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

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

3. diversity, equity and inclusion @ the som
Structure
goals
strategy

4. 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

5. ground rules

6. 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?

7. 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

8. 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

9. 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.

10. 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?

11. 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.

12. 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