Infrastructure
Include DEI in faculty and staff evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)
Status: On timePerson/Dept Responsible: HR & OIE
Implement DEI Score Card to report DEI progress across departments and for the SOM
Status: On timePerson/Dept Responsible: Diversity Council
Increase mental health services for Black students as well as students of color (i.e., staff and student deductible)
Status: On timePerson/Dept Responsible: Student Affairs
Increase staff support in the Office of Student Enrichment and Equity (OSEE) to support student success
Status: On timePerson/Dept Responsible: OIE (VD & Director OSEE)
All SOM Chairs complete 2-day Racial Equity (REI) training and their faculty complete 1 hour Bias 101 training
Status: On timePerson/Dept Responsible: Dean’s Office
Finalize funding to support well-being representatives in the Basic Science and Clinical departments
Status: On timePerson/Dept Responsible: Faculty Affairs
Access and Success
Implement a Faculty First look to support Diversity Liaisons with developing relationships with potential URM faculty to increase diversity hires (including women in medicine and specifically the basic sciences)
Status: On timePerson/Dept Responsible: OIE (Director for Trainee & Faculty Initiatives)
Discuss the implications MCAT has on admitting URM students and make adjustments
Status: On timePerson/Dept Responsible: Admissions
Climate and Intra/Intergroup Relations
Establish a train the trainer program to increase the number of faculty, staff, trainees, and students who can receive DEI training annually
Status: On timePerson/Dept Responsible: OIE
MANDATORY annual racial bias/DEI training for all clinical, preclinical, instructors, faculty, trainees, and staff (including those at branch campuses)
Status: On timePerson/Dept Responsible: Faculty Affairs, OIE & UNC Health DEI
Include DEI Awareness training (i.e., race/ethnicity, sexual orientation) during onboarding process
Status: On timePerson/Dept Responsible: HR & OIE
Provide resources to help faculty, staff, trainees, and students, address individuals who make inappropriate comments (i.e. microaggressions, racist, sexist, homophobic, etc)
Status: On timePerson/Dept Responsible: OIE
Enhance Mistreatment process where faculty, staff, trainees, and students can easily report Mistreatment (i.e., racism to microaggressions) to improve the working and learning environment (link to CPR2 initiative)
Status: On timePerson/Dept Responsible: OME
OIE update social media with resources (books, movies, websites, etc.) DEI website
Status: On timePerson/Dept Responsible: OIE
Curriculum and Scholarship
Task Force to integrate Social Justice into the curriculum with anti-racist components
Status: On timePerson/Dept Responsible: OME & OIE
Community Engagement
To strengthen URM student belonging at UNC SOM the Dean and/or Executive Dean will meet with URM students at least once a semester
Status: On timePerson/Dept Responsible: Dean’s Office
Infrastructure
Participation in existing pipelines to increase matriculation into UNC Anesthesiology.
Status: CompletedPerson/Dept Responsible: UNC OIE
Working with another URM faculty colleague on departmental DEI Committee to try to increase URM selection of Anesthesiology as a career, utilizing resources, such as alumni and community anesthesiologists to facilitate shadowing opportunities for URM undergraduates.
Status: On timePerson/Dept Responsible: UNC OIE
Access and Success
Early outreach from URM faculty and residents AND faculty and resident DEI Cmte. members with URM students about Anesthesiology as a career.
Status: On timePerson/Dept Responsible: DEI Cmte.
Encourage that every Anesthesiology URM trainee has a URM faculty mentor.
Status: CompletedPerson/Dept Responsible: DEI Cmte.
Encourage participation of Faculty DEI Cmte. Members as SOM interviewers and/or UNC SOM Admissions Cmte. members
Status: CompletedPerson/Dept Responsible:
To have adequate diverse representation on various selection committees (eg. Residency and fellowship)
Status: CompletedPerson/Dept Responsible: DEI Cmte.
To increase the environment of inclusivity particularly during recruitment season
Status: CompletedPerson/Dept Responsible: DEI Cmte.
Personal email outreach from Dr. Nichols and/or other Faculty DEI Cmte. Members to prospective residency or fellowship candidates (esp. if unable to meet them on interview day)
Status: On timePerson/Dept Responsible: DEI Cmte.
To increase diversity in CRNA pool.
Status: CompletedPerson/Dept Responsible: DEI Cmte.
To increase the success of Anesthesia techs, increase anesthesia tech ability to evaluate each other and their management.
Also, include regular outreach from DEI Cmte. to the Anesthesia Tech faculty liaison.
Status: CompletedPerson/Dept Responsible: DEI Cmte.
Climate and Intra/Intergroup Relations
VDDEI will speak at upcoming Grand Rounds
Status: CompletedPerson/Dept Responsible: DEI Cmte.
Departmental Implicit Bias Training
Status: CompletedPerson/Dept Responsible: DEI Cmte.
Safe Zone Training
Status: On timePerson/Dept Responsible: DEI Cmte.
DEI Committee has increased awareness about other cultures, religions, gender expression, sexual orientation, with monthly emails
Status: CompletedPerson/Dept Responsible: Kim Nichols/Anes DEI Cmte.
Improved educational opportunities by asking for allocated educational time for DEI efforts
Status: CompletedPerson/Dept Responsible: DEI Committee (Anesthesiology)
Continue Table Talks
Status: CompletedPerson/Dept Responsible: DEI Cmte/Wellness Cmte
Include a link on SharePoint for people to contact our DEI group re: mistreatment
Status: CompletedPerson/Dept Responsible: DEI Cmte; Anesthesiology IT
Taking time to foster relationships within the department.
Status: CompletedPerson/Dept Responsible: DEI Cmte—partnering with Wellness Cmte..
Complete departmental climate survey
Status: CompletedPerson/Dept Responsible: DEI Cmte/VDDEI/Assoc.
