We hope to create a database of volunteer Black physicians, residents and ally mentors who are interested in supporting and guiding Black physicians and physicians in training.
We aim to ensure term limits to diversify medical leadership, and support broader diversity initiatives to improve the sense of belonging among the Canadian medical workforce.
We aim to assist organizations to identify and prioritize action steps or risk losing talented Black physicians and residents who refuse to be demeaned. We aim to hold accountable those in positions of power and ensure that they listen actively and respond accordingly to the concerns of Black physicians and students, adopt an anti-racist philosophy, and, through a lens of racial equity, intentionally commit the time, effort, and resources required to dismantle the structural anti-Black racism embedded in the current institutional cultures.
We aim to work with medical schools across the country to facilitate the current initiatives in place that aspires to increase the diversity of medical students and ultimately physicians. We also aim to facilitate governing bodies in exploring the role of race/ethnicity in the professional lives of Black physicians as an essential step toward identifying barriers that hinder workforce diversity and developing interventions that foster diverse work environments.
We aim to endorse candidates and encourage potential candidates that have the best interest of Black physicians at heart in any way we can. We hope that it can be done socially, financially or in any way possible in order to achieve the ultimate goal of racial equity and equality.
We aim to ensure that health care organizations define what zero tolerance means within the constraints of the duty to provide care. We hope to move beyond the current state of discrimination against clinicians being an “open secret,” and have governing bodies acknowledge that reassignment requests motivated by bigotry are problematic and can, in fact, do harm. We also aim to support research studies that address and/or resolve how these ethical dilemmas in real practice situations. We aim to facilitate the capacity, skill, and willingness to hold difficult conversations and have those in positions of power actually enforce, not just advertise, organizational policies.
We aim to facilitate the initiation of dialogue between non-Black and Black physicians in able to have altered interactions that maintain the dignity of Black physicians and residents.
We aim to have training within the medical education curriculum on how to listen when you are in a position of privilege. We also hope to reach out to residency program directors as the frequent instances of bias reported by Black residents should be of interest. We would like them to note that workplace bias is likely underrecognized by institutions and consequently, residency program directors should be proactive about developing formal methods to monitor and address instances of bias experienced by residents. We also aim to support research initiatives that investigate the experiences of Black medical students and resident physicians in order to develop evidence-based best practices to enhance Black recruitment and retention.
We aim to establish and facilitate formal social and professional support networks for Black physicians at all levels of their career. As well, we aim to support outreach efforts, and facilitate institutions in creating climates friendlier to Black residents and medical students.
We aim to provide mental health resources and direct Black physicians and learners to mental health care professionals who have an interest in helping Black physicians and trainees.
We aim to provide legal resources and direct Black physicians and learners to legal professionals who have an interest in helping Black physicians and trainees.
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