As a pathologist at Northwestern University and the President of the newly formed Society for Black Pathologists, Carla L. Ellis, MD, MS, FASCP, is driving change to increase diversity, equity, and inclusion within the profession. Here, she shares with us her thoughts on overcoming biases and the need for real discussions around race in health care.
What are some of the stereotypes or prejudices that individuals of color encounter from healthcare providers?
I feel as though in my personal encounters as a person of color, and also based on reports of experiences from family members, friends (and interestingly, in the capacity of interviewing medical students and residency applicants of color), that our experiences as patients in health care range from apathy, to impatience, and most commonly, to a sense of disbelief from healthcare providers when expressing symptomatology. Black patients have a harder time getting prescriptions for pain medications, mental health-associated medications, and others due to the belief of perceived confabulation or lying about our symptoms. As such, we tend to have more advanced disease, less patience, and greater frustration around our healthcare experiences which negatively affects our outcomes and prognoses.
What are the challenges for you, as a person of color in the healthcare industry, insofar as working to increase diversity and inclusion?
My role in the department of pathology at Northwestern Medicine is the Director of Wellness, Diversity and Inclusion. I am very passionate about this role, and the most challenging part of it has been finding a way to bring a diverse group of individuals together in a global pandemic, to discuss how to best improve our department with regard to diversity, equity and inclusion in race, gender, sexual identity and ability. I've created a diversity and inclusion committee, and we are in the initial phases of getting everyone educated (and becoming diversity ambassadors) about resources for diversity throughout the larger Northwestern community. Most importantly, I am well supported by my chairman and other departmental leaders. This support makes all the difference in the world and can help offset even the biggest challenges.
In addition, a group of esteemed colleagues and I have collaborated with ASCP to form the Society of Black Pathologists (SBP). We hope to continue to address this issue by encouraging more underrepresented persons of color to enter the pathology profession. Our goals are to increase diversity and inclusion in our field, and to provide mentorship and opportunities for leadership development, such that the individuals in our profession reflect the communities we serve. Our
website offers more information about our overarching mission, and despite our name, we are an organization that includes and encourages laboratory professionals, medical students, and pathology residents to apply.
Do you feel you can have a real conversation about race and diversity in your environment without incurring repercussions? How can you start these discussions and effect change?
There was definitely a time when the answer to the first question was "no." Earlier in my training and career, I did not feel comfortable discussing racism with colleagues outside of my race due not only to fear of repercussion, but also due to the sense that I would be seen to be complaining, exaggerating, and/or told that "I've never seen person X behave that way or say anything that was racist etc..." People of color had very little support with expressing concern on this topic, especially in a field like pathology where we are in the vast minority. However, I now feel that it is important to have these difficult conversations because the clarity and understanding that comes as a result, strengthens relationships, and allows our voices to be heard.
The most important way to start these discussions is to address the issue or comment in real time, regardless of how hard it is and who is present. Other suggestions include making sure to consult your leadership or HR representative for advice on how to best rectify the situation or assist in problem solving. If you have a diversity officer or any other diversity related resources at your institution or hospital, consider attending conferences or joining the diversity committee as your presence is needed and your opinion is valued!