Facilitation of DEI training for all departmental leadership.
Status: On timePerson/Dept Responsible: Dean for IE/Kim Nichols- SOM Data
Promotion of transparency around opportunities and fostering the success and retention of all department members
Status: On timePerson/Dept Responsible: Departmental leadership
Curriculum and Scholarship
Creation of DEI curriculum
Status: CompletedPerson/Dept Responsible: Kim Nichols/DEI Cmte.
DEI Cmte. Participation in trainings (especially REI)
Status: On timePerson/Dept Responsible: DEI Cmte.
Get a Departmental DEI statement on the website.
Person/Dept Responsible: Kim Nichols & DEI Committee
Inclusion of departmental, SOM, and local DEI information on website
Status: On timePerson/Dept Responsible: Kim Nichols & DEI Committee
Discussion about the role, relevance, and importance of Diversity, Equity, and Inclusion with departmental leadership.
Status: CompletedPerson/Dept Responsible: Kim Nichols & DEI Committee
Community Engagement
Plan to invite other departments to Table Talks to facilitate robust discussion around crucial conversations related to diversity, equity, and inclusion.
Status: On timePerson/Dept Responsible: DEI Cmte; and Diversity Liaisons from other departments
Dr. Nichols participates in the Relational Leadership Insitute at Carolina program, an interprofessional learning collaborative that helps to buld community, help healthcare teams fix problems, and promote relational leadership skills
Status: CompletedPerson/Dept Responsible: Dr. Nichols
Lectures to SOM or other community organization
Status: On timePerson/Dept Responsible: Dr. Nichols
Outreach across the state—particularly in underserved, under-resourced, and underrepresented communities.
Status: CompletedPerson/Dept Responsible: Dr. Nichols;UNC SOM Alumni Committee
Infrastructure
Provide more educational opportunities to students attending historically minority serving institutions
Status: On timePerson/Dept Responsible: DAHS/ all faculty/Division Directors
Commit to recruitment of more diverse faculty by taking advantage of UNC resources.
Status: On timePerson/Dept Responsible: DAHS/ Committee members
Expand opportunities for UG students to work on DAHS projects through federal work study (e.g., research, DEI efforts)
Status: On timePerson/Dept Responsible: All faculty/staff involved
Access and Success
Collaborate with UNC Offices (e.g., ARS and HR) to recruit more diverse populations
Status: On timePerson/Dept Responsible: Dept. of Allied Health Sciences (DAHS) and student/faculty volunteers.
Collect, maintain and share data for admissions, retention and completion
Status: On timePerson/Dept Responsible: DAHS/ all DAHS admissions chairs
Division Admissions Chairs will share admissions practices and collaborate with other chairs to use best practices for admissions.
Status: On timePerson/Dept Responsible: DAHS/ all DAHS admissions chairs
Climate and Intra/Intergroup Relations
Update the DAHS website quarterly to reflect DEI initiatives
Status: On timePerson/Dept Responsible: Communications Specialist
Investigate and address faculty and student feedback and concerns
Status: On timePerson/Dept Responsible:
Faculty to participate in DEI trainings and share resources
Status: On timePerson/Dept Responsible: All faculty
Curriculum and Scholarship
Each Division of the DAHS will have at least one diversity specific scholarship
Status: On timePerson/Dept Responsible: DAHS/ all faculty
Maintain data regarding recipients of scholarships
Status: On timePerson/Dept Responsible: DAHS/ all faculty
Expand opportunities for DAHS students to participate in Federal Work Study (FWS) Program
Status: On timePerson/Dept Responsible: DAHS/ all faculty
All teaching faculty will include a diversity statement and include social justice content on their syllabi
Status: On timePerson/Dept Responsible: DAHS/ all faculty
Community Engagement
Maintain thorough data re: where our students take positions in NC after graduation
Status: On timePerson/Dept Responsible: DAHS/Student Services Team
Work with NC AHEC to identify geographical areas for collaborations in rural/underserved areas of NC
Status: On timePerson/Dept Responsible: NC AHEC Liaison and statewide partners
Each Division to provide opportunities for students to participate in providing services to rural/underserved populations.
