The UMCG as a place where everyone can be themselves, is seen and heard. That does not happen overnight, we know as much, as that is not in the nature of ‘the human’. To achieve this, you first need to learn (to recognize) your own subconscious prejudices. That is why we work with a workgroup, ambassadors, schooling and training to create a diverse and inclusive organisation.
Alec already contributed to make the vision “See the person” of the UMCG come true. He did notice: ‘You will not see any progress when you do not include diversity and inclusivity in the plan. Your own perspective includes biases, which is a subconscious and often unintended prejudice.’ He gives the program The Voice of Holland as an example. ‘First, you only hear someone sing. You do not see skin colour or if someone is thin or thick… Like this, excluding subconscious prejudices within job application procedures is also very important.’
At the UMCG, employees, especially managers and those involved in the job application procedures, are therefore trained in diversity and inclusivity. ‘When I look at the doctors we now employ for the training, you can see that people start to look less alike.’
‘Everyone at the UMCG brings along their own perspective. We have to bring these perspectives together. This way, we can uncover everyone’s prejudices and we can complement each other’, states Alec. ‘This is necessary for creating a safe space where everyone is able to provide high quality care.’
He speaks from experience. ‘I put down the topic of colour long ago. I thought: I studied and everything is fine now, that kind of thing does not matter anymore, right? But unconsciously and unintended, things do happen. I noticed that when I had my own group that held a speech about diversity. I heard experiences and realized that I am adjusting my behaviour and clothing as well to avoid comments. When I am dressed professionally or in the white coat, I notice that people see and greet me sooner compared to when I wear something like a sweater.’
One of the things that stuck from the training ‘Subconscious prejudices’ was the example of the soccer players. Soccer players of colour often get comments like: ‘powerful shot’ or ‘look at that speed!’, while white players often hear something like ‘that’s a smart move’. ‘When you encounter such prejudices at your work or education, it has to be up for discussion. If someone says a comment is not meant in an inappropriate manner, you should be able to say: “That is how it feels for me, could you perhaps understand that?” When there is no space for such a conversation, there is no inclusivity. You then feel excluded and become more silent’.
‘That is why education and training is so important, as we have to keep developing ourselves,’ says Alec. Also for our patients. ‘As a doctor, I have to be aware of all the factors that patients bring to the consultation room. Only then can I help them well and can patients see me too. And they will understand what I advise based on my expertise. Only with a patient who knows they are heard and seen, can you decide on a fitting treatment.