Engage and Empower. At Vanderbilt University Medical Center in Nashville, Brandon Esianor, MD, a resident physician in the department of otolaryngology–head and neck surgery, says getting leadership at the top to create and support committees that include people from diverse backgrounds who can work toward the common goal of diversity and inclusion has been effective. It’s also important to engage and empower people who are passionate about these matters at all levels of employment.
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October 2020Start the Conversation. Shannon D. Fayson, MD, resident surgeon, department of otolaryngology–head and neck surgery, University of Michigan, Ann Arbor, recommends that programs begin initiating discussions about racism, implicit bias, and health disparities within their departments. “Some people may not want to participate, but these discussions are still important because racism happens everywhere, affecting the way people perform in work environments and their overall well-being,” she said. “Silence and neutrality are damaging. People must also accept their privileges and understand the impact of systemic racism on minority trainees, faculty, and patients. Once this happens, a department can then develop policies and initiatives through an equity lens to combat racism as well as to improve the experience of these groups.”
Be Comfortable with Discomfort. Ultimately, you need to be willing to be uncomfortable, said Noriko Yoshikawa, MD, a senior physician and assistant program director at Kaiser Permanente in Oakland, Calif. “We have to keep our eye on the goal of combating racism and be willing to consider if we might be part of the problem,” she said. “We need to approach this inquiry with curiosity and kindness, not with guilt and shame. None of us created this system. This pot has been stewing for centuries, but now that we’ve found ourselves in it, we need to figure out how to turn off the heat.”