Status: On timePerson/Dept Responsible: DAHS faculty and NC clinical preceptors (clinical placement coordinators specifically within the faculty)
Infrastructure
Appoint Director of DEI initiatives for BME
Status: On timePerson/Dept Responsible: Kennita Johnson
Formed a Diversity Committee comprised of Faculty, Staff and Students
Status: On timePerson/Dept Responsible: Kennita Johnson
Create a space for diversity on our website that incorporates our values and actions
Status: On timePerson/Dept Responsible: Kennita Johnson
Access and Success
Interview faculty of color for new faculty positions in the department
Status: On timePerson/Dept Responsible: Paul Dayton
Graduate student support and mentoring
Status: On timePerson/Dept Responsible: Caterina Gallippi
Supporting URM students financially
Status: On timePerson/Dept Responsible: Caterina Gallippi
Revision of the graduate program
Status: On timePerson/Dept Responsible: Caterina Gallippi
Developing a mentoring program in BME to help undergraduate URM students retention
Status: On timePerson/Dept Responsible: Susan Bernaki George Ligler
Support UNC students interested in BME through National Society of Black Engineers
Status: On timePerson/Dept Responsible: Lianne Cartee, Kennita Johnson
Engage our students in Minority Engineering Programs from NCSU COE
Status: On timePerson/Dept Responsible: Kennita Johnson
Create research experiences for undergraduates for URM
Status: On timePerson/Dept Responsible: Nasya Sturdivant
Participate in the NCSU College of engineering (COE) recruitment events for both undergraduates and graduates
Status: On timePerson/Dept Responsible: Kennita Johnson
Increase our Latinx Population
Status: On timePerson/Dept Responsible: Danny Freytes
Increase our Black and Latinx graduate population
Status: On timePerson/Dept Responsible: Vilma Berg, Caterina Gallippi, Kennita Johnson
Recruit a more diverse graduate population
Status: On timePerson/Dept Responsible: Caterina Gallippi
Recruit a more diverse undergraduate population
Status: On timePerson/Dept Responsible: Lianne Cartee
Climate and Intra/Intergroup Relations
Increase the number of speakers of color at departmental seminars
Status: On timePerson/Dept Responsible: Frances Ligler
Curriculum and Scholarship
Formed a diversity subcommittee that addresses departmental policies
Status: On timePerson/Dept Responsible: Kennita Johnson
Community Engagement
Participate in pre-college activities to build a robust start to the biomedical science pipeline
Status: On timePerson/Dept Responsible: Graduate Student Association, Kennita Johnson
Increase interaction with honors colleges of HBCUs
Status: On timePerson/Dept Responsible: Nasya Sturdivant
Increase interaction with NC A&T BME students and faculty
Status: On timePerson/Dept Responsible: Caterina Gallippi
Build stronger relations with the SOM Graduate Education Office and the Graduate School Diversity Success Programs
Status: On timePerson/Dept Responsible: Kennita Johnson
Support diversity programs that promote biomedical sciences
Status: On timePerson/Dept Responsible: Kennita Johnson
Infrastructure
Establish a department-based DEI advisory committee composed of faculty, staff, and students
Status: On timePerson/Dept Responsible: Chair/Cell Biology & Physiology
Access and Success
Design and implement approaches to increase applicants from underrepresented groups to faculty job postings
Status: On timePerson/Dept Responsible: Cell Biology& Physiology chair
Climate and Intra/Intergroup Relations
Invite more scientists from underrepresented groups to speak in our ongoing bi-monthly department-based research seminar series
Status: On timePerson/Dept Responsible: Cell Biology& Physilogy/ Chair
Require DEI trainings and reporting for faculty, staff, and trainees within the Department
Status: On timePerson/Dept Responsible: Chair/DEI committee CBP
Curriculum and Scholarship
Community Engagement
Infrastructure
Dermatology Chair complete 2-day Racial Equity (REI) training and dermatology faculty complete 1hour Bias 101 training
Status: On timePerson/Dept Responsible: Dean’s Office and Dr. Nancy Thomas
Include DEI in faculty and staff evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)
Status: On timePerson/Dept Responsible: HR & OIE and Dr. Nancy Thomas
Access and Success
Student roomer project: high school students hired to help department with greeting and rooming patients, providing individuals the opportunity to be exposed to dermatology clinic and the medical field at an early age
Status: On timePerson/Dept Responsible: Dr. Nancy Thomas, Emma Beckham, Bethany Everest
Interviewees comprised of at least 25% qualified URM candidates for our residency training program
Person/Dept Responsible: Dean Morrell, MD
Increase diversity of nursing management and physicians.
Status: On timePerson/Dept Responsible: Medical Advisory Committee
Climate and Intra/Intergroup Relations
Departmental climate assessment survey on diversity and barriers to diversity
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD
Reducing microaggressions in the workplace
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD
Departmental diversity small group meeting
Person/Dept Responsible: Priyanka Vedak, MD
Curriculum and Scholarship
Diversity and Equity Curriculum 1. Create an electronic collection of kodachromes and dermoscopy images for visual reference of cutaneous pathology in skin of color for use by residents and faculty. 2. Support ongoing learning, send out regular emails to residents and faculty (utilizing the above resource) highlighting the comparison between the presentations of various cutaneous disease processes in lighter and darker skin tones. 3. Create an educational module/didactic session dedicated to dermatologic disease in skin of color and racial health disparities for inclusion in academics on at least a yearly basis. 4. Create an educational module/didactic session on the history of medical (and dermatologic) exploitation of communities of color, including the Tuskegee Study and the Holmesburg prison studies, on at least a yearly basis. 5. Create an educational module/didactic session on different hair care practices and products for various hair types. 6. Guest lecturers on diversity, health equity, LGBTQ+
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD Amy Blake, MD Lauren Crouse, MD Julie Mervak, MD
Improve patient care experience for non-English speaking patients
Status: On timePerson/Dept Responsible: Emma Beckham
Continue efforts to increase skin of color images for conditions taught in the medical student dermatology curriculum to allow for comparison of presentation of the same disease in different people.
