Volume 39 Number 1 | February 2025
Stacey V. Peralta, DrPH, MLS(ASCP)CM, Patient Safety Committee
As clinical laboratory work environments and scientific technologies rapidly evolve, ASCLS supports the delivery of quality laboratory service and promotes diversity to achieve this endeavor. Diversity, equity, inclusion, and belonging (DEIB) become critical pillars of effective patient care in the clinical laboratory. Diversity is the representation of individuals with different backgrounds, experiences, and identities. Equity provides individuals access to the same opportunities and resources. Inclusion ensures an environment where all are welcome, respected, and may contribute. Belonging is a workplace culture where every team member feels valued as a part of the team.
Beyond a goal, DEIB is a necessity for improving patient care and expanding advancements in clinical laboratories. This has been evident for me in my laboratory working environment. The fast-paced clinical setting places a great emphasis on accuracy and timely laboratory testing results. Daily, I work with phlebotomists, MLTs, CLS, lab managers and pathologists that originate from countries and cultures from around the world. This wealth of diversity brings different perspectives and innovative solutions. In my experience, diversity in thought, perspectives, and education contributes toward comprehensive and effective patient care.
“Laboratory professionals require cultural competence to interpret lab results of a wide variation of patient backgrounds.”
There continue to be obstacles for clinical laboratories to expand DEIB. Nationally, laboratory professions remain disproportionately dominated by certain groups with significant underrepresentation of racial and ethnic minorities holding leadership and senior roles. This lack of diversity narrows the views of diagnostic and clinical decisions and could overlook the unique needs of diverse patient populations. Laboratory professionals require cultural competence to interpret lab results of a wide variation of patient backgrounds.
Specific barriers may impede the creation of a more diverse, equitable, and inclusive clinical laboratory workforce. Unconscious biases often affect hiring and promotion decisions in ways that unintentionally limit the diversity of staff. These biases can lead to a “cultural fit” preference rather than a “best fit” for the laboratory. Consequently, underrepresented groups are disproportionately affected. A lack of access to mentorship or sponsorship can stunt career growth for diverse laboratory professionals. Without these opportunities, talented individuals may feel isolated or unsupported, which can impact recruitment, retention and career advancement. Without proper training and cultural competence, laboratory staff may struggle to navigate the complex needs of diverse patient populations. Many aspects of clinical laboratory responsibilities involve customer service skills with patients, providers, and contractors. The lack of cultural competence may lead to misunderstandings or errors in patient care.
Acknowledging that barriers to DEIB exist and developing solutions are key to ASCLS and allies to promote diversity. There are specific steps for ASCLS, laboratory professionals, and educational institutions to promote DEIB:
1. Mentorship and Leadership Development
ASCLS and clinical laboratory advocates should champion formal mentorship programs that pair diverse junior staff members with senior mentors to help guide their professional development. Clearly outlined leadership pipelines for underrepresented groups is also essential to ensuring diverse voices are heard. For example, as a young graduate student at San Francisco State University, I participated in the Student Enrichment Opportunities (SEO) program that recruited students from underrepresented minority groups, those with disabilities, and low-income students to prepare them for STEM careers with academic and financial support. The head of the program, Dr. Frank Bayliss, inspired me to pursue and complete my graduate degree. Ultimately, this opportunity placed me on a trajectory to work in science, and I achieved my goal to earn a doctoral degree.
2. Inclusive Hiring Practices
To build a more diverse team, it’s essential to rethink hiring practices. This can involve ensuring that job postings are accessible, using diverse interview panels, and adopting blind recruitment strategies to reduce bias.
3. Ongoing Diversity Training
Ongoing diversity training should focus on cultural competence, unconscious bias, and inclusive communication to help laboratory staff understand and embrace the value of diversity in patient care.
4. Building an Inclusive Culture
A culture of belonging requires intentional effort from all levels of the organization. This means fostering an environment where all staff members feel safe to express their ideas and where diverse perspectives are actively sought out and valued.
As clinical laboratory professionals, it’s critical that we strive to create a diverse, equitable, inclusive, and belonging environment for the benefit of our laboratory professional colleagues and for the improvement of patient care. By embracing DEIB in every aspect of our work, we can drive improvements in healthcare delivery and ensure that all patients from all cultures, ethnicities, nationalities, sexual orientation, abilities, and socio-economic backgrounds receive the highest standard of care. Together, we can collectively build a more equitable future for the clinical laboratory profession and patient care.
Stacey V. Peralta is a Clinical Laboratory Scientist Lead at an Urgent Care Laboratory in Los Gatos, California.