Infrastructure
Collaborate with UNC-CH offices to recruit and hire qualified URM doc and post doc candidates.
Status: On timePerson/Dept Responsible: Administration
Mentoring of faculty and staff to incorporate DEI efforts into work responsibilities
Status: On timePerson/Dept Responsible: Administration
Access and Success
Collaborate with faculty at historically minority serving institutions to provide more experiences for students at both institutions by the end of 2022-23 fiscal year.
Status: On timePerson/Dept Responsible: Administration on both campuses
Admissions Directors will share admissions/retention/graduation data for 2021-22 by the end of 2022 fiscal year.
Status: On timePerson/Dept Responsible: Admissions Directors for each Division
Admissions Directors will share best practices with one another to decrease bias and increase successful admissions of qualified students.
Status: On timePerson/Dept Responsible: Admissions Directors
Climate and Intra/Intergroup Relations
Improve the quality of DEI information on the web and communicate with all partners.
Status: On timePerson/Dept Responsible: Communications Director; JEDI Committee
Students will be encouraged to share feedback and concerns about treatment by preceptors, faculty and students while in the program.
Status: On timePerson/Dept Responsible: SS Associate Chair and Alice Chuang (SOM)
Faculty will be encouraged to participate in 1-3 DEI offerings/year.
Status: On timePerson/Dept Responsible: JEDI team
Curriculum and Scholarship
Seven diversity specific scholarships will be given each year to URM students.
Status: On timePerson/Dept Responsible: Division Directors; UNH Health
Work with the Federal Work Study Office to secure additional funding for students.
Status: On timePerson/Dept Responsible: Financial Aid Personnel
Social Justice curriculum will be included on each syllabus along with the diversity statement.
Status: On timePerson/Dept Responsible: All faculty
Community Engagement
Work closely with the AHEC Allied Health Director’s to identify areas of need.
Status: On timePerson/Dept Responsible: AHEC Liaison, AHEC Regions and DAHS faculty
Matriculating students will be required to have a fieldwork experience in a rural/underserved area.
Status: On timePerson/Dept Responsible: Clinical Coordinators
Infrastructure
All BCBP faculty to complete 1 hour Bias 101 training by the end of the year (required for positive performance review in 2021)
Status: CompletedPerson/Dept Responsible: Steven Torchio (HR)
Include DEI in faculty evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)
Status: CompletedPerson/Dept Responsible: (Marsha) Lynn Ray and Dr. Brian Strahl
Develop departmental guidelines by end of 2021 on qualifying DEI activities
Status: CompletedPerson/Dept Responsible: Dr. Jean Cook
Create a BCBP Diversity Committee
Status: CompletedPerson/Dept Responsible: Looking for a new Chair for the Diversity committee
Develop DEI webpage on our BCBP department website
Status: CompletedPerson/Dept Responsible: Carolyn Clabo and Dr Silvia Ramos
Access and Success
Encourage labs/PIs to construct a unique statement on DEI and completed trainings that may be easily identified and interpreted by prospective, incoming, or otherwise new students.
Status: On timePerson/Dept Responsible: Carolyn Clabo and Dr. Brian Strahl and Dr. Silvia Ramos
Work on a joint effort with other basic science departments through IMSD to develop a Summer Undergraduate research experience/programs in which BCBP will participate jointly with other basic science departments
Status: On timePerson/Dept Responsible: Dr. Ashalla Freeman, Dr. Silvia Ramos and Carolyn Clabo
Outline expectations and guidelines for mentor-mentee compacts for establishing mutual expectations and responsibilities. PIs to consider OGE optional training ‘Expectation’s plan’
Status: On timePerson/Dept Responsible: Each PI with its teammates
Compile resource information available across campus as well as those unique to BCBP members aimed at community building, DEI resources, reporting, counseling, and other forms of support in a way that is easily locatable and useable.
Status: CompletedPerson/Dept Responsible: Carolyn Clabo and Dr Silvia Ramos
Make the diversity committee’s progress and efforts more easily accessible to department members via poster sessions, regular townhalls, newsletters, etc.
Status: On timePerson/Dept Responsible: Diversity Committee members
Organize Trainee Seminar Committee in which students will invite speakers from diverse backgrounds and interests for 2 seminars per semester.
Status: CompletedPerson/Dept Responsible: Amelia McCue and Dr. Saskia Neher
Plan an orientation process to facilitate new post-doc integration (on boarding, meet chair, meet students, finding unique community).