Continue efforts to include photos of a wide range of skin types in the lectures/small groups of the overall Foundation Phase (M1/M2 curriculum) when dermatologic conditions are discussed in all blocks
Status: On timePerson/Dept Responsible: Chris Sayed, MD Julie Mervak, MD
Increase education of faculty and residents on diversity and allow opportunities for networking and inter-departmental collaboration
Status: On timePerson/Dept Responsible: Dr. Nancy Thomas
Community Engagement
Increase collaborative efforts across departments to improve care for disease processes, including those that can disproportionally affect under-represented populations
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD Donna Culton, MD Galen Foulke, MD Julie Mervak, MD Heather Holahan, MD Edith Bowers, MD Paul Googe, MD
Invite guest lecturers from other departments within UNC and other universities to lecture on their expertise in topics related to diversity and health equity
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD Amy Blake, MD Lauren Crouse, MD
Support groups for diseases that disproportionally affect underserved populations
Status: On timePerson/Dept Responsible: Chris Sayed, MD
Increase dermatologic access for incarcerated individuals
Status: On timePerson/Dept Responsible: Carolyn Ziemer, MD
Increase dermatologic access for uninsured Spanish speaking patients
Status: On timePerson/Dept Responsible: Aida Lugo-Somolinos, MD
Increase tele dermatology access for dermatology to help our patients, many of which are rural, seek care
Status: On timePerson/Dept Responsible: Amy Fox, MD Michelle Pearlstein, MD
Increase research efforts for diseases that disproportionately affect underserved populations
Status: On timePerson/Dept Responsible: Chris Sayed, MD
Increase research efforts for diseases including those which disproportionately affect underserved populations and continue recruiting a diverse patient population for these trials
Status: On timePerson/Dept Responsible: Donna Culton, MD Aida Lugo-Somolinos, MD Chris Sayed, MD
Increase diversity in patient recruitment for clinical trials and in clinical trial research
Status: On timePerson/Dept Responsible: Donna Culton, MD Aida Lugo-Somolinos, MD
Infrastructure
Access and Success
Our immediate goal is to increase the percentage of URM residents in the EM program to 10% within the next two years (our current URM representation is 5%Our reach goal is to increase the percentage of URM residents in the EM program to 20% within the next six years and 30% over next 10 years (reflective of the NC population)
Status: On timePerson/Dept Responsible: Dr. Nikki Binz (Program Director) and EM Educational Committee
Climate and Intra/Intergroup Relations
90-100% completion rate for 101 Bias training for all faculty and residents AY 2020/2021
Status: On timePerson/Dept Responsible: Tracy DeSelm, DEI Liaison
DEI certificate requirement for 100% of Educational, Diversity, and Leadership Committees; 75% of other Faculty, Staff, Fellows, and Residents over next 4 years
Status: On timePerson/Dept Responsible: Tracy DeSelm, DEI Liaison
Curriculum and Scholarship
10% of Conference lecturers must be from URM groups for each academic module
Status: On timePerson/Dept Responsible: Daniel Markwalter, education chief, Christine Shenvi, Associate PD
Increase course content regarding diversity issues, and bias in medicine – over next year, beginning this academic year with a goal of at least 4 presentations over the AY 2020/2021
Status: On timePerson/Dept Responsible:
Community Engagement
Infrastructure
Implement the Health Equity Advisory Group (HEAG) in the department; this group will serve as a think tank and soundboard and provide strategic planning for the department around these issues.
HEAG meets monthly
Status: On timePerson/Dept Responsible: Alexa Mieses Malchuk, Diversity Liaison Dana Iglesias, Recruitment and Retention HEAG Leader Jen Martini & Brad Wright, Education HEAG Leaders Narges Farahi, Professional Development HEAG Leader Jess Smith, Community-building HEAG Leader
Access and Success
The HEAG has a subcommittee dedicated to recruitment and retention of faculty and residents.
Status: On timePerson/Dept Responsible: Dana Iglesias, Recruitment and Retention Subgroup Leader
Climate and Intra/Intergroup Relations
OIE administered a climate survey.
Status: On timePerson/Dept Responsible: Nate Thomas, Vice Dean for DEI
HEAG meeting dedicated to reviewing climate survey results.
Status: On timePerson/Dept Responsible: Alexa Mieses Malchuk, Diversity Liaison
The HEAG has a subcommittee dedicated to community-building, both among one another but also with patients.
Status: On timePerson/Dept Responsible: Jess Smith, Community Subgroup Leader
Curriculum and Scholarship
Begin to examine the need for and implement an anti-oppression curriculum in the residency program
Status: On timePerson/Dept Responsible: Mallory McClester Brown, Residency Director Jen Martini, Associate Residency Director and HEAG Education Subgroup Leader Alexa Mieses Malchuk, Diversity Liaison
Provide training for all faculty, residents and staff.
Status: On timePerson/Dept Responsible: Margaret Helton, Interim Chair Mallory McClester Brown, Residency Director Alexa Mieses Malchuk, Diversity Liaison
Community Engagement
Infrastructure
All genetics faculty complete 1 hour Bias 101 training by the end of the year (required for positive performance review in 2021)
Status: On timePerson/Dept Responsible: Chris Gregory
Include DEI in faculty evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)
Status: On timePerson/Dept Responsible: Chris Gregory, HR
Develop departmental guidelines by end of 2020 on qualifying DEI activities
Status: On timePerson/Dept Responsible: Department leadership and DEI committee
Access and Success
Highlight URM faculty, staff, and students and upcoming DEI initiatives on department website
Status: On timePerson/Dept Responsible: DL committee
Identify programs for culturally aware mentoring
Status: On timePerson/Dept Responsible: DL committee
External URM Postdoctoral Visit Program. The department will invite highly accomplished URM postdocs to visit UNC for a seminar and interviews with faculty and trainees. The candidates should be good speakers and should be provided with basic information about the goal of the program and the logistics of the visit. The chair will request feedback after every visit, to identify potential candidates for hire. The goals of this program are:
- Increase the visibility of cutting-edge science conducted by URM postdocs. Candidates will be identified by other trainees (or faculty) at scientific meetings.
Help the department develop a reputation of excellence for DEI issues and best practices for recruitment of URM faculty.
Status: On timePerson/Dept Responsible: Brea Hampton, Marty Ferris, Mark Heise
Recruitment: Develop and approve a policy and a process for identification and selection of candidates for the VITAE program
Status: On timePerson/Dept Responsible: Chris Gregory and Rosann Farber and an ad hoc task force
Recruitment: Use the VITAE program to hire at least one tenure track/tenured faculty within the next 30 months
Status: On timePerson/Dept Responsible: Department leadership
Recruitment: For tenure track/tenured faculty Departmental searches
- Target outreach to URMs by advertising to HBCUs and URM-based liaisons/sub-committees in academic societies.
Transparency and accountability of searches: ensure strong URM applications are not overlooked
Status: On timePerson/Dept Responsible: Department leadership and DL
Revise standard job description so more welcoming to URM applicants
Status: On timePerson/Dept Responsible: Department leadership and DL
Climate and Intra/Intergroup Relations
Improving the department web site. Announce DEI events, highlight under-represented faculty, staff and students, and outreach efforts
Status: On timePerson/Dept Responsible: DL Committee, John Cornett
Provide opportunities and means by which faculty can participle in diversity efforts.
