Unpaid Labor for Black Professors Is Not the Solution to Racism, First Installment

In the realm of academia, the call for greater diversity and inclusivity is a pressing concern. However, as Craig Klugman, PhD, points out in his essay, the solution is not as simple as asking faculty of color to take on additional roles, particularly when these requests involve discussing their lived experiences rather than their scholarly work, and without any extra compensation.

A stark example of this imbalance is seen in the medical field, where only 3.6% of U.S. medical school faculty identify as black or African-American, despite making up 14% of the U.S. population. This disparity is a concern that extends beyond the medical field, with faculty of color often being pigeonholed into being scholars of race, even if that was not their intended scholarly career course.

The burden of diversity and inclusivity efforts is not solely on the shoulders of black faculty. It is not their job to educate their peers and their administrations about the need for change. Yet, they are often the ones serving on diversity and inclusion committees, advising students of colour, and creating additional curriculum to meet calls for more content in medical schools.

This extra workload is not just a burden in the traditional sense. It can also negatively impact the careers of faculty of colour, particularly during times of crisis like the ongoing pandemic. Female faculty, in particular, have taken on added home responsibilities more so than their male counterparts, which may reduce their publishing and research output.

The answer to greater diversity and inclusiveness in bioethics and medicine is not found in requiring a higher service load of faculty of colour. Instead, we need more faculty of colour in administration and leadership roles. This would not only help to address the current imbalance but also ensure that decision-making processes are more representative of the diverse student body.

Recent efforts to address racial injustice, such as those sparked by George Floyd's killing, have seen universities and professional groups offering webinars, online trainings, town hall meetings, and reading lists. However, there is no specific information available about which institutions have been less responsive to these efforts in recent years.

In a 2-part series, Klugman's essay is followed by another by Keisha Ray, Ph.D. (Link provided). The series serves as a powerful reminder of the challenges faced by faculty of colour in academia and the need for systemic change.

Notable strides have been made, such as Barbara Ross-Lee becoming the first black female dean of a medical school. However, until the systemic issues are addressed, the burden of diversity will continue to fall disproportionately on faculty of colour. A third response to this issue could be to make it easy for faculty of colour to say no to additional service obligations, allowing them to focus on their research and teaching without being overwhelmed by the demands of diversity and inclusivity work.

Unpaid Labor for Black Professors Is Not the Solution to Racism, First Installment