Status: On timePerson/Dept Responsible: DEI committee (at least 3 people will take that lead)
Plan symposium focused on highlighting URM post-docs (potentially in conjunction with genetics, pharmacology).
Status: On timePerson/Dept Responsible: Amelia McCue
Formalize a process for training and selecting students and post docs for becoming hiring committee members in order to facilitate trainee involvement earlier in the hiring process.
Status: CompletedPerson/Dept Responsible: HR training Dr. Steve Crews
Create a formal mentoring committee for Research faculty (FTF) who plans to seek research independence
Status: On timePerson/Dept Responsible: Dr. Brian Strahl
Foster hiring of new URM Faculty to better reflect the diversity of our students
Status: CompletedPerson/Dept Responsible: Dr. Brian Strahl, Dr. Jean Cook, Dr Silvia Ramos
Better support our students for success by addressing graduate students’ well-being
Status: On timePerson/Dept Responsible: Dr Jill Down is of 2021 our Well-being Liaison
Climate and Intra/Intergroup Relations
Annual Racial Equity Competency Survey
Status: CompletedPerson/Dept Responsible: Non-faculty member either in the department or ideally, from OGE
Address Student Mistreatment
Status: CompletedPerson/Dept Responsible: Brandy Curtis (student leader), Holly Shepherd, Dr Silvia Ramos and Dr. Jean CookStudents in the BCBP DEI committee are very engaged on that.
Host Town Hall meetings to improve department climate
Plan regular town halls
Status: On timePerson/Dept Responsible: DEI committee Director of Graduate Students, Dr Wolfgang Bergemeir
Lab Climate Surveys
Status: On timePerson/Dept Responsible: DEI committee Brandy Curtis (student leader)
Cultural Events
Status: On timePerson/Dept Responsible: BCBP Diversity Committee Reem Hakeem and Gabby Budziszewski
Curriculum and Scholarship
Plan a scholarship fund for URM students to apply for conference travel.
Status: On timePerson/Dept Responsible: DEI committee
Accumulate resources to help faculty find diverse scientists’ contributions to the field.
Person/Dept Responsible: Health Science Library/Davis library
Organize a series of interviews/discussions highlighting diverse examples/models present in our department
Person/Dept Responsible: Carolyn Clabo, Holly Sheperd, and Dr. Silvia Ramos
Organize Trainee Seminar Committee in which students will invite speakers from diverse backgrounds and interests for 2 seminars per semester.
Status: CompletedPerson/Dept Responsible: Amelia McCue Dr. Saskia Neher
Community Engagement
Joint postdoc symposium with genetics and pharmacology
Status: On timePerson/Dept Responsible: Edgar Faison
Outline outreach/community service requirements for trainees (potentially 5 hours over the course of PhD), expectations for service, service site examples, etc.
Status: On timePerson/Dept Responsible: Dr Silvia Kreda and Holly Shepherd
Infrastructure
Update and add appropriate links to our website for individuals to report harassment and discrimination including improper relationships, discrimination and other reportable issues.
Status: On timePerson/Dept Responsible: Departmental DEI Committee
Access and Success
Recruiting PhD students from diverse/UR backgrounds
Status: On timePerson/Dept Responsible: OGE/BBSP
Coaching/support for UR students
Status: On timePerson/Dept Responsible: IMSD/OGE
Launch the CBP Career Excellence for All postdoctoral training program. This includes recruiting faculty, establishing a website, making an application, and reviewing submitted applications, interviewing and recruiting postdoctoral researchers
Status: On timePerson/Dept Responsible: Departmental DEI Committee
Committed to the goal of hiring tenure-track faculty from underrepresented group(s) within 30 months
Status: On timePerson/Dept Responsible: Department Chair
Continued invitation and suggestions of individual scientists from underrepresented groups to speak at our Departmental seminar series. Provide training opportunities for accomplished postdoctoral researchers to succeed on the academic job market for professorships.
