The state in which race no longer determines one’s life outcomes. In terms of the workplace, those outcomes are recruitment, hiring, mentorship, advancement, leadership, retention, salary, overall wellbeing, and more. Racial equity is when everyone has what they need to thrive professionally and are free of racism, race-based harassment, bias, discrimination, and microaggressions. As a process, we apply racial equity when those most impacted by structural racial inequity are meaningfully involved in the creation and implementation of the institutional policies and practices that impact their professional lives. In academic medicine, this means underrepresented racial and ethnic groups (URG), specifically Black or African American, Hispanic or Latinx, Native American or Alaska Native, Native Hawaiian and Pacific Islander; it also broadly includes People of Color who may be well represented but do not share equal power and resources nor similar experiences to their White counterparts.
Adapted from the Center for Social Inclusion. According to the NIH’s definition of underrepresented groups (URG) in medicine and informed by the National Science Foundation.