Diversity, Equity, and Inclusion in GI
A TEAM Approach to Diversity, Equity, and Inclusion in Gastroenterology and Hepatology

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Diversity

Diversity is a richness of human differences including but not limited to socioeconomic status, religion, race, ethnicity, gender, disability, and language.1 It is exemplified in the representation of distinct individuals within a community. A cross-sectional survey from 79 academic medical institutions found that characteristics associated with higher faculty diversity included the racial/ethnic diversity of state demographics and proportion of medical students who are underrepresented

Barriers and Facilitators to Diversity, Equity, and Inclusion in the Physician Workforce

Barriers to achieving successful and lasting physician workforce DEI efforts can seem insurmountable. Structural racism and a lack of critical mass represent a few persistent obstacles to DEI efforts, whereas visibility, psychological safety, and allyship are examples of facilitators to advancing DEI in the physician workforce. US medical school students and faculty continue to mostly comprise non-Hispanic White men. This trend is mirrored in the GI workforce, where racial/ethnic parity in the

Target, Establish, Acquire, and Measure Diversity, Equity, and Inclusion Initiatives—A TEAM Approach

DEI efforts should be woven into the policies and culture of an institution, establishing its value and the foundation on which to create actionable steps. DEI metrics should be specifically targeted and prioritized in faculty recruitment and retention, resources should be allocated, and progress should be measured and widely communicated to faculty, staff, and students. The TEAM DEI initiatives approach, or roadmap (Figure 1), provides an outline of proactive behaviors necessary to advance DEI

Conclusion

The current cultural climate has increased awareness of the impact of structural racism and the exclusion of URIMs in the GI field. The intensifying focus on DEI has brought the nation to an inflection point, and the GI field is thoughtfully acknowledging and prioritizing DEI openly and actively. Additional catalysts in the movement toward workforce DEI should include enlisting faculty via the TEAM approach and cultivating leadership diversity with CARE. Intentionality is imperative, and

Acknowledgments

The Association of Black Gastroenterologists and Hepatologists Board of Directors includes Valerie Antoine-Gustave,1 Adjoa Anyane-Yeboa,2 Rotonya M. Carr,3 Darrell M. Gray, II,4 Alexandra Guillaume,5 Ugonna Iroku,6,7 Rachel B. Issaka,8 and Folasade P. May9,10; from the 1New York University Grossman School of Medicine, New York, New York; 2Massachusetts General Hospital, Boston, Massachusetts; 3University of Washington, Division of Gastroenterology, Seattle, Washington; 4Anthem, Inc, Hanover,

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  • Cited by (0)

    This article is being published jointly in Clinical Gastroenterology and Hepatology and Gastroenterology. The article is identical except for minor stylistic and spelling differences in keeping with each journal's style. Citations from either of the 2 journals can be used when citing this article.

    Conflicts of interest The authors disclose no conflicts.

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