Status: On timePerson/Dept Responsible: Departmental DEI Committee
Climate and Intra/Intergroup Relations
Monthly meetings of Department DEI committee to design ways to promote an inclusive environment
Status: On timePerson/Dept Responsible: Departmental DEI Committee
Curriculum and Scholarship
Creation of a CBP DEI Scholarship fund – budgeted annually – to help fund travel to scientific conferences for underrepresented students or postdoctoral researchers
Status: On timePerson/Dept Responsible: Departmental DEI Committee
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
Create a Dermatology Departmental Diversity Committee
Status: On timePerson/Dept Responsible: Priyanka Vedak, MD; Amy Blake, MD; Lauren Crouse, MD
Create a DEI mission statement for our departmental website and highlight DEI activities on social media accounts
Status: On timePerson/Dept Responsible: Dr. Priyanka Vedak; Dr. Puneet Jolly; Rebecca Dotterweich
Conduct meetings at locations that highlight the achievements of underrepresented minorities
Status: On timePerson/Dept Responsible: Sarah Shipp; Nancy Thomas, MD
Access and Success
Student roomer project: high school and college 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
Status: On timePerson/Dept Responsible: Dean Morrell, MD; Carolyn Ziemer, MD
Increase diversity of nursing management and physicians.
Status: On timePerson/Dept Responsible: Medical Advisory Committee
Medical Scribes: college students and college graduates interested in pursuing a career in healthcare hired to help department with medical documentation during patient visits, providing individuals the opportunity to be exposed to dermatology clinic and the medical field at an early age
Status: On timePerson/Dept Responsible: Sarah Shipp
Increase diversity of medical student research fellows
Status: On timePerson/Dept Responsible: Chris Sayed, MD
Career development of young faculty by providing networking opportunities
Status: On timePerson/Dept Responsible:
Increase diversity of staff
Status: On timePerson/Dept Responsible: Bethany Everest
Continue to enhance teambuilding/group cohesion between staff members
Status: On timePerson/Dept Responsible: Dr. Nancy Thomas
Climate and Intra/Intergroup Relations
Participation in DEI panels
Status: On timePerson/Dept Responsible: Aida Lugo-Somolinos, MD
Reducing microaggressions in the workplace
Status: On timePerson/Dept Responsible: Priyanka Vedak; MD Sarah Shipp; Amy Blake, MD
Departmental diversity small group meeting
Status: CompletedPerson/Dept Responsible: Priyanka Vedak, MD
Curriculum and Scholarship
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.
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.
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.
Create an educational module/didactic session on different hair care practices and products for various hair types.
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 and patients from diverse backgrounds
Status: On timePerson/Dept Responsible: Amy Blake, MD; Sarah Shipp
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; Dr. Amy Blake; Dr. Lauren Crouse
Examine role of implicit bias in surveys of clinicians
Status: On timePerson/Dept Responsible: Aida Lugo-Somolinos, MD; Priyanka Vedak, MD
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
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; Heather Holahan, MD; Priyanka Vedak, MD; Donna Culton, MD
Increase dermatologic access for incarcerated individuals.
Status: CompletedPerson/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: CompletedPerson/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: CompletedPerson/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
Increase collaborative efforts across departments to improve care for disease processes, including those that can disproportionally affect under-represented populations with the use of multidisciplinary clinics.
Status: On timePerson/Dept Responsible: Donna Culton, MD; Galen Foulke, MD; Julie Mervak, MD; Heather Holahan, MD; Edith Bowers, MD; Paul Googe, MD
Increase collaborative efforts across departments to improve care for disease processes, including those that can disproportionally affect under-represented populations with interdepartmental lectures
Status: On timePerson/Dept Responsible: Heather Holahan, MD; Chris Sayed, MD; Aida Lugo-Somolinos, MD
Increase community clinician education of diseases that disproportionately affect underserved populations
Status: On timePerson/Dept Responsible: Chris Sayed, MD; Heather Holahan, MD; Priyanka Vedak, MD
Infrastructure
EM Department promotion and bonus structure incorporates DEI metrics. Timeline: now
Status: On timePerson/Dept Responsible: Jane Brice, MD; EM Chair
Streamlining and clarifying reporting pathways: Navigating Experiences of Maltreatment, Microaggressions, and Discrimination: Emergency Medicine Department. Engaged in conversations with SOM DEI, UNC Provost Office, and UNC EOC. Have already had reach-out from other departments regarding sharing completed document. Timeline to completion: 1 month/total time 6 months.
Status: On timePerson/Dept Responsible: Julianne Cyr and Tracy DeSelm, MD
Access and Success
Increase the percentage of URM residents in the EM program to 10% Timeline 2 years (on year 2 now)
Increase the percentage of URM residents in the EM program to 20%. Timeline 6 yrs.
30% URM. (reflective of the NC population). Timeline 10 years.
