This is a short article that reviews the current demographics of underrepresented minority women physician scientists (URMWP). The article explores the factors that contribute and provides concrete steps that organizations can take to improve recruitment and retention of URWP.

Women of color face the greatest obstacles and receive the least support in attaining leadership positions. Women in the Workplace, a study conducted by LeanIn.Org and McKinsey, looks more deeply at the distinct challenges they face, shaped by the intersection of gender and race. This report hits on the highlights of the findings.

This is an overview of the past and the future for diversity and inclusion initiatives in medicine. The video explores the increasing diversity of patient populations and opportunities to provide more culturally competent healthcare. It introduces the concept on intersectionality and how groups can support each other.

In this podcast, ideas about how diversity in pre-hospital, community outreach and research settings creates positive change in communities.

A poignant and powerful narrative of a physician's decision to leave academic medicine. She cites a toxic and oppressive work environment, along with a lack of mentorship. She also discusses how black and other minority physicians are often expected to lead diversity and inclusion efforts, often without compensation and support.

Prior research has demonstrated that display of agentic behaviors, such as dominance, can produce backlash against female leaders. In this study, this effect was evaluated through the lens of race. Black women did not experience backlash for these agentic behaviors as much as white women, increasing the complexity of intersectionality of race and gender in leadership.

This review article examines if 4 underrepresented groups (women, under-represented minorities, LGBTQ, & physicians with disabilities) of physicians experience higher rates of burnout. The article also explores the intersectionality of these groups and potential solutions to improving workplaces for underrepresented groups.

From the TedTalk Overview: "Now more than ever, it's important to look boldly at the reality of race and gender bias -- and understand how the two can combine to create even more harm. Kimberlé Crenshaw uses the term "intersectionality" to describe this phenomenon; as she says, if you're standing in the path of multiple forms of exclusion, you're likely to get hit by both. In this moving talk, she calls on us to bear witness to this reality and speak up for victims of prejudice."

Dr. Sheryl Heron is a Professor and Vice Chair of Administrative Affairs in the Department of Emergency Medicine, the Assistant Dean for Medical Education and Student Affairs on the Grady Campus and Associate Director of Education and Training for the Center for Injury Control at Emory University. She discusses her career focus on minority issues and the intersectionality of being a woman and black in medicine. She also addresses her initial resistance towards affiliating with Women in Medicine groups and how these groups have evolved to be more inclusive.

This popular media article, written by a medical student, gives a brief but comprehensive overview of the challenges for women of color getting into medicine and then beyond.

In this Harvard Business Review article, the authors review the issue of code-switching, or adjusting one’s style of speech, appearance, behavior, and expression in ways that will optimize the comfort of others in exchange for fair treatment, quality service, and employment opportunities. While not directly aimed at medicine, there are examples from medical practice used, and the discussion about how this occurs in medicine could be rich. Interested in a deep dive on code switching? Check out NPR's podcast, https://www.npr.org/sections/codeswitch/

Microaggressions are often defined as "death by a thousand paper cuts," i.e. brief behaviors or statements that may or may not be intended to cause harm to the receiver. This article explores how to respond as the recipient and bystander of a microaggression. It also discusses how to respond if approached as a microaggressor.

Microaggressions among colleagues and friends are explored in this episode. The episode interviews several people from different ethinic and racial backgrounds regarding their friendships and the intersection of bias, microaggressions and how these interactions changed, ended and in some cases strengthened their identities and friendships.