A Culture of Inclusion: Dismissing Discrimination Erin Mitchell Richeson, JD Director, Organizational Equity & Inclusion

agenda Diversity, Equity & Inclusion at the SOM Session Ground Rules What Should You Do? What Will You Do? Putting it into Practice

diversity, equity and inclusion @ the som Structure goals strategy

diversity, equity and inclusion @ the som Structure goals strategy Create a culture and climate of equity and inclusion where diversity is nurtured, valued and celebrated Recruit, develop and retain a diverse workforce, at all levels, to the School of Medicine Recruit, develop, support and engage diverse learners at the School of Medicine OUR CULTURE OUR PEOPLE OUR LEARNERS

ground rules

Think About it for Days to Come the scenario… In the middle of work Minding your own business Someone makes a “joke” that gives you pause Someone makes a “comment” that makes you gasp Someone asks a question that “certainly, YOU know the answer to” that irks you. Freeze Get Angry Feel Guilty Think About it for Days to Come what should you do?

Don’t confront in anger KEY REMINDERS…IN ALL SITUATIONS what should you do? considerations to make Interrupting biased or discriminatory comment is an important way to foster equity and inclusion. But practically correcting or interrupting these comments is challenging. Challenge 1: Determine what is right for you and the ‘offender’ in the situation. Authority Self-aware? Feedback/ Challenge if we know the comments are out of line, why are we slow to respond or ‘check’ those comments? Challenge 2: Determine your ”goal” or objective. Educate? Stop Behavior there is no one right way to respond. The response will depend on: Situation Context People Involved (your style and THEIR style) Challenge 3: Ensure the poker face is on. Tone Don’t confront in anger KEY REMINDERS…IN ALL SITUATIONS Don’t assume the intention was to offend YOU Don’t level accusations of an ‘ism’ or ‘phobia’ Do focus on your reaction, tone and influence Do make it known the comment was observed

KEY REMINDERS…IN ALL SITUATIONS what should you do? considerations to make Interrupting biased or discriminatory comment is an important way to foster equity and inclusion. But practically correcting or interrupting these comments is challenging. Challenge 4: Determine when you should have the conversation. Public vs. Private Educate one? Broader statement if we know the comments are out of line, why are we slow to respond or ‘check’ those comments? Challenge 5: Excusing behavior to ensure “fit”. Don’t laugh Set Boundaries there is no one right way to respond. The response will depend on: Situation Context People Involved (your style and THEIR style) KEY REMINDERS…IN ALL SITUATIONS Don’t assume the intention was to offend YOU Don’t level accusations of an ‘ism’ or ‘phobia’ Do focus on your reaction, tone and influence Do make it known the comment was observed

what will you do? example 1: On multiple occasions, I have witnessed OR staff fail to use the correct terminology when a patient presented for surgery accompanied by their same-sex spouse; the person who the patient came with is referred to as their "partner", "significant other" or "friend" rather than as their "husband" or "wife". I have not witnessed any similar incidents where a patient in a heterosexual marriage had their spouse identified using a term that did not acknowledge their relationship.

what will you do? example 2: I was the only female in the OR aside from the patient who was asleep. The male staff were commenting on the patient’s breasts. I spoke up and asked them if they thought that was really necessary and I was told ‘not to be so uptight’. What If… one of the surgeon’s decides to touch the patient’s breasts?

what will you do? example 3: An anesthetist surmised our patient would have higher opioid requirements because ‘she’s probably a crackhead.’ Our patient was an 80-something woman of color with no opioid or drug history.

putting it into practice… creative ways to dismiss offensive remarks PARAPHRASE THE COMMENT: “So you’re saying that….” “Did you JUST say....” Your response will be influenced by the setting, context, your style and the style of the “offender” Keep your game face on… don’t lose your audience Exercise emotional intelligence Remember when you are OBLIGATED to stop the behavior Don’t sacrifice your integrity or values to fit in You are not powerless when a comment is inappropriate, offensive, sexist or racist. PLAY DUMB “I don’t understand the joke.” Use your position to your advantage: “So in my practice, it will be OK for me to…” SHARE YOUR PROCESS: “I used to only categorize people as [insert here] until I…” . SHAcae DISPEL THE STEREOTYPE: “Well, I actually don’t like…” remember, you can Always escalate