Status: On timePerson/Dept Responsible: Nikki Binz, MD, EM PD; EM Diversity Committee
Increase presence of EM faculty on SOM Admission Committee. Timeline 1 year.
Status: On timePerson/Dept Responsible: Tracy DeSelm, MD; Diversity Liaison
Establishment of formal mentor program with undergrad students involved in pipeline portion of ERMD 101
Timeline 6 months.
Status: On timePerson/Dept Responsible: Tracy DeSelm, MD and Maglin Halsey-Nichols, MD
Establishment of formal Coaching Program for residents, fellows, and junior faculty by certified EM Faculty for more formal coaching and mentorship.
Timeline 6 months.
Status: On timePerson/Dept Responsible: Jane Brice, MD; EM Chair
Establishment of Faculty Recruitment Subcommittee within EM DEI Committee with administrative assistance for establishment of repository of previous students and residents for periodic communication regarding employment opportunities.
Timeline 6 months.
Status: On timePerson/Dept Responsible: Tracy DeSelm, MD and EM Diversity 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: Jane Brice, MD; EM Chair
DEI certificate requirement for 100% of Educational, Diversity, and Leadership Committees; 75% of other Faculty, Staff, Fellows, and Residents. Timeline 3 years
Status: On timePerson/Dept Responsible: Tracy DeSelm. MD and Diversity Committee
Establishment of EM DEI weblink to highlight academic, research, current programs, and community outreach programs in DEI
Status: On timePerson/Dept Responsible: Tracy DeSelm, MD
Curriculum and Scholarship
10% of Conference lecturers must be from URM groups for each academic module for 2020-2021 AY
Status: On timePerson/Dept Responsible: EM Chief Resident; Daniel Markwalter, MD
Integration of 10% URM lecturer or SDH content into 2 yr recurring curriculum-AY 2021-2022 and AY 2022-2023. Timeline 6 months.
Status: CompletedPerson/Dept Responsible: Naira Goukasian, MD, PGY1 and Maglin Halsey-Nichols, MD, Assistant Residency PD
Community Engagement
Pair with 1-2 smaller departments for Diversity Conversation Forum. Timeline 6 months.
Status: On timePerson/Dept Responsible: Tracy DeSelm, MD
“Community Outreach: A Pipeline Program Targeting Diverse Youth”-for 7th graders, partial fulfillment of NC Core Standards health curriculum, to include Stop the Bleed, emergency scenario simulation, mental health in adolescents, medical profession exposure, Basic First Aid-all in conjunction with school input. EM Faculty, residents, rotating students as teachers for program.
Timeline: 6 -8 months.
Status: On timePerson/Dept Responsible: Julianne Cyr; Tracy DeSelm, MD; Maglin Halsey-Nichols, MD
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 DEI issues
Status: On timePerson/Dept Responsible: Alexa Mieses Malchuk, Director of Inclusive Excellence Subgroup Leadership: 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
Implementation of strategic plan
Status: On timePerson/Dept Responsible: Chair, Margaret Helton & Chair’s Advisory Committee
Create two new roles of DEI Director in the department.
Status: On timePerson/Dept Responsible: HEAG Members & Chair, Margaret Helton
Establish a DEI fund
Status: On timePerson/Dept Responsible: Development Team: Adam Goldstein, Brad Wilson, Reid Johnson
Develop DEI strategic plan for the department
Status: CompletedPerson/Dept Responsible: Health Equity Advisory Group
Access and Success
Carolina Covenant Undergrad at UNC (students with low SES)
Status: On timePerson/Dept Responsible: ORI
First Generation
Status: On timePerson/Dept Responsible: OSEE
STAHR Mentorship Program
Status: On timePerson/Dept Responsible: OIE
Retrospectively compile, and prospectively collect demographic data about faculty, fellows & residents.
Status: On timePerson/Dept Responsible: Chair, Margaret Helton; Ethan Pitts, Senior Human Resources Consultant; Jess Smith, Residency Program Manager
Increase diversity in our department.
