Volume 39 Number 6 | December 2025
Summary
The authors argue that casual stereotypes about medical laboratory professionals—such as calling them introverts or saying they don’t like people—undermine inclusion and belonging. These labels flatten the profession’s diversity and can alienate colleagues. They urge intentional, respectful language and highlight ASCLS efforts that foster community, emphasizing that belonging is built through everyday actions that value each person’s full humanity.
Kyle B. Riding, PhD, MLS(ASCP)CM, ASCLS President
Laura Link, MS, MLS(ASCP)CM, ASCLS-Virginia President
If you’ve spent any time in the laboratory profession, you’ve likely heard or said that we are understaffed, underpaid, or underappreciated. And while those challenges are important to acknowledge and recognize, there is another issue that deserves our attention. It’s the way we talk about ourselves—more specifically the way we label each other.
Shortly after this year’s ASCLS, AGT & SAFMLS Joint Annual Meeting, I had the pleasure of getting a phone call from my friend and this article’s co-author, Laura Link. She was frustrated by how often she heard folks casually referring to laboratory professionals as “introverts” or joking that “we are hermits who don’t like people.” Laura, who is anything but introverted, felt misrepresented and that she wasn’t alone.
While I understood her point, I also offered a gentle defense, since I’m proudly introverted myself. I reminded her that society labels introverts as isolationists, but our energy is simply restored when we have solitude. Our extroverted peers find their energy in social settings. Neither is better or worse, but for some reason introversion does carry a societal stigma that drove Laura’s feelings. Those sentiments led us to want to collaborate on this article.
We went on to talk about how these well-intentioned and humorous labels can be limiting. They flatten the rich diversity of personalities, backgrounds, and experiences that make our profession strong. As our conversation continued, the topic naturally drifted away from the merits of introversion and extroversion and instead became about how we use language to define others without their input. It is our deeply held belief that ASCLS is a space where a sense of belonging can be built. However, we both worry that when we define others without their consent, a sense of belonging can be lost.
With that all in mind, let’s be honest: no one enters healthcare because they dislike people. Some may prefer quieter workspaces, but that doesn’t mean a person lacks communication skills or a collaborative spirit. Everyone simply expresses their care and commitment to excellence in different ways.
“Let’s be intentional with our words and assure we do not label each other based on personality traits, preferences, or outdated stereotypes.”
So why do we keep repeating these stereotypes that we may have no data to support? Maybe it’s habit. Maybe it’s a way to bond. Maybe it’s simply a joke learned through social norms in the profession. But here’s the problem: when we label the greater whole as one thing, we risk excluding others who don’t fit that label. We create invisible boundaries around who belongs and who doesn’t. And in a profession that already expresses concerns for recognition, we can’t afford to push anyone to the margins.
Belonging isn’t just a buzzword—it’s a foundation. It’s what keeps students engaged, professionals motivated, and teams resilient. It’s what allows innovation to flourish and patient care to improve. And it starts with how we treat each other.
At ASCLS, we’ve made belonging a priority. Our Diversity Advocacy Council—which Laura has been a leader for—continues to lead conversations around inclusion and representation. The Labvocate Action Center empowers members to advocate for policies that reflect our values. Our constituent societies offer spaces for connection, mentorship, and growth. These aren’t just programs—they’re lifelines. They remind us that we’re part of something bigger than ourselves and that we can bring our whole selves into those spaces safely and bravely.
But belonging isn’t built by our governance or programs alone. It’s built in everyday moments: the way we welcome a new colleague, the way we listen to a student’s concerns, or the way we bravely challenge assumptions in a meeting. It’s built when we choose respect over ridicule.
We have both seen what happens when we get this right. We have watched students blossom because someone believed in them, and we’ve seen professionals rediscover their passion because they felt seen and heard. These moments matter. They’re the quiet victories that sustain us. And yes, sometimes it feels like pouring a thimble of water into the ocean. But if we keep lifting each other up, we will raise the tide. We’ll build a profession where everyone belongs.
So, here’s our ask: let’s be intentional with our words and assure we do not label each other based on personality traits, preferences, or outdated stereotypes. Let’s recognize the full humanity of our colleagues and create spaces where people can be loud or quiet, analytical or creative, and introverted or extroverted. But most importantly, in these spaces, they feel valued.
We are not defined by labels. We are defined by our impact—and our impact grows when we build each other up. So, the next time you’re tempted to make a joke about how “lab people don’t like people,” pause and think about the student or colleague who’s listening. Think about the patient who’s depending on us. Then choose a different story—one that reflects the truth of who we are. We are scientists, caregivers, educators, advocates, and innovators. We are introverts and extroverts and everything in between. And we belong here. Let’s make sure everyone of us knows it.
Kyle B. Riding is Clinical Associate Professor & Program Director at the University of New Hampshire in Durham, New Hampshire.
Laura Link is MLS Program Director and Assistant Professor at Radford University in Radford, Virginia.