This will be done by outreach to faculty post docs and student and also through departmental announcements
Status: On timePerson/Dept Responsible: Chris Gregory
Curriculum and Scholarship
Identify programs for culturally aware mentoring
Status: On timePerson/Dept Responsible: DL committee
Community Engagement
Infrastructure
All DOM Division leaders undergo Mandatory Bias 101 training
Status: On timePerson/Dept Responsible: DOM Vice Chair of DEI
Establish diversity Champion for each division under the DOM
Status: On timePerson/Dept Responsible: DOM Vice Chair DEI
Include DEI in faculty and staff evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)
Status: On timePerson/Dept Responsible: DOM Diversity Council and Division Chiefs
Review and Report of DOM policies in place to address threats to and support for DEI
Status: On timePerson/Dept Responsible: DOM Diversity Council and HR
Access and Success
Resident/Faculty run Mentoring Program (Bridging the Gap) to support URM students interested in Medicine and Med/Peds (partnering with STAHR program)
Status: On timePerson/Dept Responsible: DOM Resident Mentor Group, IM & Med/Peds PD
Participation in SOM first and second look with additional socials for IM and Med/Ped Candidates
Status: On timePerson/Dept Responsible: IM &Med/Peds PD, DOM Vice Chair of DEI
Increase Retention of Internal residents into fellowship programs
Status: On timePerson/Dept Responsible: DOM fellowship PDs
Increase URM representation under departmental research support
Status: On timePerson/Dept Responsible: DOM Vice Chair Research
Climate and Intra/Intergroup Relations
Enhance Mistreatment process where faculty, staff, trainees, and students can easily report Mistreatment (i.e., racism to microaggressions) to improve the working and learning environment (link to CPR2 initiative)
Status: On timePerson/Dept Responsible: Vice Chair of DEI in partnership w/OIE & DOM Safety Officer
Build educational and support resources on DOM website dedicated to diversity and Inclusion
Status: On timePerson/Dept Responsible: DOM Diversity Council
Incorporate DEI and Health Disparities lectures into Medicine Grand Rounds Series
Status: On timePerson/Dept Responsible: DOM Vice Chairs of Education and DEI
Curriculum and Scholarship
Incorporate longitudinal Anti-Racism Curriculum into Resident Noon conference Series: (E.M.B.R.A.C.E): Ending Medical bias and Racism by Advocating for Change and Equity
Status: On timePerson/Dept Responsible: IM & Peds Residency Chiefs Residents, DOM DEI Vice Chair, IM APD
Community Engagement
Bridging the Gap Mentoring Program (Partnership with STAHR Program)
Status: On timePerson/Dept Responsible: DOM Resident Mentor Group, IM & Med/Peds PD
Incorporate longitudinal Anti-Racism Curriculum into Resident Noon conference Series: Partnership with the Dept. of Peds (E.M.B.R.A.C.E): Ending Medical bias and Racism by Advocating for Change and Equity
Status: On timePerson/Dept Responsible: IM & Peds Residency Chiefs Residents, DOM DEI Vice Chair, IM APD
Infrastructure
Develop a framework for reporting DEI issues to enhance accountability
Status: On timePerson/Dept Responsible: DEI Committee
Access and Success
Climate and Intra/Intergroup Relations
Quarterly Town Halls each focused on a specific DEI-related topic
Status: On timePerson/Dept Responsible: DEI Committee
M&I Seminar Series will include speakers on how DEI issues impact research
Status: On timePerson/Dept Responsible: DEI Committee
Curriculum and Scholarship
Community Engagement
Develop and implement an outreach plan for NC HBCUs to enhance interaction and recruitment
Status: On timePerson/Dept Responsible: DEI Committee
Infrastructure
1-hour implicit bias training
Status: On timePerson/Dept Responsible: Angela/Admin
Grand rounds dedicated to DEI target 3/year
Status: On timePerson/Dept Responsible: Angela/Nina
Department DEI Reminders.
– Monthly video
Status: On time
– 4-8 weekly newsletter
– Quarterly corner
– Link to social mediaPerson/Dept Responsible: Peggy/Angela Diana/Peggy
Format to capture DEI concerns (microaggression, racist)
– Drop boxes
Status: On time
o POB
o Clinic
o Hospital
– Safe reportsPerson/Dept Responsible: Peggy, Nansi, Fatimata, and Casey/Winnie
Support chain for DEI concerns raised.
– Faculty representative
Status: On time
– Resident representative
– Admin representative
– Staff representative
– APP/NursingPerson/Dept Responsible: Angela, Mariko, Peggy, Fatimata, and Nikki
Determine Metrics for DEI Faculty review
Status: On timePerson/Dept Responsible:
Funding for Department DEI projects (research etc.)
Status: On timePerson/Dept Responsible: - Admin/All
Align Department with SOM score card evaluations
Status: On timePerson/Dept Responsible: Angela
Access and Success
Social media access
Status: On timePerson/Dept Responsible:
Mentorships (STHAR etc.)
Status: On time
Initiatives: first look and second look interviewsPerson/Dept Responsible:
Interview process remain diverse e.g.
DEI Mentor-Mentee pairing
Training of faculty for interviews (AAMC training)National involvement e.g. AAN Funding for residents DEI research, conferences
Support /kindness to trainees e.g. ABPN payment
Social media access e.g. Promote diversity on sites
Training e.g. writing DEI seminars
Status: On timePerson/Dept Responsible:
Have DEI strategically placed at all levels of leadership?