Status: On timePerson/Dept Responsible: Chair, Margaret Helton
Provide formal support and mentorship to our junior faculty
Status: On timePerson/Dept Responsible: Margaret Helton, MD, Chair
Leadership in Academic Medicine Program, 2021-2022
Status: On timePerson/Dept Responsible: Alexa Mieses Malchuk, Director of Inclusive Excellence Steve Bogdewic, Associate Chair for Faculty Affairs and Leadership Development Dawn Morriston, Associate Director or Educational Programs
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: CompletedPerson/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 Venus Standard, Director DEI Education and Community
REI Training Fund
Status: On timePerson/Dept Responsible:
Patient Newsletter
Status: On timePerson/Dept Responsible: Reid Johnson, Communications Specialist
OIE Bias 101 Training
Status: On timePerson/Dept Responsible: Stephanie Brown and Nate Thomas
Black Men in White Coats movie night
Status: On timePerson/Dept Responsible: Venus Standard, Director of DEI Community and Education
Curriculum and Scholarship
Begin to examine the need for and implement an anti-oppression curriculum in the residency program
Provide training for all faculty, residents and staff.
Status: On timePerson/Dept Responsible: Mallory McClester Brown, Residency Director Jen Martini, Associate Residency Director and HEAG Education Subgroup Leader Margaret Helton, Interim Chair Mallory McClester Brown, Residency Director
Community Engagement
Diversity Liaison Role
Status: On timePerson/Dept Responsible:
Director of Inclusive Excellence for Faculty
Status: On timePerson/Dept Responsible:
Director of DEI Education and Community
Status: On timePerson/Dept Responsible:
OIE Diversity Retreat
Status: On timePerson/Dept Responsible: OIE (Margaret Helton participated as Chair, Ron Lingley as Vice Chair for Administrative, and Alexa Mieses Malchuk was invited to be a facilitator)
DFM Faculty & Residents Event – Outdoor dining and viewing of the film, “Black Men in White Coats.”
Status: On timePerson/Dept Responsible: Venus Standard, Director DEI Education and Community
Harry Stafford Community Service Fund
Status: On timePerson/Dept Responsible: Nailah Adams, MD
Infrastructure
Develop a framework for reporting DEI issues to enhance accountability
Status: On timePerson/Dept Responsible: BBSP
Access and Success
Establish summer internship program for undergraduates from HBCUs and under-represented groups
Status: On timePerson/Dept Responsible: Jamie Arnold/M&I
Ensure diverse graduate student population
Status: On timePerson/Dept Responsible: Brian Conlon/M&I
Measure the diversity of current postdoctoral fellows
Status: On timePerson/Dept Responsible: M&I front office
Increase faculty diversity
Status: On timePerson/Dept Responsible: Craig Cameron/M&I
Climate and Intra/Intergroup Relations
Continue DEI Committee
Status: On timePerson/Dept Responsible: Rita Tamayo/M&I
Publish M&I DEI newsletter
Status: On timePerson/Dept Responsible: Rita Tamayo/M&I
Quarterly Town Halls each focused on a specific DEI-related topic
Status: On timePerson/Dept Responsible: Nat Moorman/M&I
M&I Seminar Series will include speakers on how DEI issues impact research
Status: On timePerson/Dept Responsible: Brian Conlon/M&I
Curriculum and Scholarship
Regular training opportunities for M&I department members
Person/Dept Responsible: Nat Moorman/M&I
Community Engagement
Develop and implement an outreach plan for NC HBCUs to enhance interaction and recruitment
Status: On timePerson/Dept Responsible: Jamie Arnold/M&I; Nat Moorman/M&I
Engage under-represented groups in conversations about science and research
Status: On timePerson/Dept Responsible: Buddy Weissman/Pathology; Gilbert Faison/UNCH Molecular And Cytogenetics; Nat Moorman/M&I
Infrastructure
Continued Quarterly as the DEI committee meetings scheduled for (9/17/21, 12/17/21, 3/11/22, and 6/10/22)
Status: On timePerson/Dept Responsible: DEI Liaison
Continue to Encourage submission of DEI concerns via drop boxes and email.
Status: On timePerson/Dept Responsible: DEI Liaison and Subcommittee
Continued update of DEI Neurology statement on the department’s website
Status: On timePerson/Dept Responsible: DEI Liaison and Subcommittee
Align Department with SOM DEI targeted goals
Status: On timePerson/Dept Responsible: DEI Liaison working with Administration.
Survey the Identity fabric of the department “Department in numbers”
Status: On timePerson/Dept Responsible: DEI Liaison and Subcommittee
Invite more faculty participation
Status: On timePerson/Dept Responsible: DEI Liaison
Access and Success
Encourage Faculty participation in SOM Mentorship Program (STAHR etc.)
