{Reference Type}: Journal Article
{Title}: "The straw that broke the camel's back": An analysis of racialized women clinicians' experiences providing diabetes care.
{Author}: Sivakumar A;Rana S;Rofaiel D;Ahmad T;Hari S;Yu CH;
{Journal}: PLoS One
{Volume}: 19
{Issue}: 7
{Year}: 2024
{Factor}: 3.752
{DOI}: 10.1371/journal.pone.0305473
{Abstract}: <B>BACKGROUND: </B>Racialized women clinicians (RWCs) experience the brunt of unfair racial and gendered expectations, which is a direct result of their visible identity. Our study sought to understand how these experiences intersect to impact the personal and professional well-being of RWCs, and their approach to diabetes care.<BR><B>METHODS: </B>Data were collected from 24 RWCs working within Canadian diabetes care settings, who participated in semi-structured, one-on-one interviews conducted from April 2021 to September 2021. The data were qualitatively analyzed using thematic analysis to develop emergent themes, and interactions were explored using the socioecological model (SEM), adapted to our study context.<BR><B>RESULTS: </B>We identified three themes: (1) Discordance between self-identity and relational identity impacted how RWCs interacted with others, and how others interacted with them; (2) Tokenistic, "inclusive" organizational policies/practices and inherently racist and sexist social norms permitted acts of discrimination and led to the systematic othering and exclusion of RWCs within the workplace; and (3) Differential treatment of RWCs had both positive and negative impacts on participants' relational, workplace and self-identity. Using the SEM, we also found that differential treatment of RWCs stems from upstream policies, structures, and social norms, percolating through different levels of the SEM, including work environments and communities, which eventually impacts one's relational identity, as well as one's perception of oneself.<BR><B>CONCLUSIONS: </B>The differential treatment of RWCs arises predominantly from macro systems of the work environment. The burden to address these disparities must be shifted to the source (i.e., namely systems) by implementing interventions that equitably value diversity efforts, institute policies of accountability and correction of implicit biases, and prioritize an inclusive culture broadly across faculty and leadership.