Creating an Inclusive Work Environment Rafael Ortega MD

Creating an Inclusive Work Environment Rafael Ortega, MD Peter S. Cahn, Ph. D May 7, 2012

Learning objectives • Define the benefits of a diverse work environment • Identify strategies to effect organizational change • Recognize and neutralize unconscious bias

Mission Boston University School of Medicine is dedicated to the educational, intellectual, professional, and personal development of a diverse group of exceptional students, trainees, and faculty who are deeply committed to the study and to the practice of medicine, to biomedical research, and to the health of the public. We, as a community, place great value on excellence, integrity, service, social justice, collegiality, equality of opportunity, and interdisciplinary collaboration.

Faculty at BUSM and peers

Racial diversity of chairs

Chairs by sex

Unconscious Bias 70% 60% 50% 40% 30% 20% 10% 0% U. S. men over 6 feet tall Corporate CEOs over 6 feet tall

Mahoney MR, Wilson E, Odom KL, Flowers L, Adler SR. 2008. Minority Faculty Voices on Diversity in Academic Medicine: Perspectives From One School. Acad Med 83(8): 781 -786. • In my experience, they … I call it … there’s a “paradigm person. ” So if you fit this kind of paradigm, then you tend to excel. And I hate to say, I think it’s here and everywhere else in the United States, that if you’re a white male … it is unspoken, but there’s clearly … you see who is rewarded. [African American woman, junior rank] • There’s definitely … the “old boys network, ” they hang together and that kind of thing and … I don’t hang with them, you know what I mean? [Latina woman, senior rank]

https: //implicit. harvard. edu/implicit/

Stereotype threat

Language change • Distinguished senior scientist • Risk taker • Chairman • Male nurse • Faculty wives • I don’t feel comfortable with the applicant. • She is a role model for women.

Shifting assumptions • • Minorities speak for all members of their background. Minorities are interested in serving on diversity committees. “Where are you from? ” Minorities and women need to be overly praised for small accomplishments. Diversity takes away opportunities from majority faculty members. Everyone has a traditional family structure. Colleagues speaking a foreign language are talking about you. Students and colleagues feel comfortable with self-promotion. • Build a concentration of minority or female colleagues. • Shield early career faculty from too much service. • Pronounce names correctly. • Reward everyone equally for outstanding performance. • Explain the benefits of diversity. • Use gender-neutral pronouns. • Engage colleagues in scientific conversations. • Provide mentorship.

When you see unacceptable behavior • • • Name it, claim it, stop it Use humor Ask questions Focus on behaviors, not the person Develop problem-solving options

Role play • After returning from maternity leave, a female colleague works just Mondays through Thursdays, but your group always holds a mandatory meeting on Fridays. How do you include her? • Three researchers from China work in your lab. They are very quiet in lab meetings but talk animatedly to each other. How do you engage them with the entire group? • You notice that a colleague is suddenly wearing a wedding ring. You know nothing about his personal life. Do you say anything? If so, what?