With full transparency, we recognize that there are fundamental methodological limitations in the collection of data regarding identities such as race, ethnicity, gender, and sexual orientation. Many datasets that are widely used and accepted rely on groupings of identities that do not adequately reflect the experiences or self-identifications of those people. We recognize that race is a social construct and people within the same racial category may have vastly different cultures, life experiences, languages, and geographic origins. We recognize that even the language we use to describe different identities is dynamic and subject to variable interpretation. With that context, we felt the data was still worth evaluating as a first attempt to understand who comprised our CAFP leadership. To provide context for the data that the CAFP collected in our survey, we attempted to use comparison populations when relevant. Data on comparison populations comes from a variety of sources and is limited by what is publicly available and the specific methodologies of those studies. Some results of the survey are shown here: Thirty-five percent of CAFP leadership identified as White/Caucasian/ European, 32% Asian/Asian American/ Pacific Islander, 13% Latinx/Hispanic/ Latino/Latina, 10% Black/African/ African American, and 10% other race/ ethnicity. Latinx/Hispanic/Latino/Latina individuals were underrepresented in CAFP leadership when compared to the population of the state of California. Sixty-seven percent of CAFP leadership identify as female, 30% male, and 3% Nonbinary/ Other. As a committee, we recommended to the Board that the CAFP endeavor to have its leadership mirror the population of California, with an emphasis on adequate representation, and even permissive overrepresentation of historically underrepresented demographics. The Committee advocates for the inclusion of individuals belonging to many different identities in CAFP leadership. However, we proposed that the initial focus be on achieving proportional and diverse racial and ethnic representation, with the understanding that this is just one of many steps towards addressing health equity. From our survey data, it is clear that there is a significant underrepresentation of Latinx individuals in CAFP leadership, and this presents a clear opportunity for action. The committee recommended that the CAFP strive to achieve significantly improved leadership representation by 2030. To help achieve this representation goal, the Committee also provided the Board with specific strategies for recruitment, retention, and advancement of a more diverse leadership as well as ways to provide education and representation at CAFP events. The JEDI Committee has only just begun building out a framework for centering diversity, equity, continued on page 14 49 years ago , the small group of physicians who founded MIEC made three promises: A promise to relentlessly protect our member physicians. A promise to charge only what it costs. A promise that if we collect more in premiums than we need, to return the excess to our members as dividends. Nothing is more important than a promise kept. That’s why, for almost fifty years, physicians have relied on us to protect their practices and their reputations. For more information, call 800.227.4527 or visit miec.com. Get a quote today. Malpractice insurance coverage for all specialties of physicians, medical groups and facilities. Coverage for additional healthcare professionals and other specialty coverage available. miec.com | 800.227.4527 Insurance by physicians, ™ for physicians. California Family Physician Summer 2024 13
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