APMA News - September/October 2023 - 16

We can't control how we identify, how we were
born, or the situation in which we were born. DEI
helps us recognize there are certain groups historically
that have been marginalized and have faced
systematic repression. Sometimes because the
conversation is new, we internalize that: " Because
I didn't grow up poor or because I grew up in
the US, you're saying I'm bad. " It's natural to feel
discomfort in that conversation. But it's not about
putting one group over another. It's about trying to
be thoughtful about other groups having a different
level of discrimination based off certain identities.
We're trying to even the playing field, not trying to
do the reverse and lift one group.
I think it's important to have the desire for education
and to listen to other people's stories even if
you are uncomfortable. For people feeling discomfort
or unease, come from a curious standpoint,
not a judgmental standpoint. It helps break down
some of that internalized fear and uncertainty.
Why might an organization undertake
DEI work? What value does it bring to
an organization and its members?
In our professional lives, we are in community
with one another-a community is a group of
people with a shared purpose, vision, or values-
and being in community with other individuals is
hard. An organization might focus on DEI work
because there is a disconnect and people are
struggling to communicate and to hear one another.
They might consider it because of a lack of
retention; people leave when they are not heard
or seen or feeling valuable. Many professionals
find DEI could help them be better service providers
for their clients and the community they are
trying to serve-this work could help them better
serve rural or urban communities, for example.
There may be an individual coming into your
office who is really nervous because their community
historically has not had great experiences
with doctors-if you can keep those experiences
in mind, you're giving them better service and can
dispel some of that fear.
What outcomes have you seen at other
organizations from focusing on DEI?
I think one of the outcomes is an increased opportunity
for collaboration. A lot of organizations are
working in silos, and when they start to have this
community-minded focus, they're able to partner
and can strengthen and propel their mission
through partnerships and grant dollars-they're
better able to recognize common issues.
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SEPTEMBER/OCTOBER 2023
Client satisfaction often increases, because people
tend to have a better, more meaningful experience
when there is cultural humility. Employees
are less likely to leave their jobs when they feel as if
equity and inclusion matter and their voice matters.
There are increased leadership opportunities
when power is being redistributed. The same
people don't always have to do the same thing;
they're more innovative and creative. When we
think with less judgment and more curiosity, we're
able to solve bigger-picture problems using a more
creative lens.
What would you say to someone who
says they believe their profession
already values everyone equally and
doesn't need to do any work around
DEI?
I would say that the notion that DEI stops or that
you have suddenly arrived is usually an indicator
that there is more work to be done! Just like new
surgical techniques come into the field and you're
constantly learning and evolving the way you practice,
humans don't stop growing.
I would also use the analogy that just because
you have different people come to a party doesn't
mean that everyone got invited to dance. So just
because your profession includes people of many
backgrounds or your practice treats people of
many backgrounds does not mean they all had a
quality experience. Don't look at it from a deficit
standpoint but from an opportunity standpoint.
What else should our members know?
I would say that sometimes I work with organizations,
and there's a lot of energy and passion,
and there is this idea that we had a panel or held a
celebration, and that's progress. What we're really
aiming for is culture shifting-getting people to
understand the community mindedness, distributing
power, allowing for greater engagement.
There should be outcomes, deliverables, and goals,
and there also should be this idea of purpose
and culture.
I encourage APMA members to be patient, to
seek opportunities for growth, and to connect
to other APMA members. You should be going
back to the experience of the individuals who
are in your community. It takes time and is an
ongoing process.
Reference
1
http://greenlining.org/wp-content/
uploads/2018/05/Racial-Equity-Framework.pdf
http://greenlining.org/wp-content/uploads/2018/05/Racial-Equity-Framework.pdf http://greenlining.org/wp-content/uploads/2018/05/Racial-Equity-Framework.pdf
APMA News - September/October 2023

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