The exclusion of Blacks/African-Americans, Latinx/Hispanics, and Indigenous people from science has resulted in their underrepresentation in the biomedical workforce, especially in academia. Faculty diversity at academic institutions is unacceptably low (<6%) and has remained unchanged in the past 20 years. Despite low representation, faculty of color are disproportionately tasked with service to enhance diversity and inclusion of the academy, often to the detriment of their research and academic success. This essay offers a perspective on the undue burden of service placed on underrepresented faculty to achieve institutional diversity and inclusion. I reflect on the challenges that faculty of color face trying to maintain a competitive research program while serving the needs of the academy, often in a capacity greater than that of their well-represented peers. I also discuss opportunities for faculty of color to leverage related diversity and inclusion work to boost their career progression and academic advancement.

黑人/非裔美国人，拉丁裔/西班牙裔和土著人民被排除在科学之外，这导致他们在生物医学工作人员中的代表性不足，尤其是在学术界。学术机构的师资多样性低得令人无法接受（<6％），并且在过去20年中一直保持不变。尽管代表人数很少，但色彩学院的服务任务却不成比例，以增强学院的多样性和包容性，这通常会损害其研究和学术成就。本文提供了一个观点，说明为实现机构多元化和包容性而对代表性不足的教师所施加的不当服务负担。我回想一下色彩学院在努力满足竞争性研究计划的同时满足学院需求的挑战，通常其能力要比其代表良好的同行更大。我还将讨论色彩学院利用相关多样性和包容性工作来促进其职业发展和学术发展的机会。