The Thought Police Come to Yale School of Medicine

If you or anyone you know is going to apply to Yale School of Medicine, consider this. Candidates might be facing an Inquisition. They will not merely be judged on the basis of academic achievements or the MCATS. They will be evaluated on the basis of possible racist beliefs. The article is published by YSM itself, suggesting institutional support for thought policing.

That’s right fans, Yale Med will reject candidates if they discover anything that they consider reflective of racism. As for how they know what is or what is not racist, they do not tell us. 

So, if, at some point in the future, you fall ill and consult with a physician who graduated from Yale Med, you will know that while the individual might not be especially good at medicine, he or she will be completely devoid of any racist tendencies. I trust that you will find this to be a consolation….

The article in question, penned by three professors-- or should we say aspiring inquisitors-- was published in an academic journal:

“Most medical schools are white spaces where explicit and implicit racism occurs constantly and often goes unmentioned and unpunished,” according to a recently published article. Authored by Yale School of Medicine (YSM) Psychiatry Resident Nientara Anderson, MHS, MD; Dowin Boatright, MD, MBA, MHS, assistant professor of emergency medicine; and Anna Reisman, MD, professor and director, Program for Humanities in Medicine, Blackface in White Space: Using Admissions to Address Racism in Medical Education, appeared in the Journal of General Internal Medicine.

So, hand over the admissions process to the thought police. Just in case you thought that all the talk about mind control was a paranoid conspiracy theory, consider the thinking of the idiots from Yale Med:

The article acknowledges that many medical schools have made efforts to address pervasive racism in medical education by forming committees and appointing deans focused on diversity and inclusion, adding health equity classes to their curricula, conducting training on implicit bias and microaggressions, and expanding racial and social-economic equity in admissions.

However, Anderson, Boatright, and Reisman believe a more direct way to address racism in medical training is to “stop admitting applicants with racist beliefs.” While recognizing this is a complex undertaking, they argue that it is necessary, and suggest several approaches to achieve this goal.

Many of their ideas build on existing practices to evaluate candidates for “hard-to quantify characteristics and attitudes,” such as commitment, empathy, and integrity. For example, essays, resumes, letters of recommendation, and interviews could be used to evaluate whether applicants “hold racist beliefs or invalid and fixed views on biological differences between races.” More specifically, the authors suggest an essay could ask for a reflection on one’s own race or ethnic identity or for the applicant’s thoughts on scholarly writing on race and medicine. And during interviews, applicants could be asked to comment on vignettes or participate in multiple mini interview scenarios based on discriminatory experiences reported by minority faculty, trainees, and students.

And so on. Now we have a leading medical school imposing ideological conformity. One can only wonder how long it will remain a leading medical school.