KK: Marcus, do you have any response to Lynne’s comments?

MM: Considering the minority tax, if you have a minority in a position of leadership and there was a white person, particularly a white male, in that position prior, and everything else is constant, the black person is expected to raise the bar or increase the diversity of the medical school class or do something totally different just because he’s black—and that’s the minority tax. Regarding getting into a position like chief diversity officer, I feel that should be something that someone truly wants to do. Some people get pigeonholed into it because there’s nobody else to do it; in my case, there was a desire to do it.

KK: Do you have any advice for emergency physicians who do experience diversity and inclusion challenges?

LR: I do want to add one thing since I was the only one that, in fact, had a whole additional set of challenges because I built my career while being an essentially single parent to my two daughters. I often reflect on the sacrifices not only that I had to make but that my children made or I arranged for them to have to make in order for me to do some of the things that I’ve done in my career. I say that not seeking praise but so that women who are facing that same set of challenges know that it can be done and that I don’t think you have to make a choice between having a successful career and being a dedicated parent.

My message to colleagues who are from the majority group is that I think it’s really important that they understand the damage that is done by discrimination and racism, not just to those who are victimized by it but by the perpetrators of it. And being pro diversity and inclusion should be motivated not just for social justice reasons and ethical reasons and humanitarian reasons but for very practical reasons. Diverse teams are actually higher-performing than homogeneous teams. My message is that diversity and inclusion is good for everyone, and it should be embraced by everyone.

KK: Leon, your final thoughts on guidance to others?

LH: I think I would agree with Lynne. I think, obviously, identifying mentors early in your career is always important. I think having a good career plan—what it is you want to do in your life—is critical. Making sure you know your pathway and who are the people who can help you, regardless of whether they’re black, white, male, or female, is critically important.