The McGill administration has dissolved its Faculty of Medicine and Health Sciences’ Social Accountability and Community Engagement (SACE) office—the medical school’s main equity, diversity, and inclusion (EDI) body. Consequently, the university fired three major SACE leaders, all members of racialized groups with extensive research backgrounds in healthcare equity. In their place, McGill hired a singular white Vice-Dean of Community Engagement, Dr. Beth-Ann Cummings, whose qualifications do not seem to parallel those of her predecessors. This move comes after Canadian medical school accreditation authorities placed the Faculty of Medicine on probation for a second time in February 2025, citing failures to meet 25 out of 96 standards, particularly its lack of adherence to anti-discrimination and diversity policies.
When McGill was first placed under probation in 2015, it established the SACE office to address equity concerns outlined by accreditors. Yet, despite the Faculty of Medicine’s continued probationary status today, McGill dismantled the very office it introduced to address EDI concerns. This reflects a profound institutional disregard for the role of EDI in medicine, which functions both as a means of improving diversity within the profession and of fighting racist biases in healthcare.
While in operation, the SACE office issued strategic plans to confront discrimination and underrepresentation of minorities at McGill, including an Action Plan to Address Anti-Black Racism and a Task Force on Indigenous Studies and Indigenous Education. Without this infrastructure, McGill risks exacerbating the already strikingly low proportional representation of Black and Indigenous applicants. This downward trend incites a self-perpetuating cycle of exclusion: Less student body diversity produces a less diverse medical workforce, leaving fewer mentors for potential applicants of minority backgrounds.
Students trained in demographically diverse environments are better equipped to treat patients from minority backgrounds. Interactions between doctors and patients of the same background tend to last longer and lead to improved health outcomes for minority patients, including openness to preventative care, greater life expectancies, and lower infant mortality. Conversely, where EDI training is absent, curricular diversity and comprehensibility plummet and biases persist. A 2016 study revealed medical trainees incorrectly believed Black patients had a higher pain tolerance, a misconception which dates back to the era of slavery and has been weaponized against Black communities to justify violence. Educational facilities lacking EDI programs and equity-driven curricula leave discriminatory preconceptions unaddressed, resulting in future doctors with less capacity to deliver proper care to minority groups.
Replacing SACE with a group under the authority of the Faculty Dean will undermine institutional accountability, as McGill’s EDI programming will no longer function as an unbiased, independent interlocutor distinct from McGill’s Faculty of Medicine. SACE once offered students an opportunity to submit incident reports and file complaints; now, the EDI structure falls under the very agents the office was meant to monitor, removing accountability mechanisms for discriminatory practices by administrative officials.
McGill’s dissolution of SACE mirrors broader anti-diversity backlash in the United States, where the Trump administration’s attacks on EDI in higher education have emboldened universities to neglect their responsibility of equity. The anti-EDI movement has been similarly influential throughout Canada: The Conservative and Bloc Québécois parties have both pledged to defund EDI in the federal public service, with Conservative Party Leader Pierre Poilievre deeming diversity strategies a product of “woke ideologies.”
McGill’s willingness to follow the lead of North American institutions reflects a flagrant disregard for the wellbeing of racially diverse students, doctors, and patients, and echoes the university’s own long history of institutional racism. In the 1930s, Black medical students at McGill were frequently barred from completing their clinical work in Montreal, forced instead to train in segregated institutions. Beyond the Faculty of Medicine, the university was founded on—and continues to be guided by—discriminatory, colonialist principles. For instance, James McGill’s enslavement of Black and Indigenous peoples, ongoing development projects on unceded Tiohtià:ke land, and longstanding failures to consistently offer gender-affirming care for 2SLGBTQIA+ individuals, all demonstrate the deplorable foundations upon which McGill continues to build its practices.
Still, McGill remains willing to cut programming designed to dismantle systemic racism. Although facing severe financial insecurity, the university must not place EDI programming on the chopping block. The administration cannot continue to take shelter behind the Faculty of Medicine’s top ranking to conceal its failures in equity and accreditation. Prestige will not protect future patients from medical practitioners with untreated biases and culturally insensitive training.
