Equity, diversity and inclusion

Workplace

The intention of this page is to enhance our comprehension of the meanings associated with this subject.

Contents

Color blind or color brave?

How to get serious about diversity and inclusion in the workplace

Microaggressions in the Workplace

 

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The Myth of Meritocracy

Meritocracy is the idea that the "best" individual will be selected for a position strictly based on hard work, dedication, and intelligence. It is the belief that who you are, what your skin colour is, or where you were born will not affect your opportunity for success. On the surface, hiring, promoting, or selecting leaders based on merit sounds like a great idea. But, in reality, privilege and bias play a role, leaving women, Indigenous peoples, and people of colour behind.

Who defines merit? Who determines what the "best" is? These decisions are often made using proxies for aptitude and those proxies are inherently biased. For example, in 2014, a study of urology program directors in the United States investigated factors that gave applicants special consideration (Urology. 2015 Apr; 85(4): 731-736). Forty-seven percent of urology program directors gave special consideration to applicants who were a child of an academic urologist. This is not merit.

Food for thought: There is no one "best fit" in medicine. As physicians, we serve a diverse group of patients who all have different backgrounds and different needs. Let's consider that our selection processes and hiring/promotion practices may need to evolve to meet the needs of our current population as meritocracy is flawed and inherently biased.

by Dr. Lindsay Bridgland

 

Parity for Women in Medicine — Still a Work in Progress

According to a recent CMA study, currently over 54% of Canadian physicians under age 40 are women. It is estimated that by 2030, half of all Canadian physicians will be women. Despite this, only 25% of leadership positions in medicine are held by women, with very few being held by women of colour. More women are stepping into leadership roles to bring different perspectives to the way medical care is delivered and taught, yet an overwhelming majority continue to report weekly microaggressions based on gender.

Medicine is a profession that is built on pre-existing culture and hierarchical ideas. Ongoing wage gaps, discrimination toward parental leave, lack of consideration of family/work balance, and unequal access to mentorship all contribute to disengagement and burnout amongst women in leadership. Women are effective systemic disruptors, with fresh ideas to challenge the norm, and have known positive outcomes with patient care, both in treatment and prevention.

Below are a few examples of situations demonstrating the lack of parity that still exists in medicine today. Let's try to even the playing field by being an ally to all women physician colleagues!

Example 1: Women physicians are often addressed by their first names, even when being introduced to speak at international conferences or in important meetings. Men are regularly addressed as "Dr. X."
Solution: Equity in acknowledgment.

Example 2: Women in leadership are often not offered an administrative assistant as a standard. Assumptions are made that women can handle it all, and thus administrative help is reserved for male colleagues.
Solution: Standardizing leadership contracts and terms for the role.

Example 3: Women in medical leadership are less likely to negotiate higher wages and stipends than their male counterparts for fear of being labelled as difficult.
Solution: Reducing barriers for negotiation and providing space with allies to discuss difficult, but necessary details.

by Dr. Neeja Bakshi

 

Why Representation Matters

There are mixed sentiments about initiatives that call for increased workplace diversity. This may be due to a common misperception that increasing representation and diversifying the workforce is about meeting specific targets or quotas.

However, there are many reasons why increasing diversity is important.

  • Varied life experiences can lead to different talents and viewpoints, which then lead to better decision-making and improved outcomes.
  • Being part of a diverse workforce encourages learning and personal growth, as well as enhances creativity and innovation.
  • In the medical profession, it is essential that our workforce reflects and serves the needs of diverse populations.

One way to ensure adequate representation is to reflect on who is missing at the table. You might consider asking yourself this question the next time you are in a meeting or at a work function.

by Dr. Lindsay Bridgland

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