key: cord-0730631-lhiuuwin authors: Feaster, Brittany; McMichael, Amy J. title: Allyship in dermatology date: 2021-01-08 journal: Int J Womens Dermatol DOI: 10.1016/j.ijwd.2021.01.004 sha: 119b7f68a02e95845866e2e4ab2eb7b96ccf5c2e doc_id: 730631 cord_uid: lhiuuwin nan virtually engaged 240 dermatology faculty members and residents across 80 academic dermatology residency programs. The 2020 workshop focused on the evaluation and selection of UIM residency applicants to support diversity in residency programs (AAD, 2020c; Carr, 2019) . The AAD continues to demonstrate sustained commitment to the promotion of diversity through allyship. Scheduled for release in the spring of 2021, a new skin-of-color curriculum will be available through the AAD website. The curriculum will provide educational materials highlighting cultural competency, antiracism, and public health. The incorporation of skin-of-color training, as well as instruction for addressing systemic inequalities and racism, by the AAD is a strong statement of support for change at the structural level. Through allyship, modifications of the residency selection and recruitment process have come to the forefront. A holistic review of residency applicants has been recognized as a key tactic in diversifying the specialty. One recommendation is to shift the evaluation of candidates from previously emphasized metrics and focus on values of character, leadership, volunteerism, research, and cultural competence. These considerations also aim to minimize the impact of COVID-19 on UIM dermatology applicants (Jones et al., 2020a (Jones et al., , 2020b Pritchett et al., 2018) . In light of the pandemic, allyship through virtual engagement from institutions, faculty, and leadership in dermatology has provided a new platform for inclusion, outreach, and mentorship. Through virtual rotations, conferencing, networking, and education events, the needs of traditionally marginalized and minority groups are addressed. Utilization of these alternative forums provides exposure to dermatology programs, mentorship, and support for students who otherwise may not have access to these resources (Loh et al., 2020) . Although there is a push to increase minority representation in dermatology through improved residency recruitment, there is still more to be done. These same allyship efforts should be focused on diversification within medical and undergraduate schools, which may be facilitated through the current collaborative (AAD, Association of Professors of Dermatology, Skin of Color Society, National Medical Association, and Women's Dermatologic Society), historically Black colleges and universities, minority premedical groups, and hopefully other dermatology-focused organizations. Mentorship and sponsorship of UIM applicants earlier in medical student matriculation may play a pivotal role in fostering interest in dermatology and providing students with guidance to pursue the specialty as a career choice. Another demonstration of allyship is the affinity group model implemented within many schools of medicine and business organizations. An example of this process in action can be seen at Wake Forest School of Medicine. At Wake Forest, internal affinity groups (e.g., Black/African American and Allies, White Allies for Human Equity), along with several other affinity groups, have been established in the medical center to partner with students, faculty, and staff (Wake Forest Baptist Health, 2020). The incorporation of affinity groups is one way to facilitate mentorship, a culture of inclusion, and education regarding race and systemic inequities. Transferring this affinity group model to the field of dermatology through city, state, and national dermatologic organizations could successfully provide allyship to UIM residents and students. Although commitment to allyship from majority colleagues is essential to the framework for transformative change in dermatology, the concept may face opposition. Critics may misidentify allyship as being divisive and further polarizing majority from minority/marginalized groups. However, allyship is rooted in standing in solidarity, which implies using allyship as a strategy for synergistic collaboration and partnership. Allyship promotes unity through collective action and empowerment toward solutions for change. Those facing opposition of allyship in the field can lead by example, practicing allyship through the actions of support, outreach, mentorship, and advocacy (Dear Ally, 2019; Owens, 2017; White Ally Toolkit, 2020) . Prioritization of diversity, equity, and inclusion in the field of dermatology is imperative as the nation becomes increasingly diverse. Active allyship involves addressing the needs of marginalized and minority groups, reframing social infrastructures, and redefining the roles of majority people who have an advantage from these structures. Collaboration through allyship builds a much-needed partnership between majority, minority, and marginalized groups. Through the practice of allyship, we can intentionally progress toward a more diverse dermatology community and workforce. None. Study approval N/A. Diversity Champion Workshop focuses on inclusion to recruit minorities and care for underserved patients American Academy of Dermatology Association. 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