Racial and Gender Discrimination in Medical Settings

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Dec 6, 2023

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Romello Bryant Professor Gers WRT 102 05 December 2020 Racial and Gender Discrimination in Medical Settings Equal opportunity laws brought many opportunities to minorities and women who want to pursue a career to better their life. Now, minorities and women follow the path of doctoral positions in hospitals, clinics, and private practices in medical professions. But before they reach these positions, medical school, a residency, and a fellowship are required to become a doctor. Even with these big advances with equal opportunities, racism and gender discrimination remains prevalent. Racism and gender discrimination in medical settings such as medical schools and institutions must be addressed to ensure diversity in the workplace and ensure that multiracial workers are protected and feel comfortable in hostile work environments. Medical institutions teach a diverse group of medical students who want to pursue a career in this field, however, with the prevalent issue of racial discrimination in our society minorities and women face more unfair situations than their fellow pupils. In medical institutions, students learn how to provide patients with necessary care despite their race/ethnicity, sexual orientation, or beliefs. However, amid learning minorities and women encounter more discrimination compared to their fellow white counterparts. According to Yale’s analysis of a questionnaire from the AAMCG stated, “ 27,504 student surveys representing all 140 accredited medical schools in the United States, found that women, underrepresented minority (URM), Asian, multiracial, and LGB students reported more frequent incidents of mistreatment and discrimination” (Hill et al, 2020). Within this study data was found that such a

Bryant 2 diverse group is attending a medical institution; people of color would face more discrimination than their white classmates. For example, the study stated, “These reports of racial/ethnic discrimination included being denied opportunities for training or rewards based on race/ethnicity 1.5% white students, 4.4% Asian students, 7.3% URM students, and 3.6% multiracial students, being subjected to racially/ ethnically offensive remarks, and receiving lower evaluations or grades” (Hill et al, 2020). This statistical statement from the study provides us with percentages of the mistreatment that minorities face. Compared to other pupils, minorities are at a greater risk of being refused learning experience and experiencing racist remarks. The denial of the ability to learn key techniques and vital knowledge defeats the goal of attending medical school. Attending medical school is vital to learn how to supply appropriate treatment to patients in need of emergency care. That being said, minorities in their schooling are facing this form of discrimination; they are also often discriminated against in the way that they are evaluated. According to an article from Teaching and Learning in Medicine conducted a study of how race/ethnicity has a role in the grades being given to students during a 3rd-year clerkship. This article stated, “We examined Medical Student Performance Evaluation summary words (Outstanding, Excellent, Very Good, Good) and 3rd-year clerkship grades” (Low et al, 2019). Later on, this article provides us with a statement that 1,096 students received 6,474 assessments in different specialties, however, the article states, “1,096 students in the study, 66% were White, 8% were URM, 15% were non-URM minorities” (Low et al, 2019). The statistical statement from this article shows us that race and ethnicity play a role in evaluation; with the high percentage of 66% compared to 8%, 11%, and 15% we can see that white male medical students are given higher assessments and favored over minorities. Racial discrimination in medical school can be detrimental. Being denied the opportunity to learn and practice and not

Bryant 3 given a proper evaluation can affect how students learn important information. Even with the great strides that minorities go through, racial discrimination is still a persistent obstacle that delays the path towards their future career. Although racial discrimination is an important issue that minorities have to face, gender discrimination in medical settings has a similar overreaching effect to many minority women. Women today, despite of their abilities, face a barrier that appears to be a gender pattern in any highly trained jobs, especially in the medical profession. According to Yale’s analysis of a questionnaire from the AAMCG stated, “Female students reported higher rates of gender-based discrimination including being denied opportunities for training or rewards, being subjected to sexist remarks or names, and receiving lower evaluations” (Hills et al, 2019). With this statement of how women are being treated to compare to their white male counterparts is absurd. This data indicates that women are viewed as lesser people who are not taken seriously in the minds of their fellow white men. Being denied the chance of a learning opportunity, being evaluated on a lower standard, and being exposed to more gender-based remarks, shows how men still believe that women are not equipped to handle a doctoral position. A major problem with gender inequality is that women are still perceived as taking domestic responsibilities and being finically dependent on men. However, since women are reaching higher levels of education and employment, they are often criticized for being incompetent to work in a doctoral position. Due to being seen as incompetent they are exposed to more gender discrimination from their co- workers. According to an article called “Gender Discrimination and Sexual Harassment in Medical Education” published by Academic Medicine states, “1,314 were completed (response 69%). More women than men reported all types of exposures to GD/SH across all academic and nonacademic contexts” (Nora et al, 2002), with the high number of 69% we can see that majority

