During a special virtual meeting this month, the American Medical Association’s board of trustees and House of Delegates passed a resolution taking a stand against racism and police brutality.
Among other things, the AMA pledged “to confront systemic racism and police brutality,” marking the first time the organization recognized those issues as public health threats.
Nicole Mitchell, director of diversity and inclusion at Cedars-Sinai, said hospitals can start by building a safe space for employees to speak their minds.
“The goal is to take some of these ideas back to our executive diversity and inclusion council, which is a mix of leaders from across the organization, and start to think about how we can put these into action and start to make really sustainable change in our organization,” Mitchell said.
Aside from implicit bias training for leadership, students and staff, del Castillo hopes that the University of Iowa Hospitals & Clinics will take steps to improve outcomes for marginalized communities, including addressing security issues that may hinder access to care.
But how will real change be measured?
“If we can create a sense of belonging no matter what your background is, that will speak volumes, and people will talk about that feeling,” Mitchell said. “And then you won’t have to worry about the numbers, because you’ll start to see that change.”