This document discusses the transition from diversity to inclusivity in medical education and practice. It begins by outlining systemic barriers that minorities face, such as lack of institutional support and implicit biases. Microaggressions that minorities experience are provided as examples. The document then discusses recognizing privilege and the importance of being an ally in advancing inclusivity. Recommendations are made, including mandatory unconscious bias training, inclusive recruitment practices, and using privilege to amplify underrepresented voices.

1. Transitioning from Diversity to Inclusivity: A
personal journey at SHE
Associate Professor of Medical Education & Member, Diversity and Inclusivity
Advisory Council, Maastricht University, Netherlands
Consultant Pediatrician & Dean HOH academy,
Horacio Oduber Hospital, Aruba
Twitter: @jobusar
JAMIU BUSARI
(MB,ChB, MD, MHPE, PhD, CCPE)

2. DISCLOSURE
STATEMENT
No conflicts of interest

3. IAT: https://implicit.harvard.edu/implicit/takeatest.html

5. https://www.youtube.com/watch?v=ahviPJdUmi4&t=1s

6. https://www.socialevraagstukken.nl/de-witte-blik-domineert-in-de-gezondheidszorg/

7. Bullock et al., 2020. Acad Med

8. Busari J.O., 2019. BMJ Leader

9. Systemic discrimination in medical education
and practice
Freeman et al., Academic Medicine, Vol. 91, No. 7 / July 2016
1. Inadequate institutional support & resources
2. Limited personal resources & social/family
conflict
3. Lack of access to information, mentoring, &
advising
4. Societal barriers

10. Microagression
An Asian-American student is complimented by a professor for
speaking perfect English, but it's actually his first language
A black man notices that a white woman flinches and clutches
her bag as she sees him in the elevator she's about to enter, and
is painfully reminded of racial stereotypes
A woman speaks up in an important meeting, but she can barely
get a word in without being interrupted by her male colleagues

11. Diversity, Visibility & Implicit Bias

12. The Elephant in the room

13. Hundred dollar bill

14. The Coin Model of Privilege
Nixon, S.A. The coin model of privilege and critical allyship: implications for health. BMC Public Health 19, 1637 (2019). https://doi.org/10.1186/s12889-019-7884-9

15. Privilege

16. ENTITLEMENT
• A provision made in accordance with a legal framework of a society.
Typically, based on concepts of principle which are themselves based
in concepts of social equality or enfranchisement – Wikipedia.org
• The fact of having a right to something.
• The belief that one is inherently deserving of privileges or special
treatment.

17. Intersection of Allyship, Privilege and
Entitlement
PRIVILEGE
ALLYSHIP
ENTITLEMENT
[+++]
[- - -]
JO. Busari/2021

18. Inclusive Leadership
Le Blanc et al., 2020. GMS
Journal of Med Educ

19. 1. EQUALITY is giving people the same things
2. EQUITY is fairness in every situation
Inclusivity

20. Speaking up (Advocacy)

21. Bystander Intervention Impact
Paluck (2011): impact of bystander behavior
across multiple levels is evident in a study
focused on bystander action in schools, in
relation to religion, race, and homosexuality
Czopp et al. (2006): argue that even if
bystander action only changes public
behavior, this nonetheless “may have
beneficial consequences by creating norms
of egalitarianism and instigating self-
regulatory processes”
Paluck, Elizabeth Levy. "Peer pressure against prejudice: A high school field experiment examining social network change." Journal of Experimental Social Psychology 47.2 (2011): 350-358.
Czopp, Alexander M., Margo J. Monteith, and Aimee Y. Mark. "Standing up for a change: Reducing bias through interpersonal confrontation." Journal of personality and social psychology 90.5 (2006): 784.
Speak Up!

22. ALLYSHIP

23. ALLYSHIP
Emphasizing social justice, inclusion, and human rights
by members of an ingroup, to advance the interests of
an oppressed or marginalized outgroup.

24. BE AN ALLY……

25. "In the end, we will
remember not the
words of our
enemies, but the
silence of our
friends."
Martin Luther King
25

26. Recommendations
1. Mandatory unconscious bias and anti-discrimination trainings for all staff
2. Managers/leaders must have demonstrable anti-racism and inclusivity competencies
3. Mandatory unconscious bias trainings for selection committee members
4. Inclusive vacancy text checks
5. Redefine the concept of talent to promote inclusion and equitability
6. Fixed inclusion quota for underrepresented minorities (women/colored/non EU) in
academic/administrative/leadership positions
7. Demonstrable anti-racism and inclusivity competencies should
be mandatory criteria for promotion​
8. Use of increased and widespread inclusive language
9. Calling out inappropriate behaviour
10. Recognizing privilege and using it to amplify underrepresented voices (Allyship)