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Bryant 4 of women have faced some type of discrimination and sexual harassment from fellow peers and staff from the medical institution. Even if men are subjected to gender inequality and sexual harassment, the majority of women deal with this type of discrimination. Gender balance in the medical field is progressing, however, due to these gender biased stereotypes traditional gender inequality challenges how women are perceived in this selected career. While there is a prevalent issue of racial and gender discrimination in medical institutions both types of discrimination are present once the student enters the workplace. According to an article called “Racism as Experienced by Physicians of Color in the Health Care Setting” states, “ Twenty-three percent of participants reported that a patient had directly refused their care specifically due to their race. The qualitative data revealed that a majority of participants experienced significant racism from their patients, colleagues, and institutions” (Serafini et al, 2020). With the percentage amount of twenty-three, we can see that doctors who are colored are subjected more to racial discrimination from patients and even colleagues that can affect the way the physician provides care to patients. Another article called “TIME’S UP Healthcare: Can we put an end to gender inequality and harassment in medicine?” states “ In a recent survey of 790 physicians, the perpetrators of harassment were often reported to be patients (32%) or relatives of patients (11%)” ( TIME’S UP Healthcare , 2019). From that statement, we can see that this creates the unavoidable tension to balance the clinical duty of a healthcare provider with their personal safety interests in caring for patients. From both articles, we can see that discrimination is present in both a learning environment and the workplace. Racial and gender discrimination plagues and exposes minorities and women to impediments from colleagues, patients, and institutions. These issues need to be addressed by these institutions that house minorities and women who want to pursue this career. The way these issues need to be addressed would be by

Bryant 5 implementing policies and have mandatory training. According to an article called “Addressing Systemic Racial Inequity In The Health Care Workforce” posted by Health Affairs states “ Discrimination and microaggressions are widespread within health care organizations, and health care organizations should be providing training and education for their workforce in antiracism to change the culture within their organizations” (Dill, Akosionu , Karbeah, Henning-Smith, 2020). Having training on antiracism in medical settings and implementing the training on a daily basis will ensure that the culture of racial discrimination will change over time. Slowly, but surely the absurd culture of racial discrimination will decrease and decrease and ensure that that fairness cannot be built on a foundation of oppression and devaluation. Then one way the issue of gender discrimination should be addressed should be by increasing the careers of underrepresented women. According to “Identifying and addressing gender bias in health care” states, “We should use a blinded review, so we don't know the gender or race of the applicant ” (Huber, 2020). By using a blind review of the applicant that gender biases are not present in the decision of hiring that applicant. By keeping the interviews neutral employers can see the qualifications of the applicant and make a clear and decisive decision whether they should hire or not. Health care organizations should begin to see how their workers are treated and evaluated on a lower standard. By implementing such training and policies for both racial and gender discrimination the underrepresented will not be treated and plague with such bigotry. It is completely important to provide organizational policies and guidelines. But without an educated health care workforce empowered to provide non-discriminatory care, conscious of the nuances of bias in multiple contexts and completely capable of conducting uncomfortable discussions in the heat of the moment and in the coolness of contemplation, policies of respect and zero tolerance are mere moral proclamations.

Bryant 6 In conclusion, racism and gender discrimination must be addressed in order for the progression of a diverse workplace that ensures the safety of their workers. The need for training and policies in the medical workplace is vital. With these policies many minorities and women doctors will not have to fear the hostile environment they work in. What is needed is the ability, expertise, and desire to participate in these challenging discussions and actively implement, not just attention, organizational policies.

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Bryant 7 Work Cited 1. dean, Dr. Nora was associate. Gender Discrimination and Sexual Harassment in Medical... : Academic Medicine . 2002, journals.lww.com/academicmedicine/fulltext/2002/12000/gender_discrimination_and_se xual_harassment_in.18.aspx. 2. TIME'S UP Healthcare: Can We Put an End to Gender Inequality and Harassment in Medicine? 11 Mar. 2019, blogs.bmj.com/bmj/2019/03/01/times-up-healthcare-can-we- put-an-end-to-gender-inequality-and-harassment-in-medicine/. 3. Serafini, Kelly, et al. “Racism as Experienced by Physicians of Color in the Health Care Setting.” Family Medicine , STFM, 2020, journals.stfm.org/familymedicine/2020/april/serafini-2019-0305/. 4. Weeks, Lachelle Dawn, et al. “When the Patient Is Racist, How Should the Doctor Respond?” STAT , 19 Sept. 2017, www.statnews.com/2017/06/12/racism-bias-patients- doctors/. 5. authors, All, and Daniel Low. Racial/Ethnic Disparities in Clinical Grading in Medical School . www.tandfonline.com/doi/full/10.1080/10401334.2019.1597724?scroll=top. 6. Hill KA, Samuels EA, Gross CP, et al. Assessment of the Prevalence of Medical Student Mistreatment by Sex, Race/Ethnicity, and Sexual Orientation. JAMA Intern Med. 2020;180(5):653–665. doi:10.1001/jamainternmed.2020.0030 7. Henning-Smith, Janette Dill Odichinma Akosionu J’Mag Karbeah Carrie. “Addressing Systemic Racial Inequity in The Health Care Workforce: Health Affairs Blog.” Health Affairs , 10 Sept. 2020, www.healthaffairs.org/do/10.1377/hblog20200908.133196/full/.

Bryant 8 8. Huber, Author Jennifer, et al. “Identifying and Addressing Gender Bias in Health Care.” Scope , Logo Left ContentLogo Right Content 10,000+ Posts Scope Stanford University School of Medicine Blog, 7 Mar. 2020, scopeblog.stanford.edu/2020/03/09/identifying-and-addressing-gender-bias-in- health-care.

Racial and Gender Discrimination in Medical Settings

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