Goals, organizational change, advocacy, diversity literacy, and sustainability: A checklist for diversity in cardiothoracic surgery training programs

Abstract

Diversity in a physician workforce is essential to effectively treat a rapidly changing patient population and optimize the modern healthcare environment. Physicians must be culturally competent and integrate a diversity of language, communication styles, beliefs, and attitudes into patient care. 1 Delivery of equitable health care depends on a diverse physician workforce, which has been proven to result in improved patient satisfaction and quality of care, 2 as well as superior financial performance for health systems. 3 Outside of health care, diversity leads to improved company culture, talent retention, and increased innovation. 4 Innovative solutions and adaptability are essential in the face of major shifts in healthcare paradigms, such as those unfolding during the Coronavirus Disease 2019 pandemic, and will absolutely require a diverse physician workforce.Despite evidence in favor of a diverse workforce, diversity among physicians remains low, particularly in surgical subspecialties. Among academic cardiothoracic (CT) surgeons in 2018, Black and Hispanic surgeons composed only 3% and 5% of the workforce, respectively, despite representing 13% and 18% of the general US population. 5 Women represented only 17% of practicing CT surgeons. Representation of these groups is even lower among senior and leadership positions. 6 Furthermore, trainees and surgeons have reported high rates of racial discrimination,

Commentary: “What's in your diversity toolkit? Get the C-suite support”

“…More diversity would bring such benefits as increased creativity and better ability to relate to a wider percentage of the population. 4 Many institutions have created committees dedicated to improving diversity, equity, and inclusion in response to national tragedies. Unfortunately, however, most diversity efforts do not succeed.…”

“…[1][2][3] The lack of role models is one deterrent to a diverse workforce and diverse leadership, but institutional support compounds the racial and gender disparities by failing to appreciate the value to health care. Ortmeyer and colleagues 4 propose timely modifications to the recruitment of trainees and the education of the program leaders about Diversity and Inclusion (D&I). In their "Checklist for Diversity & Inclusion in Cardiothoracic Surgery," they provide action items to effect change.…”

“…In their "Checklist for Diversity & Inclusion in Cardiothoracic Surgery," they provide action items to effect change. 4 The checklist outlined in their article is actually more of a toolkit. The former category would be a highway, whereas the latter contains the instruments for repair.…”

Letter re: Mentorship Is Necessary but Not Sufficient to Promote Diversity in Surgery

“…The checklist is organized into Goals, Organizational Change, Advocacy, Diversity Literacy, and Sustainability which, when combined, offer a starting point for implementing and evaluating the efficacy of systemic changes to promote diversity and inclusiveness. 4 Combatting racism, sexism, and other forms of discrimination requires not only dedicated mentorship but also systemic changes in order to recruit, train, promote, and retain a surgical workforce that is representative of the patient population that we serve. An unwavering commitment to inclusion and diversity is not only the right thing to do but the smart thing to do.…”