Status: On timePerson/Dept Responsible: DEI Subcommittee /Neurology Admin
Intentional DEI Mentor-Mentee pairing during the interview season.
Debriefing with the residents regarding DEI events
National involvement e.g., AAN Funding for residents DEI research, conferences
Status: On timePerson/Dept Responsible: Residency Program directors/DEI Liaison/DEI subcommittee
Progression in the Mentorship program
Hiring diverse faculty
Ensure Diverse Leadership at all levels
Status: On timePerson/Dept Responsible: DEI Liaison/Subcommittee with chair/Administration
Climate and Intra/Intergroup Relations
Training to focus on Respecting All
Status: On timePerson/Dept Responsible: DEI Liaison/Grand round committee
Grand rounds dedicated to DEI target 3/year.
On 10/7/2021, 3/31/2022, and 4/28/2022
Status: On timePerson/Dept Responsible: DEI Liaison/Grand round committee
Department DEI Quarterly newsletter
Status: On timePerson/Dept Responsible: DEI Liaison/ DEI subcommittee
Curriculum and Scholarship
Progression of Health care disparities research
Status: On timePerson/Dept Responsible: DEI subcommittee
Identify Metrics for DEI Faculty involvement
Status: On timePerson/Dept Responsible: DEI Subcommittee Liaise with Chair
Help identify Funding /support for Department related DEI projects
Status: On timePerson/Dept Responsible: DEI Liaison/Neurology Administration
Community Engagement
Neurology day
Status: On timePerson/Dept Responsible: DEI Subcommittee
Infrastructure
Develop a formal approach for recognizing DEI service/activity in faculty and staff evaluations
Recognition of holidays, religious observances through departmental emails and website
Status: On timePerson/Dept Responsible: Nicholson; Richbourg; Neal-Perry Neal-Perry Neal-Perry Nicholson; Richbourg
Maintain DEI Task Force
Status: On timePerson/Dept Responsible: Nicholson; Richbourg Jes Morse DEI TF
Bias 101 training for entire department
Status: On timePerson/Dept Responsible:
Access and Success
Participate in Carolina First Look and Second Look programs
Status: On timePerson/Dept Responsible:
DEI and Health Equity Training as part of resident retreat
Status: On timePerson/Dept Responsible: Jes Morse; Ty Fraga
Establish Department DEI metric dashboard for recruitment goals
Status: On timePerson/Dept Responsible: Nicholson; DEI members; Division Directors
DEI training in inclusive hiring recruitment practices for managers
Status: On timePerson/Dept Responsible:
Collate Ob/Gyn -bound student career Match metrics 2018-2022
Status: On timePerson/Dept Responsible: Jes Morse
Ob/Gyn Faculty/Student Meetings to provide relevant feedback and support
Status: On timePerson/Dept Responsible: Amy Bryant/Jes Morse
Ob/Gyn Department recruiting video with emphasis on diversity
Status: On timePerson/Dept Responsible: Jes Morse
Broaden the public facing of the residency program
Status: On timePerson/Dept Responsible: Chair’s office/DEI Task Force/Education Division
Increase diversity of resident recruiting team
Status: On timePerson/Dept Responsible: Jes Morse/Education Division
Promote diversity on search committees
Status: On timePerson/Dept Responsible:
DEI emphasis in staff hires, including metrics collation
Status: On timePerson/Dept Responsible: Chair’s office/ Kia Barbee
Climate and Intra/Intergroup Relations
Bias Training 101
Status: On timePerson/Dept Responsible: Ob/gyn dept.
Improve cross-cultural interaction/ engagement within the department
Status: On timePerson/Dept Responsible: DEI Task Force/Education Division Dept.
Curriculum and Scholarship
IDEALS (Inclusion, Diversity, Equity, Advocacy Lecture Series)
Status: On timePerson/Dept Responsible: Residents; Morse
DEI Grand Rounds
Status: On timePerson/Dept Responsible: Neal-Perry; Nicholson; DEI Task Force
Interval DEI grand rounds with emphasis on implicit bias training
Status: On timePerson/Dept Responsible:
DEI education repository
Status: On timePerson/Dept Responsible: DEI Task Force
Department DEI website build
Status: On timePerson/Dept Responsible: DEI Task Force
Community Engagement
Patient Advisory Group
Status: On timePerson/Dept Responsible: Neal-Perry; Gehrig
Develop Health Equity webpage/social media
Status: On timePerson/Dept Responsible: Ob/gyn communications
Infrastructure
Develop departmental policy on lactation to support lactating female residents and faculty.
