It’s a pernicious cycle—the fewer faculty of color, the fewer residents of color come to that program. Upstream, the fewer senior faculty of color, the fewer junior faculty of color are recruited.
Is it merely a matter of faculty in power—more likely to be white than their residents—ignorant about the problem?
The recent literature abounds: Doll and Thomas have written about the lack of diversity in highly competitive specialties; Hill et. al. made clear that racial, gender and sexual minority trainees suffer abuse so prevalent as to be a matter of course; and Osseo-Asare et. al. showed through qualitative interview that even at progressive institutions, racial minority residents can expect shoddy treatment.
If knowledge is not the problem, is an inclusive academic workplace not salient enough? In other words, do department chairs and residency training directors have more important problems to engage? If so, what are they, and why are they more important?
1. Doll KM, Thomas CR, Jr. Structural Solutions for the Rarest of the Rare - Underrepresented-Minority Faculty in Medical Subspecialties. N Engl J Med 2020;383:283-5.
2. Hill KA, Samuels EA, Gross CP, et al. Assessment of the Prevalence of Medical Student Mistreatment by Sex, Race/Ethnicity, and Sexual Orientation. JAMA Intern Med 2020;180:653-65.
3. Osseo-Asare A, Balasuriya L, Huot SJ, et al. Minority Resident Physicians' Views on the Role of Race/Ethnicity in Their Training Experiences in the Workplace. JAMA Netw Open 2018;1:e182723.
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