205 Pages·2021·44.159 MB·English

by  Heike E. Daldrup-Link

DIVERSITY
How to be an ally
IN MEDICINE
Edited by:
Heike E. Daldrup-Link, MD
Published in the United States of America
by Monasteria Press LLC, San Francisco
© Monasteria Press 2021
All rights reserved. No part of this publication may be reproduced or transmitted, in any
form or by any means, electronic, mechanical, photocopying, recording or otherwise,
without the prior written permission of Monasteria Press.
Monasteria Press has no responsibility for the persistence or accuracy of URLs for external
or third-party internet websites referred to in this publication, and does not guarantee that
any content on such websites is, or will remain accurate or appropriate.
ISBN 978-1-7372582-0-9
Every effort has been made in preparing this book to provide accurate and up-to-
date information which is in accord with accepted standards and practices at the
time of publication. Nevertheless, the authors, editor and publisher can make no
warranty that the information contained herein is totally free from error, not least because
accepted standards and practices are constantly changing through research and
regulation. The authors, editor and publisher therefore disclaim all liability for direct or
consequential damages resulting from the use of material contained in this book. Readers
are strongly advised to pay careful attention to to policies and regulations of their
institution/community as well as information provided by the manufacturer of any
medical treatments or equipment they plan to use.
CONTENTS
Underrepresented Minorities in Medicine 6
Women in STEM 31
LGBTQ+ 50
Marital Status 65
Men in STEM 82
The Academic Pipleine 99
First Generation 116
Ageism 131
Disabilities and Ageism 152
Liberals and Conservatives 171
Diversity of Thought 182
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Diversity in Medicine
Have you ever heard music that is so touching that it hurts?
Have you ever heard music that is so touching that it hurts? It is gently flowing into your
head, slowly expanding in your heart, gaining momentum and amplifying your senses -
until you feel beauty, love, happiness, magic - all at once. And as you close your eyes, you
can see eternity.
We need an orchestra to infuse a greater force into a melody – not a single trumpet, not a
single violin, and not 10 violins. It takes an orchestra to play a symphony.
Likewise, we need diverse players in medicine and biomedical research. Historically, the
field of science, technology, engineering, mathematics and medicine (STEM) has been
overwhelmingly male and overwhelmingly white. In the future, we will need more diverse
teams to serve patients in a multi-cultural environment, to provide diverse role models for
our team members, to unfold discoveries at the interface of different disciplines and to
thrive in a constantly changing multi-faceted world.
Lu Hong and Scott Page showed that diverse groups of problem solvers outperformed
high performing individuals and uniform groups of high performing problem solvers. In
health care, diverse backgrounds, experiences and communication skills are critical to serve
our increasingly diverse patient population, to solve daily challenges and to cure humanity
–one patient at a time.
Anyone who has tried to conduct an orchestra knows how hard it is to bring the ensemble
together: The trumpets may be overbearing, the violins may not play in harmony, the flute
might not get heard. Sounds familiar? In medicine and biomedical research, we want to
unite diverse team members with a wide range of abilities to create symphonies of medical
care and innovation. To do this, we have to start with a mutual understanding of
appreciation and respect for every team member. This will enable us to unleash every team
members full potential and combine our unique skills towards a collaborative performance
that is larger than any one of us could have achieved alone.
This book has been written for health care professionals, scientists and administrators, who
want to increase their cultural competency and become effective allies for trainees,
colleagues and patients in the field of clinical medicine and biomedical research. Insights
shared here will be also useful for students, staff and faculty who are working in other
STEM fields. Readers of this book will develop an increased awareness and understanding
of cultures and thought processes that are different than their own and thereby, increase
their effectiveness in interpersonal communications and negotiations.
This book is composed of 11 chapters which provide detailed insights into different aspects
of diversity, such as race/ethnicity, sex and sexuality, age, marital status, economic
background and ability/disability, among others. The book also discusses strengths and
needs of summer students and first generation college graduates, who are new to the
academic environment. The book challenges the reader to empathetically understand -
rather than dismiss - different ideological viewpoints. Lessons learned will culminate in a
celebration of diversity of thought as the engine of empathy, collaboration and innovation.
