What's Wrong with Sourcing Diverse Talent for Medical Schools?
Representative Greg Murphy, himself a Urologist, has introduced an 8-page bill to ban what he calls “race-based mandates at medical schools and accrediting institutions.” The bill, titled the EDUCATE Act (Embracing Anti-Discrimination, Unbiased Curricula, and Advancing Truth in Education), has 40 co-sponsors. Interestingly, all co-sponsors are Republicans—members of the party that often claims to value life above all else.
While introducing the bill, Murphy declared, “Medicine is about serving others and doing the best job possible in every circumstance.” Yet, he offered no research to support his conclusion of race based mandated—signaling that this bill may be more about culture wars than care quality. Instead, supporters cite vague anecdotes about the “spread” of DEI ideology, equating it with poorly prepared physicians. But what’s the real harm in sourcing diverse talent into the field of medicine?
Some of us take this personally.
For nearly two centuries—long before “DEI” became a formal term—Historically Black Colleges and Universities (HBCUs) have played a critical role in sourcing diverse talent for the healthcare system. These institutions have long addressed systemic inequities and have produced top-tier medical professionals and talent, despite historical exclusion from mainstream resources.
Research confirms that the top U.S. institutions graduating Black doctors are HBCUs: Meharry Medical College, Howard University College of Medicine, Morehouse School of Medicine, and Charles R. Drew University of Medicine and Science. Xavier University, another HBCU, leads the nation in producing Black graduates who o on to attend medical school. These institutions demonstrate the long-standing effectiveness of intentionally sourcing diverse talent from HBCUs to meet the country’s healthcare needs.
And yet, Black doctors still make up only 5-6% of the physician workforce in the U.S., despite African Americans comprising 13-14% of the population. According to 2021 data from the AAMC, 63.9% of practicing physicians are white, 20.6% Asian, and 6.9% Hispanic. That disparity should be a national concern—especially since research shows that Black infant mortality is cut in half when Black babies are cared for by Black doctors.
So if improving life outcomes is really the goal, why not intentionally source diverse talent into the medical field?
Murphy, while trying to soften the blow of his bill, stated “Diversity strengthens medicine.” But if he truly believed that, he might have advocated for improving existing DEI programs with research-based strategies, instead of dismantling them altogether.
We should be doubling down on efforts to attract, engage, and retain diverse medical talent across all educational pipelines. That includes looking at how medical schools are sourcing diverse talent from HBCUs and underrepresented communities and creating environments where that talent can thrive.
Let’s remember that for many Black Americans, historical mistrust in the healthcare system is well documented.
Resources like the Pew Report (2023) on Black healthcare experiences, historical records of abuse in American medicine, and even commentaries within Congressman Murphy’s own field of urology, highlight the urgency of diversifying the field.
The AAMC opposes Murphy’s bill, rightly stating that DEI efforts “train the next generation of physicians to respond most appropriately to the rapidly diversifying populations they will serve.” That’s what sourcing diverse talent is about: not just inclusion, but alignment with the health needs of all Americans.
Dr. Murphy, as a urologist, surely knows that African American men face the highest rates of prostate cancer in the world. Why wouldn’t we invest in sourcing and supporting more qualified Black urologists? Building a diverse talent pipeline is not a DEI “ideology.” That’s strategic, life-saving action.
The American Medical Association concurs, citing evidence that diverse care teams improve health outcomes—especially for marginalized patients. Preparing doctors to meet America’s growing diverse population is not political—it’s responsible.
Murphy’s bill addresses no root causes, offers no constructive alternatives, and does not support increasing the number of qualified physicians in underserved communities. It instead recycles fears that DEI displaces “qualified” candidates—ignoring the data that says diversity actually drives excellence.
The truth is, efforts to source diverse talent into medical education and practice are vital. They are not about lowering standards—they are about raising the bar so that America’s health care system truly reflects and serves its population.
To that end, HBCUs will continue to educate and elevate underrepresented talent, as they always have. This new wave of resistance to DEI is not new—it’s just repackaged. But the legacy of inclusive medical education is stronger than a political moment.
The #HBCULegacy continues—and so does our work at The HBCU Career Center to help companies that are sourcing diverse talent to improve healthcare for all Americans.
Dr. Marcia F. Robinson, SPHR, SHRM-SCP is the Founder and CEO of The HBCU Career Center. She’s an award-winning HR and leadership expert with 25 years of experience in HR and Career Development Education. Known as Dr. R, she’s on a mission to make workplaces more inclusive and to help professionals find welcoming spaces that align with their V.I.S.A. (Values, Interests, Skills and Abilities).