The past few decades have witnessed a substantial increase in the number of women and individuals who are underrepresented in medicine (URiM) joining the health professions workforce. The American Association of Medical Colleges (AAMC) defines URiM as “those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population.” While women now comprise half of most medical school and biomedical graduate school classes, many racial and ethnic populations remain woefully underrepresented in training programs and on the teaching faculty at academic medical centers. Creating a diverse workforce that reflects the demographic makeup of the communities served by the institution has implications for both trainees and patients. Scientists from diverse backgrounds are likely to study diseases that preferentially impact those populations, and URiM clinicians provide culturally sensitive care to diverse populations with measurable reductions in morbidity and mortality. The 2020 US census revealed changes in local demographics with a rise in the racial and ethnic diversity of our nation. Numerous legal challenges to the legitimacy of diversity, equity, and inclusion (DEI) programs and platforms highlight the precariousness of both creating and sustaining a diverse workforce. Despite being accepted to medical and graduate school on par with men, numerous studies reveal that women physicians and scientists continue to experience an inequitable and often hostile work environment. The experiences of women show us that increasing the number of individuals accepted to the academy is not sufficient to realize the full potential of a diverse workforce. In this chapter, we will discuss our personal experiences as individuals from diverse backgrounds (a cis-gendered white woman, JRG, and a cis-gendered Hispanic man, JGG) as well as our observations and experiences training women and individuals from URiM backgrounds in science and medicine.