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Diversity in Medicine
Each chapter in this book starts with a summary of a specific diversity topic, followed by a
list of actionable items that can help to realize diversity related opportunities and address
topic-specific biases and barriers. These actionable items were derived by discussion
groups on these topics and are meant to provide the reader with examples, how they
can make a positive difference. It is well possible that suggestions for one aspect of
diversity (e.g. women in STEM) might also be beneficial to another (e.g. racial equity).
The ultimate goal is to inspire the reader to create their own action plan and foster
diversity and inclusion in their own community and/or at their own institution.
Since no single person can comprehensively reflect the broad range of different viewpoints
and experiences of different members in our community, I invited my team members at
Stanford Medicine to share their unique thoughts, experiences and perspectives. Most of
the contributors are based in the Department of Radiology, while some are based in other
clinical Departments, basic science Departments and/or other Institutions. Many of the
stories that these people generously shared reveal that we are much more alike than we
are different. Other stories and commentaries may provide insights into experiences and
beliefs that are different from those of the reader. When reading these stories, I would like
to encourage the reader to suspended judgment and try to develop an open mind for
different points of view. It does not mean that one cannot have views of their own. The
goal is rather to develop the ability to consider the merit of what other people
communicate before drawing any conclusions. This ability to listen first, integrate the
provided information into existing knowledge, and then drawing conclusions will be a
most impactful skill that readers can learn from interactions with this book.
As our authors explain, some members of minority groups have experienced severe
offenses by majority groups. Oppression in the environment of academic medicine can be
associated with economic exploitation and lack of power of the minority group, unearned
(not earned) advantages of the majority group, and biased thought processes and actions
that discriminate and deprive the minority group. If minority members have to prove their
worth over and over again, they cannot focus their creative energy towards productive
contributions. This book aims to inspire a collective understanding of shared values in
order to create a culture of fulfillment, creativity and prosperity for everyone.
To unite diverse minds to inspire symphonies of medical innovation, our book builds upon
shared values of inclusiveness and equal opportunity. Diverse opinions and ideas are
essential to the progress, growth and prosperity of medicine and its microcosmoses. The
stories in this book should help the reader to recognize unique skills, talents and insights of
people from diverse backgrounds such that we can broaden our collective perspectives,
collaborate effectively and create a better future for all of us.
Heike E. Daldrup-Link, MD
Professor and Associate Chair for Diversity
Stanford Medicine | Radiology
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Diversity in Medicine
“When we listen and celebrate what is both common and different,
we become wiser, more inclusive, and better as an organization..”
– Pat Wadors
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Diversity in Medicine
Who We Are and What We Stand For
The faculty, staff, and trainees of Stanford Radiology reaffirm the Department’s
commitment to fostering a diverse and welcoming learning community that wholeheartedly
embraces all of its members, including those who have been marginalized by aspects of
their identities. We believe that a broad definition of diversity is critical for the protection
of human rights and human dignity. The principles of respect and inclusion are essential to
our joint mission, as an academic institution, that is dedicated to both cultivating
dialogue across differences and to the development of meaningful citizenship that will meet
the challenges of a highly complex society. To achieve our goal of creating a more diverse
Department of Radiology community, we rely on, and therefore foster, diversity in the
faculty, the staff, and our trainees. We value diversity in areas such as race, color, national or
ethnic origin, sex, sexual orientation, gender identity, religion, age, parental or marital status,
veteran status, and disability. Therefore, the department places a high value on recruiting
and retaining individuals who can contribute to the department and Stanford University
diversity goals, in all hiring. We are also committed to continual learning and improving and
always strive to do better. When we are working on diversity, it should not be part of some to-
do list. It is a reality that should be deeply felt and valued by all of us and eventually become
engrained in our very cultural fabric.
Diversity can potentially be a sensitive topic. A healthy conversation on diversity starts
with giving voice to individuals from a variety of perspectives and backgrounds. The
experiences they share often reveal both strengths and imperfections in people and in
organizations. This book, borne from the newsletter of the Department’s Diversity
Committee, chaired by Dr. Heike Daldrup-Link, contains many examples of courage and
inspiration, revealing some opportunities for improvement, but mostly providing reflections
that are simply meant to be appreciated on their own merits. This collection reflects
unfiltered perspectives of a broad array of individuals. While no single individual’s
perspective represents that of the entire Department, the combination of diverse narratives
helps establish the candid dialogue necessary to build a culture of inclusion and support.
