Diversity Needs a White Coat: Minority Physicians and the Barriers in the Medical Field
By: Katelyn Tran
Medicine is a beautiful, rewarding field that many young people dream of being a part of. However, it is well-known that the journey is laborious; only after years of undergrad, medical school, and residency do aspiring students become a doctor. This journey is difficult, but it can be even more difficult for people who identify as part of a minority gender and/or racial group. In turn, the lack of diversity results in great health inequality.
The primary driver of racial medical inequalities for both patients and aspiring physicians is structural racism. Also known as institutional racism, structural racism is refers to systems that produce worse outcomes for racial and ethnic minorities. At every level of the academic hierarchy, minority students and physicians are more likely to leave medicine altogether. Various barriers worked into the system account for this; lower rates of job promotion, unequal pay, the lack of minority voices in high level management all contribute to this. Moreover, many medical professionals experience burnout and chaotic work environments, particularly with more laborious careers like nursing or therapy.
But if more people exit medicine and enlarge the already increasing shortage of workers, it can only mean more negative medical treatment for the general public. When healthcare workers share similar backgrounds or experiences with their patients, there tends to be a greater satisfaction with patient care and adherence to medical advice. As diverse healthcare workers come from diverse backgrounds, there is a greater access to care for patients who are low-income, non-English speaking, or come from the same ethnic background. Medical treatment can be more accurate as well. A POC dermatologist, for example, may better identify underlying symptoms of skin diseases compared to one who is unfamiliar with a variety of skin pigments. Patients feel more seen and understood by healthcare workers who are like them.
This does not only apply to ethnic diversity, however. Women only make up about a third of the physician workforce, and only 18 percent of medical department chairs or deans. With such low numbers, women are often not considered in high level decision making, which can result in less autonomy and career satisfaction. In addition, less than 8 percent of all physicians identify themselves as part of the LGTBQ+ community, and less than 3 percent of medical students report having a disability. It is acknowledged that these numbers may be higher because of the nature of disclosure. Many believe that being upfront about these personal topics may reduce their patient pool. Still, the low statistics highlight just how few people get to openly share parts of their life and background while still being in the medical field.
Overall, more physicians and other medical professionals from diverse ethnic and gender backgrounds should matriculate into professional school and go beyond. Increasing diversity is one of the most direct ways to improve patient care and reduce health disparities. A doctor has the ability to positively change a patient’s life, especially if they can really understand where they’re coming from.
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