M. Ko is assistant professor, Division of Health Policy and Management, Department of Public Health Sciences, University of California, Davis, Davis, California; ORCID: https://orcid.org/0000-0001-8859-0022. H. Ton is interim associate vice chancellor, Diversity, Equity and Inclusion, associate dean, Faculty Development and Diversity, and professor, Department of Psychiatry and Behavioral Sciences, University of California, Davis, Sacramento, California.
Acad Med. 2020 Feb;95(2):184-189. doi: 10.1097/ACM.0000000000003019.
Several lawsuits have recently been filed against U.S. universities; the plaintiffs contend that considerations of race and ethnicity in admissions decisions discriminate against Asian Americans. In prior cases brought by non-Latino whites, the U.S. Supreme Court has upheld these considerations, arguing that they are crucial to a compelling interest to increase diversity. The dissenting opinion, however, concerns the possibility that such policies disadvantage Asian Americans, who are considered overrepresented in higher education. Here, the authors explain how a decision favoring the plaintiffs would affect U.S. medical schools. First, eliminating race and ethnicity in holistic review would undermine efforts to diversify the physician workforce. Second, the restrictions on considering race/ethnicity in admissions decisions would not remedy potential discrimination against Asian Americans that arise from implicit biases. Third, such restrictions would exacerbate the difficulty of addressing the diversity of experiences within Asian American subgroups, including recognizing those who are underrepresented in medicine. The authors propose that medical schools engage Asian Americans in diversity and inclusion efforts and recommend the following strategies: incorporate health equity into the institutional mission and admissions policies, disaggregate data to identify underrepresented Asian subgroups, include Asian Americans in diversity committees and support faculty who make diversity work part of their academic portfolio, and enhance the Asian American faculty pipeline through support and mentorship of students. Asian Americans will soon comprise one-fifth of the U.S. physician workforce and should be welcomed as part of the solution to advancing diversity and inclusion in medicine, not cast as the problem.
最近有几起针对美国大学的诉讼被提起；原告声称，招生决策中对种族和族裔的考虑歧视了亚裔美国人。在之前由非拉丁裔白人提起的案件中，美国最高法院维持了这些考虑，认为它们对于增加多样性的强烈利益至关重要。然而，异议意见涉及到这些政策可能对亚裔美国人不利的可能性，他们被认为在高等教育中人数过多。在这里，作者解释了支持原告的裁决将如何影响美国的医学院。首先，在整体审查中消除种族和族裔会破坏使医生队伍多样化的努力。其次，在招生决策中考虑种族/族裔的限制不会纠正由于隐性偏见而对亚裔美国人产生的潜在歧视。第三，这种限制将加剧解决亚裔美国人亚群体内部经验多样性的困难，包括承认在医学领域代表性不足的群体。作者建议医学院让亚裔美国人参与多样性和包容性工作，并提出以下策略：将健康公平纳入机构使命和招生政策，细分数据以确定代表性不足的亚裔亚群体，让亚裔美国人参与多样性委员会，并支持将多样性工作作为其学术组合一部分的教师，以及通过支持和指导学生来增强亚裔美国教师队伍。亚裔美国人很快将占美国医生劳动力的五分之一，他们应该作为推进医学多样性和包容性的解决方案的一部分受到欢迎，而不是被视为问题的根源。
