Exploring Attitudes and Beliefs in Patient Care: An Interview with Dana Powell Baker, MBA, MS, MLS(ASCP)CM

Publication Date: Feb 19, 2021

When Dana Powell Baker, MBA, MS, MLS(ASCP)CM, went into healthcare, she did so knowing that she wanted to be able to contribute to the clinical care not only of patients, but of her family, and to be a source for patient education that she felt was lacking. Throughout her career she has been an advocate for integrating gender and racial diversity topics within medical education, which directly contributes to understanding and caring for the diverse patient populations Mrs. Baker, and other pathology and medical laboratory scientists, serve. Here, she shared with us her thoughts on exploring—and dismantling—the attitudes and beliefs held within healthcare that will help improve inclusivity at every level.

How does race affect health care?

Several notable resources including the critically acclaimed Harriet A. Washington book, Medical Apartheid: The Dark History of Medical Experimentation on Black Americans from Colonial Times to the Present, detail an extensive history of misogyny and racism in health care. The story of Henrietta Lacks, the practice of invasive surgical procedures on non-anesthetized enslaved people, the Tuskegee experiment, and countless other examples demonstrate how race has affected health care in a way that has led to distrust from populations of Black/African American descent. I wish this was not the case, but we have to face the facts that quality health care has not always been equitable or fairly accessible for BIPOC individuals.

It is no secret that we are still working through issues related to systemic racism and healthcare disparities. We are still working towards fairness and equitable access to quality care. I hope we continue to strive towards rebuilding trust among BIPOC populations as it should be an innate right to receive quality health care regardless of race or ethnic background.

We are part of one global society. Healthcare disparities affecting marginalized communities also impact the broader population. It is not only about the disparities that one or more marginalized communities are experiencing; collectively, we should all want better for our society to survive and thrive. Ultimately, what is it costing us not just in terms of dollars but in lives for these disparities to exist? If anything, a lesson learned during this COVID-19 pandemic is one of it takes all of us coming together to ensure the health of our communities.

What are some of the stereotypes or prejudices that individuals of color encounter from healthcare providers?

Recently, I came across a publication discussing the stereotype of how Black people have a higher pain tolerance or threshold versus other ethnic populations. This stereotype could not be further from the truth; however, it is one that is still perpetuated in some healthcare environments. Patients of color have been denied pain medication, including during labor and delivery, because of this stereotype. Contrary to this belief, we feel pain and we should not have to endure pain due to a stereotype. This is where listening and hearing patients is key regarding their concerns or level of discomfort. If a patient says they are in pain, then treat accordingly regardless of race or ethnic background. We need to dispel this stereotype among many other circulating misconceptions and prejudices about patients of color.

How can racial disparities be combatted in health care?

Although the prospect of dismantling decades of systemic racism in health care can appear to be a daunting task, we cannot say that it is impossible. It is important for us to bring these racial disparity issues to light to begin the process of identifying solutions to the problems. We need to be more intentional in the education and training of pre-certification/pre-licensure health care professionals by including an open and honest dialogue on racial disparities. This education should continue as a part of professional development for those in clinical practice as well. Finally, we need to hold each other accountable to live up to the moral values, ethical standards, and code of conduct expectations we committed ourselves to upon entry into our respective healthcare professions.

What are the challenges for you, as a person of color in the healthcare industry, insofar as working to increase diversity and inclusion?

The words of the incomparable Shirley Chisholm come to mind… “if they don’t give you a seat at the table, bring a folding chair.” As a Black woman, I find myself being the only representative of my ethnic background in some of my professional circles. Although I may have a lived experience, my life does not reflect the only narrative of the Black experience. There are times where I may be called upon to address a concern or speak to an issue involving professionals or students of color. However, I must remind others that there are many stories, perceptions, experiences among individuals of color. My story is not everyone’s story just as my views are not everyone’s views. I am a resource but not THE source. Respectfully, we need to be intentional in engaging other individuals of color so that more diverse experiences and contributions can be shared in that effort to increase diversity and inclusion. Hopefully, there will be more room created at the table so that more diverse voices can be both seen and heard.

Diversity and inclusion have long been a topic in healthcare systems, but what needs to be done to actually move that dial?

First, I want to commend those healthcare systems with the mission to positively influence the cultural momentum of the clinical environment through diversity and inclusion efforts. It is an old but fitting saying that “actions speak louder than words.” Diversity and inclusion need to move beyond words into demonstratable actions to really shift the dial forward. It should not be regarded as a trend or a “window dressing,” but rather as an initiative to drive sustainable change towards a more inclusive and equitable system for all. To move the dial forward, it needs to be an expectation of all stakeholders involved to commit to doing their part in creating an inclusive environment that not only celebrates but champions diversity.

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