Status: On time
– Hire more diverse staff
– Mentorship with other senior staff and traineesPerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Small groups to review departmental diversity
Status: On timePerson/Dept Responsible:
Increase diversity within DEI subgroups e.g. Caucasian men
Status: On timePerson/Dept Responsible:
A portal where faculty and staff can raise issues pertaining to DEI including praises and grievances- SEE ABOVE.
Status: On timePerson/Dept Responsible:
Train department members to train others in DEI
Status: On timePerson/Dept Responsible:
DEI awareness must be part of the onboarding package
Status: On timePerson/Dept Responsible:
Mandatory annual training of faculty/staff in DEI
Status: On timePerson/Dept Responsible:
Optimal management of DEI concerns seen/raised
-Chair
Status: On time
-Faculty and staffPerson/Dept Responsible:
Curriculum and Scholarship
Community Engagement
Unified front as DEI-Neurology with involvement in walks etc as a group. (e.g., Most recently Yale and Winnie did the walk on Friday and Nansi on Tuesday)
Status: On timePerson/Dept Responsible:
Infrastructure
Develop DEI departmental committee with resident, faculty, and staff participation.
Status: On timePerson/Dept Responsible: Dept Liasion
Access and Success
Encourage matching students of color/underrepresented minorities to our program.
Status: On timePerson/Dept Responsible: Program Director/Assoc Program Director
Encourage robust participation with our neurosurgery student interest group
Status: On timePerson/Dept Responsible: Program Directors and Diversity Liasion
Develop and promote our faculty and resident mentorship program
Status: On timePerson/Dept Responsible: Department Chair and Program Director
Encourage recognition of the importance of diverse backgrounds in recruitment of faculty
Status: On timePerson/Dept Responsible: Department Chair Diversity Liasion
Climate and Intra/Intergroup Relations
Develop a consensus statement to place on the website demonstrating neurosurgery’s commitment to DEI issues.
Status: On timePerson/Dept Responsible: Diversity Committee
Develop quarterly programming which could include grand rounds, discussion forums, or journal clubs to better discuss current issues centering on diversity and equity.
Status: On timePerson/Dept Responsible: Diversity Committee
Promote implicit bias and upstander training for all faculty, residents, and staff.
Status: On timePerson/Dept Responsible: Diversity Committee
Curriculum and Scholarship
Enhance scholarly output with looking at these issues with respect to our field.
Status: On timePerson/Dept Responsible: Research coordinator
Ensure Diversity Liaisons on all search committee
Status: On timePerson/Dept Responsible: Faculty affairs office
Community Engagement
Partner with community groups and schools to promote interest in neurosurgery
Status: On time
Patient outreachPerson/Dept Responsible: Department Chair Office Manager
Work to continue to support outreach clinics for traditionally underserved areas
Status: On timePerson/Dept Responsible: Department Chair Office Manager
Infrastructure
Access and Success
Enhance recruitment of URM trainees to department of ophthalmology residency and fellowship training programs
Status: On timePerson/Dept Responsible: Budenz, Zhang, Knight
Climate and Intra/Intergroup Relations
Coordinate department-wide DEI Training
Status: On timePerson/Dept Responsible: Knight
Completion of modified AAMC Diversity Engagement Survey
Status: On timePerson/Dept Responsible: Budenz, Knight
Host Annual DEI Grand Rounds
Status: On timePerson/Dept Responsible: Budenz
Curriculum and Scholarship
Community Engagement
Institution of medically-certified Spanish interpreters in Kittner Eye Center Clinics
Status: On timePerson/Dept Responsible: Ervin, Trujillo
Infrastructure
Develop departmental policy on lactation to support lactating female residents and faculty.
Status: On timePerson/Dept Responsible: Megan Patterson
Access and Success
Increase active mentorship of female UNC medical students
Status: On timePerson/Dept Responsible: All faculty
Work with Perry Initiative to encourage female UNC medical students to consider a career in orthopaedics
Status: On timePerson/Dept Responsible: Megan Patterson and Robert Esther
Work with Nth Dimension to sponsor summer research internships for underrepresented minority medical students interested in orthopaedics.
Status: On timePerson/Dept Responsible: All faculty
Climate and Intra/Intergroup Relations
Work to change the appearance of the department (better representation of minorities on website and in office common areas).
Status: On timePerson/Dept Responsible: Marketing Committee
Curriculum and Scholarship
Community Engagement
Infrastructure
Access and Success
Create monetary awards for a URM student interested in ENT
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
David Brown (University of Michigan) will give Grand Rounds in August on diversity
Status: On timePerson/Dept Responsible:
50% of faculty to participate in at least 1 diversity webinar/workshop provided by UNC or AAMC
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Community Engagement
Infrastructure
Access and Success
Enhance recruitment of URM trainees to DPLM graduate training programs
Status: On timePerson/Dept Responsible: Director of Graduate Studies, Diversity Liaison an
Increase recruitment of URM MD trainees to the UNC School of Medicine
Status: On timePerson/Dept Responsible: Diversity Liaison
Make North Carolina attractive to people of color by identifying local restaurants and venues that offer URM-centric food and events. These places will be advertised in the monthly DEI newsletter and DEI website along with links to local HBCUs.
Status: On timePerson/Dept Responsible: Diversity Liaison
Offer additional educational services to URM trainees. Provide funding to attend training meetings designed to enhance research projects of students
Status: On timePerson/Dept Responsible: Director of Graduate Studies, Director of Medical School Curriculum
Have all trainees apply for fellowships such as NIH F31, NIH Bridges T32 and other private foundation awards.
Status: On timePerson/Dept Responsible: Director of Graduate Studies, Director of Medical School Curriculum
Take advantage of existing databases that track former trainees within the BBSP to identify prospective URM clinical and research postdoctoral fellows
Status: On timePerson/Dept Responsible: Diversity Liaison
Promote URM postdoctoral trainees for the Carolina Postdoc Program
Status: On timePerson/Dept Responsible: Diversity Liaison
Generate DPLM database to track former trainees to identify URM candidates for faculty positions; Reach out to institutions located in areas of high URM populations as well as post job advertisements at these institutions.