Sam Gambhir
Sanjiv Sam Gambhir, MD, PhD
Professor and Chair
Stanford Medicine | Radiology
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UNDERREPRESENTED
MINORITIES IN MEDICINE
“Diversity is not about how we differ.
Diversity is about embracing one another’s uniqueness.”
— Ola Joseph
Underrepresented Minorities in Medicine
Our first chapter is dedicated to faculty, trainees
and staff from racial and ethnic
underrepresented minority backgrounds. We
celebrate and appreciate their dedication,
hard work and important contributions
to the field of medicine and science, technology,
engineering and mathematics (STEM). We also
present data and personal reflections, which
show that we have more to do.
Privilege is blind. People who have been
protected from marginalizing experiences of
minority groups might not understand the
emotional strength, resilience, and energy
needed to overcome stereotypes and cultural
barriers. This chapter shows how we can
support each other and create a more inclusive
environment that will benefit us all. Martin
Luther King said: “stop judging people by the
color of their skin and start judging them by the
content of their character.”
Throughout this chapter and the entire book, we
are presenting notable quotes to the interested
reader in order to distill clarity from lived
experiences, stimulate the mind, invite personal
reflections and inspire change. When you reach a
quote that you connect with, take a pause,
reflect, acknowledge your own thoughts and
derive wisdom for your specific situation and
your unique community.
It can be humbling to realize the enormous
potential of a bold, new perspective. What did
most African Americans do decades ago if they
were told to go to the back of the bus? Rosa
Parks decided: The answer is no. And she
changed a whole society.
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How to be an ally
Many of us are struggling with what we can do as individuals in a political, biased environment,
where racism and xenophobia remain perversive. Here, we would like to share a few actionable
items that worked for our community. These points provide examples, are not meant to be
comprehensive and may require adjustments for different communities and different contexts:
• Educate yourself and your community through lectures, newsletters, journal clubs etc.
• Understand the difference between cultural humility and cultural competence
• Recognize bias and discrimination against Black Americans and other people from
racial/ethic minority backgrounds. Speak up if you notice intentional or unintentional
microaggressions. Identify power imbalances and advocate for others.
• Provide members from underrepresented minority backgrounds with opportunities to
share their experiences and ideas. Listen.
• Leaders on "listening tours": Ask if people who share their ideas would like to stay
anonymous or if they would like to be referenced. Do not steel ideas.
• Increase the representation of minority members in your Department / institution
through pipeline programs, outreach efforts and recruitment efforts
• Provide paid internship opportunities for students
• Create pathways for new growth and leadership
• Invite speakers from diverse backgrounds for Grand Rounds lectures
• Increase the representation of minority members in leadership positions
• Monitor diversity metrics and potential disparities with regards to access to resources,
work assignments, leadership opportunities, career advancements, salaries
• Create an environment that supports an inclusive culture
• Support networking events, actively connect team members
• Establish peer mentorship programs: Match mentees with mentors who are just one step
ahead of them in their career
• Facilitate sponsorship by senior leaders by establishing regular 1:1 meetings between
mentees and established leaders in the department /organization
• Organize imposter syndrome workshops
• Establish an office and/or "go to" person for confidential consultations regarding
diversity matters and mental health matters
• Introduce a process to address concerns of bias and microaggression, e.g. a peer learning
conference where anonymous concerns about interpersonal interactions are discussed
• Organize bidirectional town hall meetings and brainstorming sessions to seek feedback
how diversity and inclusion in your specific community can be advanced
• Introduce mandatory regulatory anti-racist and anti-bias training
• Conduct regular climate surveys
• Measure and address racial and ethnic health disparities. Provide incentives for high
quality medical care, impactful innovations and improved health outcomes
• Fund seed grant programs for diversity related projects
• Recognize time spent on diversity initiatives in career advancement deliberations
• Publicly value and appreciate team members for their contributions and achievements
• Create a sense of hope and optimism for the future; inspired by the openness and sense
of justice of younger generations.
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