‘Use your privilege’ to combat bias, improve diversity and inclusion
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MIAMI – Improving diversity and inclusion starts with understanding one’s own implicit bias and working intentionally to create a culture of inclusivity to unleash everyone’s true potential, an expert at Scrubs and Heels Summit said.
“Inclusion is about creating a sense of true belonging and care so that people will value who they are and the experiences that they bring,” Jennifer A. Christie, MD, professor of medicine at the Emory University School of Medicine, executive associate division director and clinical director of digestive diseases for The Emory Clinic, said during her talk. “Until we get to that point, it’s going to be very difficult to unleash everyone’s potential but that is what we strive for.”
Christie showed that while the representation of women in gastroenterology and medicine overall is improving, there is still room for growth in women holding leadership positions. When looking at race and ethnicity, the numbers tell the story of under representation and “huge disparities” with nearly half of gastroenterologists categorized as white and, in comparison, just 4% Black.
“We have to expand the pipeline,” Christie said. “It has to be at all levels, not only from the physician level but also the administrative staff. Staff needs to see at leadership, you have women, folks from underrepresented groups, individuals who are LGBTQ. It is important that they see that so they see they can move into spaces of leadership within that organization.”
The pillars of diversity and inclusion require those in leadership positions to assess their landscape, hire intentionally and create a culture of inclusion through transparency and open, honest dialogue.
When looking to improve the culture of an institution and one’s own role, Christie explained each individual must understand their own implicit bias, undergo true antiracist training, contribute to the development of pipeline programs to hire and train individuals from underrepresented groups, act as an ally and advocate, provide and undertake professional education, create leadership opportunities and actively sponsor and mentor the next generation of physicians.
“It is important that we understand our biases. We all have them and they are automatic impressions or perceptions we have of people. It doesn’t make us bad people but we have them. They’re pervasive,” Christie said. “You can manage them”
Biases increase in instances of time constraints, high workload, provider fatigue, ambiguity and clinical uncertainty.
“That’s every day,” Christie added.
And these implicit biases not only affect hiring and professional success among physicians but when looked at in the light of structural racism, they impact disparities in health care such as liver transplant candidacy, cancer treatment and colon cancer screening, she said.
“In health equity, [diversity and inclusion] is the key to being able to improve the health of all patients in our communities,” she said.
Christie called on the attendees at this meeting to be intentional about their personal and professional efforts to improve diversity and inclusion, to have empathy and try to understand the framework in which others’ lives have been built.
“This is a huge task for all of us to participate in and, over time, we will get there,” she said. “Use your privilege ... to help to work against oppression and to help others feel heard and show solidarity.”
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Christie JA. D is for Diversity in Digestive Diseases. Presented at: Scrubs & Heels Summit 2022; March 25-27, 2022; Miami.
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