Duke University School of Medicine’s 2021 strategic plan, titled “Dismantling Racism and Advancing Equity, Diversity and Inclusion,” has sparked controversy by claiming that traditional professional standards—such as punctuality, perfectionism, and adherence to dress codes—are elements of “white supremacy culture.” The document asserts that these expectations reflect dominant white cultural norms, which disadvantage people of color in academic and professional settings.

The strategy is grounded in critical race theory, which argues that systemic racism is embedded in American institutions. Duke’s report describes white supremacy culture as a framework that prioritizes the values, behaviors, and beliefs of white individuals over those of other racial and cultural groups. Among the characteristics labeled as racially biased are “individualism,” “sense of urgency,” and “power hoarding.”

Dean Dr. Mary E. Klotman endorsed the initiative, stating that the school’s commitment to equity and anti-racism requires institutional change and personal accountability. She urged faculty and staff to reflect on how they contribute to systemic racism and to support the school’s evolving diversity, equity, and inclusion (DEI) mission.

While some defend the strategy as an important step toward recognizing and dismantling implicit bias, critics argue that labeling basic professional norms as racist could alienate many and diminish shared standards of excellence. They question whether such an approach promotes true inclusivity or instead deepens division by framing ordinary workplace expectations as ideological.

As Duke continues implementing this controversial framework, the broader debate over the intersection of race, professionalism, and DEI initiatives in higher education remains ongoing, both on campus and nationally.