The Society of Thoracic Surgeons evolved in 1964 to offer all thoracic surgeons an opportunity to participate actively in a member organization. In 2017, recognizing responsibilities and realities as a member organization, the STS formed an ad hoc Taskforce on Diversity and Inclusion. With energy, academic commitment, and focus, this group has evolved into a workforce that is actively gathering data and creating information for all of us to review, recognize, and understand. The report1Erhunmwunsee L. Backhus L.M. Godoy L. Edwards M.A. Cooke D.T. Report from the Workforce on Diversity and Inclusion – The Society of Thoracic Surgeons members’ bias experiences.Ann Thorac Surg. 2019; 108: 1287-1292Abstract Full Text Full Text PDF Scopus (23) Google Scholar in this issue of The Annals of Thoracic Surgery is an early and thoughtful survey tabulation and commentary intended to address sensitive issues and to open the door to understanding our current realities, with a plan to further recognition of our current state and the importance of a diverse specialty for the patients we serve. Although we are more comfortable reading about adjuvant therapy for pulmonary or esophageal neoplasms, transcatheter aortic valve replacement trials, mitral repair outcomes or single ventricle realities, understanding our specialty’s membership, the opportunities we have, and societal responsibilities has an importance that we might not recognize consistently. This workforce report informs us of the reality of “gender directed implicit and explicit bias” and the disparities noted in medical education, surgical education, and training and leadership roles. Specifically, the report calls out the limited number of women in leadership positions in The Society of Thoracic Surgeons. The report notes the challenges and the commitment necessary to increase diversity. One need only peruse The Diversity Bonus by Scott E. Page to be thoughtfully challenged to recognize the benefits of a diverse workforce is more than the “right thing to do.”2Page S.E. The Diversity Bonus. Princeton University Press, Princeton, NJ2017Google Scholar Furthering the data-driven discussion, racial and ethnic implicit and explicit bias data are detailed for underrepresented groups in medicine, and the report suggests that we need to be “open to honest dialogue about experiences of bias.” I would expand on that include consideration of “bystander training” for our eventual “toolbox” to support our students, trainees, and colleagues. Although the embedded survey results from late 2017 and early 2018 are far from scientific evidence, Tables 1 and 2 are extremely informative, noting that a majority of female and Black/African/African American respondents answered yes to the question in Table 1: “Have you ever felt unfairly treated?” The report concludes using data to recognize the obvious implicit bias, and it thoughtfully notes the importance of self-reflection to recognize our internal realities—remarkably noted and supported by the oft-quoted presidential scholar Arthur M. Schlesinger, Jr: “Everything that matters in our intellectual and moral life begins with an individual confronting his own mind and conscience in a room by himself.”3Arthur M. Schlesinger, Jr. In: AZ Quotes. Available at: https://www.azquotes.com/. Accessed September 30, 2019.Google Scholar This workforce has embarked on a challenging journey, and it deserves our sincere thanks. Recognition of the realities in this report offers the society members and our specialty a unique opportunity for advancing our societal impact. Report from the Workforce on Diversity and Inclusion—The Society of Thoracic Surgeons Members’ Bias ExperiencesThe Annals of Thoracic SurgeryVol. 108Issue 5PreviewDiversity and inclusion within The Society of Thoracic Surgeons is paramount to the growth and excellence of our specialty. As such, discussions about challenges that prevent our Society from achieving this goal are necessary. The Workforce on Diversity and Inclusion has been tasked with understanding our membership’s comprehension and experience with bias, which is known to have a negative impact on those of female gender, minority race, sexual orientation status, and religious status. Bias contributes to the fact that we are far from gender parity within our Society’s leadership and that we must make significant changes in order to achieve a diverse membership. Full-Text PDF
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