Status: On timePerson/Dept Responsible: Megan Patterson
All faculty to complete Bias 101 training.
Status: On timePerson/Dept Responsible:
Create Department diversity committee
Status: On timePerson/Dept Responsible:
Create DEI webpage on departmental website
Status: On timePerson/Dept Responsible: Megan Patterson and Philip Clark
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 orthopedics
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 orthopedics.
Status: On timePerson/Dept Responsible: All faculty
Compile resources for URM medical students that can help educate and support a career in orthopeadics
Status: On timePerson/Dept Responsible:
Create scholarship to help recruit URM medical students interested in residency at UNC
Status: On timePerson/Dept Responsible: Megan Patterson and Diversity committee members
Compile resources for URM residents and fellows
Status: On timePerson/Dept Responsible:
Encourage hiring of URM faculty to improve departmental diversity
Status: On timePerson/Dept Responsible:
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: CompletedPerson/Dept Responsible: Marketing Committee
Curriculum and Scholarship
Community Engagement
Infrastructure
DEI Journal Club initiated
Status: On timePerson/Dept Responsible: Christie DeMason
Access and Success
Create monetary awards for a URM student interested in ENT
Status: On timePerson/Dept Responsible:
Mock Interviews x 20 done
Status: On timePerson/Dept Responsible: A. Drake
Second look at OTO-HNS
1/25/2021
Status: On timePerson/Dept Responsible: R. Buckmire
Hire an under-represented faculty
Status: On timePerson/Dept Responsible: Dr Dell Yarbrough
Climate and Intra/Intergroup Relations
- David Brown (University of Michigan) gave Grand Rounds in August on diversity
- Wellness as you care for a diverse patient population
- “The History and Legacy of Racial Segregation in US Hospitals”
Person/Dept Responsible: OTO-HNS
50% of faculty to participate in at least 1 diversity workshop provided by UNC
Status: On timePerson/Dept Responsible: OTO-HNS
Curriculum and Scholarship
Grand Rounds on Civil Rights in Healthcare
Status: On timePerson/Dept Responsible:
Community Engagement
Joint talks with other departments
Status: On timePerson/Dept Responsible:
Head & Neck outreach clinic to serve underserved community in Durham, NC
Status: On timePerson/Dept Responsible: Catherine Lumley, MD
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
Increase recruitment of URM MD trainees to the UNC School of Medicine
Status: On timePerson/Dept Responsible: DPLM DEI Committee
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 on our DEI website and in emails honoring URM celebration months 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
Facilitate applications for fellowships such as NIH F31 and other private foundation awards by our trainees by offering grant writing workshops.
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 with involvement with local and national HBCUs.
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. Take advantage of existing organizations and job searches that target URM faculty and trainees.
Status: On timePerson/Dept Responsible: DPLM Chair; Diversity Liaison; DEI Committee
Train interviewers to ensure that they know best practices for interviewing candidates of color or from diverse or underrepresented backgrounds.
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
Have more outreach to people of color to attract a diverse staff. Advertise positions at local churches with high URM attendance and at local HBCUs. 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 trainings on implicit bias and microaggressions.
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 including workshops in racial disparities in clinical trials and implicit bias to postdoctoral training.
Status: On timePerson/Dept Responsible: Diversity Liaison
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 and/or research focused on health disparities or research biases
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. Provide links to SOM, UNC Hospitals and UNC DEI websites.
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.
Expand online Pathobiology course to other NC HBCUs and URM-serving institutions such as WSSU, ECSU and UNC-Pembroke. Bennett College, Livingtone College, Shaw University, and St. Augustine’s University.
Status: On timePerson/Dept Responsible: DEI Committee
Infrastructure
We have looked at the composition of the Department and the different roles and leadership roles to understand how we are doing with our URIM members of the department. We have looked at the number of faculty of color and the gender composition of our faculty at different levels and tenured or not and we are trying to correct wrongs and imbalances. We have had trainings for leadership in general diversity, safe zone training, and implicit bias. We are setting up REI training for leaders in pediatrics. We are setting up exit interview to help determine if people are departing based on any diversity issues. We have a Vice Chair for Diversity who helps coordinate all these events. All promotions and reappointments have a DEI statement that is reviewed by the Diversity Committee.