Status: On timePerson/Dept Responsible: DPLM Chair; Diversity Liaison; DEI Committee
During interviews, ensure that candidates know we are interested in them as people and not solely to meet DEI requirements. Use interviewers who are experienced and have practiced these techniques.
Status: On timePerson/Dept Responsible: DPLM Chair, Diversity Liaison and all candidate interviewers
Take advantage of existing databases that track former trainees within the BBSP and Office of Postdoctoral Affairs to identify prospective URM faculty members.
Status: On timePerson/Dept Responsible: Diversity Liaison, DPLM Chair; DPLM Vice Chair of Administration
Partner with Vice-Chancellor for Research to attract more URM Faculty
Status: On timePerson/Dept Responsible: DPLM Chair, Diversity Liaison
Have more outreach to people of color to attract a diverse staff. Advertise positions at local churches with high URM attendance. Establish outreach to ministers of Black churches.
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Require all staff, trainees and faculty to attend implicit bias training
Status: On timePerson/Dept Responsible: Diversity Liaison
Make DPLM gatherings less formal and welcoming to DPLM members; i.e., create more inviting atmosphere for Holiday Party at Carolina Inn and more thematic events.
Status: On timePerson/Dept Responsible: Diversity Liaison; DPLM Admin Staff
Offer small group events to increase staff interactions with broad range of individuals in DPLM
Status: On timePerson/Dept Responsible: Diversity Liaison; DPLM DEI Committee
Curriculum and Scholarship
Add DEI training to graduate student and postdoctoral training
Status: On timePerson/Dept Responsible: Director of Graduate Studies
Institute DPLM process to address reports of mistreatment/abuse of URM faculty, trainees and staff.
Status: On timePerson/Dept Responsible: DPLM Chair
One Grand Round event each semester focused on DEI
Status: On timePerson/Dept Responsible: Bernard Weissman
At least one Grand Round event each semester presented by URM speaker
Status: On timePerson/Dept Responsible: DEI committee member
Community Engagement
Employ social media outlets for promotion of events inclusive of both clinical and research sides, especially those with focus on diversity and equity.
Status: On timePerson/Dept Responsible: Sara Wobker
Outreach to surrounding high schools and HBCUs to develop pipeline of candidates for DPLM students and trainees.
Status: On timePerson/Dept Responsible: Diversity Liaison; DPLM DEI Committee.
Sponsor short courses at HS and HBCUs in DPLM areas of interest.
Status: On timePerson/Dept Responsible: DEI Committee
Infrastructure
Monthly newsletter going out with diversity issues and trainings, a news blurb written by a Pediatric member of an underrepresented group included in each letter
Status: On timePerson/Dept Responsible: Stu Gold
Diversity Committee meeting each month, composed of faculty, staff, chief residents and residents
Status: On timePerson/Dept Responsible: Stu Gold
Provided guidelines, which are going through an approval process to have diversity training and education and practice included in both promotions and reappointments for faculty, guidelines have to be met to be promoted or reappointed. Similar process developed for staff and trainees
Status: On timePerson/Dept Responsible: Pediatric Diversity Committee
Establish monthly round table conversation about diversity issues
Status: On timePerson/Dept Responsible: Pediatric Diversity Committee
Access and Success
All search committees have a member of the diversity committee on the search
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Rapid response team – any time a “diversity disaster” hits we try to send out a response with 48 hours, working with Aleyah Pankey and the Diversity Resource Groups to have something similar from the Health Care System happen.
Status: On timePerson/Dept Responsible:
Continue host two safe zone trainings per year for pediatrics
Status: On timePerson/Dept Responsible:
Continue to host implicit bias trainings for leaders for all, faculty, trainees, and staff to complete.
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Community Engagement
Infrastructure
Faculty Annual Reviews – Evaluation of faculty DEI effort during their annual review with Henrik (2021)
Status: On timePerson/Dept Responsible:
Diversity Committee – Broaden membership to include trainees and staff
Status: On timePerson/Dept Responsible:
Framework of Assessment – Diversity Committee will develop a formal framework to monitor and assess our DEI progress (2021)
Status: On timePerson/Dept Responsible:
Data Collection – we will collect metrics to measure our DEI success.
Status: On timePerson/Dept Responsible:
Mistreatment Reporting – Raise student awareness of existing resource for anonymous reporting of any mistreatment.
Status: On timePerson/Dept Responsible:
PHCO Values – Develop a departmental statement of values to announce our expectations for behavior that promotes inclusivity(2020)
Status: On timePerson/Dept Responsible:
Website updates – Ensure all PHCO members are represented equally
Status: On timePerson/Dept Responsible:
Access and Success
Carolina Summer Fellows Program – New partnership planned with UNC Pembroke to recruit American Indian/Native American students
Status: On timePerson/Dept Responsible:
NC Central University-UNC Mentoring Partnership – NIAAA-funded program aimed at increasing the entrance and retention of under-represented minorities into careers in academic science (Dr. Crews and Dr. Coleman)
Status: On timePerson/Dept Responsible:
Faculty Searches – Inclusion of Diversity Liaison on search committees.
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Unconscious Bias Training – This training will be required for all members of Pharmacology. Lab heads will be expected to ensure their lab members have been trained.
Status: On timePerson/Dept Responsible:
Pharmacology Retreat – Integration of DEI lectures or training (spring 2021)
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
PHCO 701/702 – Lectures to be added that cover research ethics and issues impacting communities of color (fall 2020).
