Recently diversity, equity, and inclusion (DEI) initiatives have come under backlash. High-profile critics, like Elon Musk and Stephen Miller, have framed DEI as a political lightning rod, and it is not uncommon to see headlines calling for the end of DEI across a variety of fields. Social perceptions around what DEI is and isn't, along with misconceptions about meritocracy and the impact of diversity efforts, have added to the confusion around a complex issue that often centers on historical privilege in the U.S.
Healthcare has not escaped this backlash with an increase in anti-DEI sentiment, despite the known benefits and the critical importance of diversity in healthcare. Not to mention the impact of the social determinants of health on patient outcomes.
Recently, North Carolina Representative Greg Murphy proposed a bill called the EDUCATE Act. If passed, it would prevent medical schools from receiving federal funding if they have policies or requirements around diversity, equity, and inclusion (DEI). Of note is that the healthcare field has been aware of the existence of disparities and inequities in care and practice for decades. So much so, that the Centers for Disease Control and Prevention (CDC) define them as "preventable differences in the burden, disease, injury, violence, or in opportunities to achieve optimal health experienced by socially disadvantaged racial, ethnic, and other population groups and communities" and have an entire section dedicated to improving them.
DEI initiatives could and have been used to address these systemic disparities, like the racial disparities that exist in maternal and infant health or the chronic health disparities that can come from poverty. Often these efforts lead to better healthcare experiences for all, including improved patient outcomes and reduced barriers for underrepresented or marginalized groups.
Diversity in the healthcare field also benefits financial performance and employee retention, because it emphasizes the importance of addressing bias for better patient care and employee relations. Addressing health disparities, particularly those affecting people of color and LGBTQ+ communities, can significantly reduce excess medical costs, as much as $93 billion annually.
DEI initiatives in healthcare focus on cultural and social sensitivity — which does not just stop with race, gender or sexuality, but include religion, age, disability and so much more. It's about meeting the patient or your colleague with a mindset of humility and openness. Yet that involves training and accountability along with a willingness to change.
If DEI initiatives and training are crucial in healthcare, then shouldn't they be strengthened and not eliminated?
Most healthcare organizations and groups are not planning on eliminating their programs and most attempts to eliminate DEI have been met with resistance. However, the focus on expanding cultural competency or humility education in some cases has stalled. This is particularly disheartening as according to a report from Relias in 2021, only 62% of healthcare respondents had ongoing DEI initiatives and only 40% had DEI training.
In addition, if we look at education where racial diversity efforts are banned and organizations like Major League Baseball (MLB), which had decreased their focus on DEI, we've seen a decrease in participation from marginalized groups. The MLB has even seen more incidences of racism.
Instead, we must strengthen our commitment to fostering DEI. We must champion diversity in the healthcare workforce. We must ensure that all individuals receive culturally competent safe care. Let's work together to build a more resilient and inclusive healthcare environment. Ways we can accomplish this include:
• Ensure that your DEI goals are actually SMARTIE goals: smart, measurable, achievable or ambitious, relevant or realistic, timebound, inclusive, equitable.
• Training and education for staff that is relevant to their needs regarding diversity, equity and inclusion.
• Examine your hiring and training practices to look for inequities and address a lack of diversity.
• Create environments that are psychologically safe and allow people to engage in difficult conversations.
• Measure the progress. Then align DEI initiatives with concrete data around patient outcomes and employee turnover and engagement.
• Leadership must commit and mentor and model behaviors.
• Show the value and cost saving of implementing DEI initiatives. Nothing speaks louder than sharing actual results.
Let's create a truly equitable healthcare environment for both patients and the healthcare teams that care for them. Now is not the time for the healthcare field to back away from the hard work of DEI. Now is the time to stand fast and create initiatives that move us forward.
Uncommon Knowledge
Newsweek is committed to challenging conventional wisdom and finding connections in the search for common ground.
Newsweek is committed to challenging conventional wisdom and finding connections in the search for common ground.
