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U T P A T I E N T S U R G E R Y M A G A Z I N E • O C T O B E R 2 0 2 0
C
reating more diversity within academic sur-
gery requires a targeted, long-term and ded-
icated approach. It's a worthwhile goal.
Eliminating long-standing racial and ethnic dispari-
ties and inequalities will improve access to surgical
care for increasing numbers of diverse patients who
feel more comfortable with providers who have a
greater understanding of their background, culture
and life experiences.
The changing face of America
The racial breakdown of the nation's population is
drastically different than it was 50 years ago, when
80% of the country's residents were white. By
2060, the percentage of white Americans will be
closer to 47%. The growing diversity in communi-
ties has to be represented in the surgical work-
force, which should reflect the make-up of the
patients they treat.
Research shows half of medical school students
and residents believe Black patients feel less pain
than white patients. Other studies have shown that
healthcare professionals have implicit biases in
terms of positive attitudes toward white patients
and negative attitudes toward patients of color.
Increased representation among healthcare
providers would lessen the impact of implicit or
explicit bias, and foster a greater understanding of
cultural and language differences that will ultimate-
ly have a positive impact on patient care.
Unfortunately, a diverse healthcare workforce is
not being trained. Consider the landscape in top
medical schools over the last 20 years. Under-
represented minorities make up 10% of graduates
Why Representation Matters
Diversity in surgery improves access to care for racial and ethnic minorities.
Diversity & Inclusion
Cherisse Berry, MD, FACS
GREATER AWARENESS A diverse care team has the cultural understanding and ability to effectively interact with patients of different ethnicities.
