Active antiracism through surgical education.

Overview

INTRODUCTION: Disparities in surgical outcomes are well documented. Racial/ethnic minorities are also disproportionately underrepresentated in surgery; however, most surgeons do not acknowledge the existence of disparities. Diversity, equity, and inclusion (DEI) education in surgery is needed, yet DEI education is often confined to designated diversity lectures, limiting depth of content. Underrepresented minorities (URMs) are also more likely to be tasked with leading DEI initiatives, perpetuating the minority tax and limiting non-URM engagement. METHODS: A DEI curriculum was implemented in a general surgery department, inclusive of programming at morbidity and mortality (M&M) and grand rounds (GR). RESULTS/LESSONS LEARNED: After implementing a DEI curriculum there was a significant increase in DEI topics at M&M (0% versus 27.3%; p < 0.01) and GR (0% versus 18.4%; p < 0.001). The majority of DEI M&Ms were presented by non-URMs (88.89%). Most DEI GR were presented by URMs (55%). CONCLUSIONS: Structured integration of DEI initiatives into surgery department conferences may serve as a practical approach to increasing departmental awareness of disparities, expanding DEI engagement, and increasing academic recognition for DEI initiatives.