An inclusive Faculty of Medicine

Building trust together

Finally, I would like to make an appeal to all those engaged in the anti-racism movement at the Faculty of Medicine. My concern is that the fight against racism could develop into a culture war between those defined as the majority and those belonging to various minorities. I am also worried that this could become a conflict along political lines. This kind of development has been extremely destructive for many universities in the United States. It reflects an international trend, and with the presidential election fresh in mind, there is reason to fear increased polarisation and extreme counter-reactions also in Norway.

Let me share another example to illustrate a fundamental issue: I was one of the few attending professors at the seminar 'An Anti-Racist Faculty of Medicine?'" on 6 February (9). I looked forward to an open debate on difficult topics but became concerned when the seminar started with drumming and a blessing from a Sami shaman and self-proclaimed healer. I understood that this was the Sami National Day, but in my secular mind, I thought: What would the reactions have been if we had invited a minister from the Church of Norway to bless one of our academic meetings? Are actions that are perceived as exclusive or offensive when performed by the 'majority' considered inclusive and noble when representing a minority?

Racism in medicine and health is generally related to discrimination against immigrants (10). But trust and tolerance go both ways. There is also racism and intolerance among minorities, and the stereotypical 'majority' is not a homogeneous group. It consists of individuals who can also experience exclusion, underappreciation and harassment.

Many of the problems we are discussing are not about hostility or ill-will, and I am glad that Almashhadani and Spjeldnæs 'by no means accuse educators, students and clinical instructors in the field of medical education in Oslo of being racists.' For this very reason, it is important that we do not present these complex issues as accusations against particular groups or individuals. Being subjected to racism is serious, but being accused of racism is also serious. If we are aiming for openness and inclusion, we must avoid alienating well-intentioned people in our own organisation.

The vision of 'a 100 % anti-racist Faculty of Medicine' (9) can easily be perceived as a political ideology with strong normative implications for what is acceptable to say and do. Many are reluctant to participate in this discussion for fear of saying something wrong and being labelled as intolerant. I therefore propose that we direct our efforts toward creating 'an inclusive faculty' – a place where we build trust through open and honest dialogue, where there is room to be different, to disagree and to make mistakes, while we strive to understand each other as best we can.

I therefore propose that we direct our efforts toward creating 'an inclusive faculty' – a place where we build trust through open and honest dialogue, where there is room to be different, to disagree and to make mistakes, while we strive to understand each other as best we can

Creating such an inclusive culture requires positive engagement from many. There are no simple solutions at the 'systemic level.' Awareness of laws, regulation and reporting procedures is important, but trust is not something that can be decreed or demanded. Politicians and university leaders must facilitate and lead by example, but the actual work of inclusion is something we must do ourselves. It is about how each of us chooses to meet others. I am therefore grateful that Almashhadani and Spjeldnæs have initiated this important debate on behalf of the students. Let us work together to include everyone in the discussion about how we build trust among students and staff at the Faculty of Medicine.