I am writing about my experiences as a female African-American Department Chair who graduated from an Ivy League institution and trained at other the top institutions. During a meeting, the VP at my institution informed me that my high energy and eagerness was coming off as demanding. When I asked for a follow-up meeting to address his comment, I informed him of implicit bias and that if I were a Caucasian male, my high productivity would have been couched under the umbrella of being a "go-getter" and highly ambitious.
I followed up with the President regarding this VP's comment, and was informed that he really needs this to "go away" because the VP is his friend and is highly valuable. It is important to note that the entire senior leadership team are non-minority males. Decisions are being made without diverse stakeholders at the table, including decisions regarding promotion. There are severe inequities in the health professions pipeline, and, also in academic medicine for individuals in senior administrative, faculty, and leadership roles. When I spoke with the VP about implicit bias, he began to cite how many black friends he has and also brought up his sexuality.
The truth is a person can choose whether or not to disclose their sexuality to another individual, however, assumptions and negative decisions are made about me as a result of racial bias and gender bias. I cannot change being an African-American. As a black female, I am hardworking, very productive, and professional. However, if I do not engage in unprofessional jokes with the "old boys network," it is perceived as not being a team player. When I bring up issues of stakeholder diversity, it is perceived as being "overly aggressive." When promotional decisions are made, I am informed that they are diversifying by hiring a Caucasian female when highly eligible underrepresented minorities are present in the applicant pool.
There is a disconnect. There truly is a systemic disease, which needs to be addressed openly.
I followed up with the President regarding this VP's comment, and was informed that he really needs this to "go away" because the VP is his friend and is highly valuable. It is important to note that the entire senior leadership team are non-minority males. Decisions are being made without diverse stakeholders at the table, including decisions regarding promotion. There are severe inequities in the health professions pipeline, and, also in academic medicine for individuals in senior administrative, faculty, and leadership roles. When I spoke with the VP about implicit bias, he began to cite how many black friends he has and also brought up his sexuality.
The truth is a person can choose whether or not to disclose their sexuality to another individual, however, assumptions and negative decisions are made about me as a result of racial bias and gender bias. I cannot change being an African-American. As a black female, I am hardworking, very productive, and professional. However, if I do not engage in unprofessional jokes with the "old boys network," it is perceived as not being a team player. When I bring up issues of stakeholder diversity, it is perceived as being "overly aggressive." When promotional decisions are made, I am informed that they are diversifying by hiring a Caucasian female when highly eligible underrepresented minorities are present in the applicant pool.
There is a disconnect. There truly is a systemic disease, which needs to be addressed openly.
