DEI: A Life-Threatening Risk in the OR
What Does Diversity, Equity, and Inclusion Really Mean?
Diversity, equity, and inclusion (DEI) is like a watered-down version of Critical Race Theory, but with a corporate twist. It claims that if a certain demographic group is underrepresented in a particular industry or job, it must be due to systemic discrimination or racism. According to DEI, either everyone is completely equal and should be equally represented in every field, or everyone is unequal and therefore, racist.
But the truth lies somewhere in between. People of all races and backgrounds have different genetics, environments, and cultures. We are all unique individuals.
When we look at group averages, it’s rare to find complete identicalness across humanity.
However, DEI advocates want us to ignore these differences and focus on their proposition. But why?
Because DEI is a direct threat to the meritocracy. The meritocracy suggests that success or failure should be determined by objective metrics. The beauty of meritocracy is that if you succeed, it means you’re doing something better than others, which benefits everyone.
DEI, on the other hand, means that unqualified individuals can advance in life simply because they belong to a victimized group. This is evident in cases where Asian Americans are discriminated against in university admissions in favor of lower-scoring applicants from other groups.
And now, DEI is infiltrating the field of medicine, which should be a cause for concern. When you go to the doctor, all you care about is whether they are skilled and capable of taking care of you.
But DEI is changing that. For example, Wake Forest Medical School is about to graduate a med student named Kychelle Del Rosario, who injured a conservative patient and proudly boasted about it on social media.
Similarly, Ewen Liu, Del Rosario’s classmate, was hired by the University of Pennsylvania Health despite tweeting that it was “karma-tic” when Del Rosario injured the patient who mocked her pronoun pin.
These incidents reveal a dangerous belief that medical errors are somehow justified if they happen to someone with the “wrong” beliefs. This is a serious problem.
Another example is Vignesh Raman, an award-winning Duke Surgical resident, who expressed his disdain for patients who watch Fox News or wear MAGA hats. He even celebrated having a majority “non-white” population to treat.
Raman and others like him prioritize diversity over objective metrics when selecting residents for surgical programs. But when you need open-heart surgery, do you really care about the surgeon’s life story or do you want someone with a proven track record of success?
It’s absurd for surgical residencies to prioritize life stories over objective metrics. It’s also racist to exclude white men from top-level surgical residencies based on their race.
By doing so, we end up with fewer qualified individuals entering the system and more unqualified people attending top medical schools.
It’s time to question the impact of DEI on important fields like medicine and ensure that meritocracy remains the guiding principle.
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How does prioritizing diversity over competence in the medical profession put patients’ well-being at risk?
About is receiving the best possible care, regardless of the doctor’s race or background. However, DEI advocates believe that diversity should be prioritized over competence when it comes to medical professionals. This is a dangerous path to follow, as it puts the patients’ well-being at risk.
Inclusion is another aspect of DEI that is often misunderstood. Inclusion does not mean forcing people of different backgrounds together and expecting them to get along harmoniously. It means creating an environment where everyone feels valued and respected for their unique qualities. Inclusion should focus on creating a sense of belonging, rather than simply checking off boxes on a diversity checklist.
Equity, on the other hand, is often misconstrued as equality. While equality means treating everyone the same, regardless of their circumstances, equity acknowledges that different individuals may require different support in order to achieve equal outcomes. Equity recognizes that some individuals may face systemic barriers that prevent them from reaching their full potential, and aims to address those barriers to create a more level playing field.
However, the problem with DEI lies in its implementation. Too often, DEI initiatives resort to tokenism, where individuals from underrepresented groups are hired or promoted just to fulfill a diversity quota, rather than based on their qualifications or abilities. This undermines the principles of meritocracy and can lead to a decrease in overall competence and effectiveness.
Furthermore, DEI initiatives can inadvertently foster a sense of resentment and division among employees. When individuals are promoted or given opportunities solely based on their demographic characteristics, it can breed animosity and create a hostile work environment. True inclusivity should be based on recognizing and valuing individuals for their unique skills and contributions, regardless of their background.
In conclusion, diversity, equity, and inclusion are important concepts that should be embraced in our society. However, it is crucial to approach them with a balanced perspective. Recognizing and appreciating the unique qualities and perspectives individuals bring to the table is essential for fostering innovation and growth. At the same time, it is important to ensure that meritocracy is not compromised and that individuals are rewarded based on their qualifications and abilities. Striking this balance will allow us to create a more inclusive and equitable society, where diversity is celebrated without sacrificing competence.
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