Status: On timePerson/Dept Responsible:
Student Seminar Committee – PHCO to provide enhanced administrative support for planning and implementation of speaker talks/visits
Status: On timePerson/Dept Responsible:
Tuesday Seminar Series – Encourage faculty invites to include underrepresented minority scientists & women
Status: On timePerson/Dept Responsible:
Curtis Harper Distinguished Lectureship – In honor of PHCO’s first Black tenured professor. Committee Chair: Tony Baines (2021)
Status: On timePerson/Dept Responsible:
From Lab to Life Seminars – Women of Academia and Women of Industry virtual seminars with representation across all races and career stages(2020)
Status: On timePerson/Dept Responsible:
Community Engagement
PHCO Community Service Grants – Establish funding mechanism to support PHCO member’s educational outreach projects
Status: On timePerson/Dept Responsible:
PHCO Serves – A department-wide day of service aimed at providing mentorship and educational opportunities to underserved communities
Status: On timePerson/Dept Responsible:
Infrastructure
Access and Success
Ensure presence of at least one DEI committee member on interview panels and recruitment committees
Status: On timePerson/Dept Responsible:
All members of the interview committee and all faculty participating in candidate-facing interviews will be required to review and attest to AAMC residency interview bias mitigation best-practice guidelines and/or complete DEI/bias mitigation training
Status: On timePerson/Dept Responsible:
Keep metrics of completion of DEI trainings and bias mitigation best practice review, which will be tracked by the residency program coordinator over a 12 month timeline
Status: On timePerson/Dept Responsible:
Require unconscious bias training for members of the interview committee, including faculty who are participating in candidate-facing interviews over a 12 month timeline
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Quarterly Department DEI Town Halls – will invite guest speakers from departmental, institutional, and national level to illuminate challenges and brainstorm creative solutions to advance the cause of equity
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Develop year-long structural competency curriculum, building upon Metzl and Hansen’s article about Structural Competency presented at the June faculty meeting
Status: On timePerson/Dept Responsible:
Community Engagement
Infrastructure
Develop an approach/metric for formally recognizing DEI service/activity in faculty evaluations
Status: On timePerson/Dept Responsible: Meltzer-Brody; Girdler
Establish and maintain DEI Task Force Working Groups charged with developing, refining, and operationalizing DEI initiatives over time, meeting monthly
Status: On timePerson/Dept Responsible: Brownley/Workgroup chairs
Expand DEI Task Force Working Groups to include as-of-yet “missing” stakeholders, e.g. Nursing, Basic science faculty and staff, Support staff (front desk, custodial, etc), and Graduate students/postdocs/Psych interns
Status: On timePerson/Dept Responsible: Brownley/Workgroup chairs
Establish DEI advisory panel consisting of DEI Working Group leaders (1/group), meeting with the DEI Director quarterly
Status: On timePerson/Dept Responsible: Brownley
Access and Success
Design and implement strategies to increase recruitment, hiring, and retention of trainees, faculty, staff, and administrators from underrepresented minority groups
Status: On timePerson/Dept Responsible: Workgroup chairs, Brownley, Meltzer-Brody
Design and implement strategies to increase the recruitment and selection of trainees, from underrepresented minority groups and their success
Status: On timePerson/Dept Responsible: Workgroup chairs, Brownley, Meltzer-Brody
Climate and Intra/Intergroup Relations
Improve cultural humility and cultural competency through sponsorship and coordination of DEI trainings and learning opportunities, both required and optional, such as: Bias 101, REI Groundwater, and Grand rounds that a) focus on DEI clinical and research topics and b) feature presenters from URM groups
Status: On timePerson/Dept Responsible: Meltzer-Brody, Brownley, Working Groups, Chief residents
Improve cross-cultural interaction/engagement within the department
Status: On timePerson/Dept Responsible: Working group chair(s), Sam Weiss; Brownley
Curriculum and Scholarship
Community Engagement
Infrastructure
Identify and engage interested residents, staff, faculty to form a DEI committee in the department
Status: On timePerson/Dept Responsible: Ellen Jones Sarah Tatko
Develop DEI goals as part of all individual faculty annual reviews
Status: On timePerson/Dept Responsible: Patty Saponaro
Department-specific DEI overview as part of all new faculty and staff on-boarding
Status: On timePerson/Dept Responsible: Gina Williams Sarah Tatko
Access and Success
Climate and Intra/Intergroup Relations
Implicit Bias 101 (1 hr) training for all faculty and staff
Status: On timePerson/Dept Responsible: Larry Marks Patty Saponaro Sarah Tatko
Formal bias training (2.5 hr) for all faculty and staff serving on search committees
Status: On timePerson/Dept Responsible: Sarah Tatko Patty Saponaro
Curriculum and Scholarship
Community Engagement
Infrastructure
Access and Success
Continue discussions within Social Medicine on long-term strategies to address structural inequities and promote diversity, equity, and inclusion in the Department and throughout the UNC School of Medicine.
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Have all faculty, staff, and post-doctoral scholars in the Department of Social Medicine complete at least one training in diversity, equity, and inclusion within the next 12 months.
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Expand inclusion of content on racism and social justice in courses on social and health systems taught to medical students by Social Medicine faculty
Status: On timePerson/Dept Responsible:
Community Engagement
Infrastructure
Develop DEI departmental committee with resident, faculty, and staff participation.
Status: On timePerson/Dept Responsible: Luigi Pascarella
Access and Success
Surgery Diversity Committee
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
Promote DEI Certificate among Faculty
Status: On timePerson/Dept Responsible:
Develop quarterly programming which could include grand rounds, discussion forums, or journal clubs to better discuss current issues centering on diversity and equity.
Status: On timePerson/Dept Responsible:
Promote implicit bias and upstander training for all faculty, residents, and staff.
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Enhance scholarly output with looking at these issues with respect to our field.
Status: On timePerson/Dept Responsible: