Bringing diversity to Academy committees and task forces
Each year, the Academy encourages its members and residents to apply for open council, committee, and task force (CCTF) positions. This year is no different, but to align with its three-year strategy on diversity, equity, and inclusion, Dermatology World Weekly is highlighting underrepresented (URM) minority CCTF members.
Dara Spearman, MD, member of the Public Education Committee, emphasizes that URM members’ lived experiences put them in a unique position to share invaluable perspectives while Saakshi Khattri, MD, MBBS, member of the Drug Pricing and Transparency Task Force, touches on the role all members play in creating a culture of inclusivity, even if they don’t identify as an underrepresented minority.
DermWorld Weekly: The Academy rolled out its three-year strategy on diversity, equity, and inclusion to increase dermatologic care. The plan includes four goals, with the first one promising to “promote and facilitate diversity, equity, and inclusion within the AAD’s programs and governance structures.” As a member of the AAD’s councils, committees, and task forces (CCTFs), tell us why this goal resonates and the importance of having diverse representation serving at the leadership level in the Academy.
DermWorld Weekly: Tell readers why underrepresented minority (URM) members’ unique experiences make them capable of contributing invaluable direction and guidance while serving on CCTFs.
Dr. Spearman: Underrepresented minority members’ experiences allow them to speak from a place of experience. Our presence helps to dispel negative stereotypes and personal biases about different groups. A diverse leadership helps us recognize and respect ways of being that may be different from our own. This allows us to build trust and respect with our colleagues and patients of other cultures. On the Academy's Public Education Committee, we can help guide the content for communications from the Academy to avoid unintentionally offending underrepresented groups because we understand and are immersed in that culture. For example, currently the Public Education Committee is working with URM members to better understand how to create public education materials that are inclusive and that will resonate with minority patients.
Dr. Khattri: Experiences of URM members can be vastly different from those of non-minority members. Due to these different experiences, URM members can have views that are unique. Since the Academy comprises dermatologists from diverse backgrounds, we need to have URM members on CCTFs to reflect this heterogeneity. We need different views or positions that best reflect the diverse population we are serving to avoid falling into the metaphoric trap of “tunnel vision.”
DermWorld Weekly: The AAD Diversity Committee is offering to help CCTFs review and brainstorm ways to incorporate diversity efforts into their activities. What are some of the ways that your council, committee, or task force has taken on a more inclusive approach and what are some quick and simple ways other CCTFs can follow suit?
Dr. Spearman: A simple solution to this is just reaching out to more diverse candidates. Often it is easy to reach out to people you know or have worked with in the past to assist you in future endeavors. Leaders of CCTFs can encourage current members to reach out to those they have not worked with in the past to gauge interest in contributing. Additionally, partnering emerging leaders with members who are more involved in the Academy creates a unique opportunity for seasoned members to help new members easily integrate and feel comfortable contributing. This is a form of mentorship, which we know plays a large role in ensuring URM members have equal opportunities to succeed and thrive. Unfortunately, we hear, time and time again, that URM physicians had a hard time navigating medical school and other facets of their careers because they didn’t have adequate guidance, support, or mentorship.
Dr. Khattri: All work done as a member of the Academy's Drug Pricing and Transparency Task Force was remote, either via email or video conferencing, due to restrictions posed by the COVID19 pandemic. What I noticed was how involved the Academy has been in asking for feedback, encouraging members to share experiences and opinions, and inviting members to make their voices heard. This has made for a very meaningful and rewarding interaction. I think that really is the first step — to create a safe space within your CCTF where members feel comfortable sharing their unique experiences. For CCTFs that aren’t as diverse in membership, you can still make an impact. I recommend bringing the unique challenges of your URM colleagues and minority patients to the table and advocating on their behalf. This requires a lot of listening to communities that might not look like you, but you can use your privilege, voice, and leadership to share perspectives that might not naturally surface in an environment that isn’t diverse.
Submit an application to be considered for an AAD committee, council, or task force position today.
Resources:
