The long game: Holistic equity strategies for early talent in healthcare | Viewpoint

My curiosity to better understand health equity began long before my career.

Javay Walton

Like many students entering college, starting this new chapter of life marked not only a personal milestone but a turning point, allowing me to interact with new people and see the world through a different lens.

While getting to know my roommate, we discovered many commonalities but also differences. Although we both grew up in San Francisco, his upbringing in a more affluent part of the city contrasted sharply with my low-to-middle class community, revealing stark disparities in both educational programs and healthcare services. He spoke of advanced placement classes and regular check-ups with doctors, whereas I recounted my family’s struggles to access these essential resources.

These eye-opening conversations became the foundation of my commitment to creating spaces where all people have access to opportunities, regardless of their background.

The challenges of building a diverse healthcare workforce

As I embarked on my early career journey, I began to see that many of the inequities I experienced in my youth existed across corporate America, including in our healthcare workforce. Here are some of the key challenges.

Historical barriers. Access to quality education, mentorship and exposure to healthcare careers have been limited across minoritized communities, resulting in fewer individuals entering the healthcare field as professionals. According to data from the Association of American Medical Colleges, only 5.7% of U.S. physicians identify as Black or African American, and 6.9% as Hispanic.

Unconscious bias. Even when opportunities arise for individuals from minority communities, unconscious bias in the hiring process impacts every step, from resume screening and interview selection to offer presentations, limiting their career opportunities.

Intersectionality. Many organizations struggle to address intersectionality when looking at talent. Focusing on diversity in a siloed way overlooks the unique challenges and strength of individuals with multiple marginalized identities, such as women of color or LGBTQ+ healthcare workers.

Addressing these challenges requires a holistic approach that includes early pipeline development – starting as early as middle school and high school – intentional recruitment and retention strategies, and dedicated diversity, equity and inclusion (DEI) experts who work alongside teams to push initiatives forward that create inclusive and supportive work environments.

Strategies for engaging early talent

Research shows that a diverse workforce can lead to better patient experiences. A study published in the American Journal of Obstetrics and Gynecology, Maternal-Fetal Medicine found that giving birth in states with a diverse nurse workforce was associated with a 20% reduced risk of severe outcomes for Black mothers, a 31% reduction for Hispanic mothers, a 50% reduction for Asian and Pacific Islander mothers, and a 32% reduction for white mothers.

To integrate diverse backgrounds and perspectives into patient care, we must provide new pathways to engage younger people from all communities. Youth from minority communities often admire more “glamorous” careers in entertainment and sports but are not typically aware of the opportunities in healthcare.

Organizations can take several approaches to address this:

Support early exposure. Designing programs that expose students to medical careers as early as middle school and high school is crucial. Organizations can work with school administrators to host interactive sessions with healthcare professionals and students.

Expand access through scholarship. Establishing and maintaining scholarship opportunities can address racial and ethnic underrepresentation in medicine by alleviating the financial burden that often prevents individuals of minoritized communities from pursuing education and careers in medicine.

Enable ongoing mentorship. Pairing early talent with experienced healthcare professionals through formal role-specific mentorship programs allows them to gain insights into their potential career paths, receive feedback and develop key skills. These relationships foster confidence and provide early opportunities for personal and professional growth, supporting lifelong careers.

For healthcare organizations interested in evolving their equity strategies, my advice is to just do it –don't be afraid to take risks while you do. The strategies outlined above require a well thought out, multi-year outlook with an infinite goal in mind. Be patient and know that while the returns may not be immediate, the investment will be worth it and will help shape the future of healthcare.

I often think back to my early experiences, about the resources that weren't available to me. Today, my dream for future generations, including my own children, is to live in a society where these barriers to success are non-existent—a world where they can pursue their passions without the limitations that held so many others back in our past.

Fellow healthcare executives have a unique opportunity to encourage others to join our healthcare industry as we continue to work together to build a more equitable future for patients everywhere.

Javay Walton is the vice president of community impact and social responsibility at Vituity.