Pro-Con Debate: Consideration of Race, Ethnicity, and Gender Is Detrimental to Successful Mentorship

Abstract

Anesthesiology remains a specialty with low representation of women or members of racial and ethnic groups considered underrepresented in medicine (UiM). In the United States, women account for 33% of anesthesiology residents, while physicians identifying as Black, African American, Latinx, American Indian, or Alaska Native account for approximately 10%. Underrepresentation of these groups is even more pronounced in academic anesthesiology, especially at the senior ranks and roles, such as department chairs. Leaders in the field have recently shared recommendations for how individual departments, medical schools, hospitals, and professional organizations can create and support a more diverse anesthesiology workforce. These commentaries have often stressed the importance of mentorship for supporting women and physicians from UiM groups, including mentorship of trainees and practicing anesthesiologists seeking to advance their careers. While the value of mentorship is undisputed, it remains a matter of controversy whether race, ethnicity, or gender should be explicitly considered by mentoring programs and individual mentors. In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.

Marching Toward Utopia: Mentor-Mentee Relationship Devoid of Race or Gender Considerations

“…Barclay et al 2 deserve commendations for undertaking this crucial and nuanced debate. At its core, the discussion emphasizes the crucial role of mentorship in achieving success in various aspects of life.…”

“…To achieve concordant mentoring, LGBTQ+ mentors and mentees should disclose their sexuality and/or gender identity, which requires substantial vulnerability and necessitates a large degree of psychological “safety.” Nonetheless, previous investigators have shown that LGBTQ+ concordant mentorship is critical for achieving academic and career satisfaction. 9 Given the limited coverage of the important subject of LGBTQ+ mentorship in the current Pro-Con paper by Barclay et al, 2 future discussions and workable solutions focusing on the increasing LGBTQ+ community are warranted.…”

“…In the current issue of Anesthesia & Analgesia , Barclay et al 2 present a thought-provoking article that examines the complex statement: “Consideration of race, ethnicity, and gender is detrimental to successful mentorship.” Beginning with the premise that mentorship plays a vital role in all aspects of life and acknowledging the axiom that those who lack adequate mentorship progress at a slower rate and face challenges in their career pursuits, these authors recognize the importance of a strong mentor-mentee relationship for anesthesiologists navigating new and competitive professional environments. Hence, the saying that “behind every successful physician there are mentors who light the path.” 3 Good mentorship improves faculty retention and promotion.…”

“…However, Barclay et al 2 courageously take on the more challenging perspective of the debate, arguing that considering grouping variables, like race, ethnicity, or gender, undermines the efficacy of successful mentorship. They argue that such considerations: (a) limit access to potential mentors, (b) erroneously assume that concordant mentors can fully grasp the experiences of mentees, (c) curtail cross-cultural exposure, and (d) prioritize mentee comfort over access to career-enhancing resources and sponsorship that may be available through nonconcordant matches.…”

“…On the opposing side of the debate, Nichols et al 2 present a compelling case for considering race/ethnicity or gender in mentorship pairing. They assert that mentors have the power to equip mentees with the essential opportunities and tools needed to overcome underrepresentation at every stage of their careers.…”