,
11 tweets,
5 min read
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Some selected highlights from a wonderful talk on diversity in medicine from the great @DrQuinnCapers4.
First: we have been calling for diversity in medicine for decades and haven’t been able to move the needle.
(A thread)
1/
First: we have been calling for diversity in medicine for decades and haven’t been able to move the needle.
(A thread)
1/
There is a leaky pipeline. We lose URMs at a number of spots. The biggest determinant of premed students changing their major was chemistry.
As a former chemistry TA, we can do better than this.
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As a former chemistry TA, we can do better than this.
2/
There are real, unconscionable health consequences to lack of diversity.
-women less likely than men to receive AICD when indicated
-black and Hispanic patients less likely to get revascularization (more likely to get amputation) for lower extremity PVD
3/
-women less likely than men to receive AICD when indicated
-black and Hispanic patients less likely to get revascularization (more likely to get amputation) for lower extremity PVD
3/
.@DrQuinnCapers4 played his #HeForShe card and highlighted major studies showing women physicians may provide better care than men.
And then he called for pay equity!!!! (This call was met with spontaneous 👏🏻👏🏻👏🏻)
This is how you advocate and be an ally. Thank you, sir!
4/
And then he called for pay equity!!!! (This call was met with spontaneous 👏🏻👏🏻👏🏻)
This is how you advocate and be an ally. Thank you, sir!
4/
A survey of program directors suggested a shocking level of lack of insight into the value of diversity. Three of five said their programs were already diverse enough.
Compare that perception to the data below. 🧐🤨
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Compare that perception to the data below. 🧐🤨
5/
Steps to enhance diversity:
-mentor relentlessly
-reach deep into the background (they have a program reaching out to KINDERGARTENERS! Coincidentally biggest “aw” moment of the talk)
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-mentor relentlessly
-reach deep into the background (they have a program reaching out to KINDERGARTENERS! Coincidentally biggest “aw” moment of the talk)
6/
Inspiring effort to increase the # of women in international cardiology (currently only 9%) with the “Take A Woman To The Cath Lab program
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Use an implicit bias cheat sheet so those involved in selection and hiring can fight their own bias when evaluating candidates.
-common identity formation
-perspective taking
-consider the opposite
-counter-stereotype exemplars
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-common identity formation
-perspective taking
-consider the opposite
-counter-stereotype exemplars
8/
“The time has come to consider diversity in medicine a mark of excellence for which stakeholders will be held accountable.”
It sure has!
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It sure has!
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The final take-away is stark.
“The lack of diversity in medicine costs lives.”
Sit with that, then go back to tweet 6 and see which of those things YOU can do to make a difference. #TogetherWeCan
10/10
“The lack of diversity in medicine costs lives.”
Sit with that, then go back to tweet 6 and see which of those things YOU can do to make a difference. #TogetherWeCan
10/10