Status: CompletedPerson/Dept Responsible: Stu Gold
Access and Success
Developing a pipeline for our Native American population and migrant farmers
Status: On timePerson/Dept Responsible: Allesandra Angelino, Jennifer Guiterrez
Developing a curriculum for students on Pediatrics for DEI
Status: On timePerson/Dept Responsible: Christian Lawrence, Zach Pettigrew
The Vice Chair of Pediatrics for Diversity meets with all the intern applicants and participates in the orientation of the fellows. We have also developed a fellow’s curriculum with monthly conferences and DEI training incorporated into orientation.
Status: On timePerson/Dept Responsible: Stu Gold and Jennifer Fuchs
We have created a 15 person diversity committee, that has residents, fellows, faculty and staff. We have 9 subcommittees for more folks in the department to participate. All search committees have someone from the diversity committee as a member to assure that Diversity and Inclusion is a major part of the hiring process. We have looked at the composition of faculty and staff and the roles and positions they hold in Pediatrics so we can over time have more diversity in areas of leadership. We are setting up a mentoring program for all under-represented faculty in Pediatrics.
Status: On timePerson/Dept Responsible: Stu Gold. HR.
Climate and Intra/Intergroup Relations
We have performed a climate survey in Pediatrics, it Is analyzed, and results will be presented to our Diversity Committee in February and to the Department in March. Changes will be made to our operations based on the survey. We have every other month Town Hall Meetings on various topics, January will be Transgender Health – in the past we have discussed microaggressions, and various other topics. We have asked for action items from our Town Halls. We try to have grand rounds on diversity topics at least four times per year – we have already set up for the coming year our discussion of our climate survey, obesity, disabilities and microaggressions. We have a monthly newsletter that picks one DEI topic to delve into in depth and in addition discusses important cultural events for the month and educational opportunities. Any time a bad event happens we try to send out, within 48 hours, a memo from our diversity committee, discussing the event to reassure the targeted population and show our support. We have a very active website for DEI. We are in the process of setting up a diversity office and a wellness office and hope to hire a staff member to help coordinate DEI efforts in Pediatrics
Status: On timePerson/Dept Responsible: Stu Gold and Diversity Committee
Curriculum and Scholarship
We have at least one safe zone training in pediatrics yearly. We hope to have some folks within Pediatrics trained as facilitators so they can lead these workshops so we can have additional trainings. Next month we are discussing microaggressions in grand rounds and last year did implicit bias trainings. We have grand round topics and town hall topics as above, and our newsletter for education
Status: On timePerson/Dept Responsible: Robin Howard. Denita Moore
Community Engagement
We have a Pediatric Faculty member who helps lead the Diversity Efforts in the curriculum for the medical school (Emily Van der Schaff).. We Have a Transgender Health Clinic ( lead by Nina Jain). We have a Diversity Vice Chair who also serves as a Diversity Liaison and in this role interacts with many other Departments in the School of Medicine. Our Vice Chair also serves and the Chair of the Diversity Councill to Nate Thomas. Our Vice Chair also serves on the Lineberger Executive DEI Council, The Spanish Speaking patient working group, on the Health Care System Wide Diversity council and on the Committee for Diversity in the Cancer Hospital , and is the sponsor for the ERG on LGBTQ issues, and advices the LGBTQ medical students– all to increase collaboration and efforts across departments and schools
Status: On timePerson/Dept Responsible: Stu Gold
We have already started out reach to Native American Populations in NC and migrant workers. We hope to develop a pipeline to increase these populations in our Department. We make sure that we hire a diverse population of people in all positions by having a member of our Diversity Committee sit on all searches
Status: On timePerson/Dept Responsible:
Infrastructure
Develop an approach/metric for formally recognizing DEI service/activity in faculty evaluations
Status: On timePerson/Dept Responsible: Meltzer-Brody; Girdler Brownley, Weiss (WG chair) Girdler
Establish and maintain DEI Task Force Working Groups (WGs) charged with developing, refining, and operationalizing DEI initiatives over time, meeting monthly
Status: On timePerson/Dept Responsible: Brownley/Workgroup chairs Hunt-Harrison/ Brownley
Expand DEI Task Force Working Groups to include as-of-yet “missing” stakeholders, e.g. Nursing, Basic science faculty & staff, Support staff (front desk, custodial, etc), and Graduate students / postdocs/Psych interns
Status: CompletedPerson/Dept Responsible: Brownley/Workgroup chairs Brownley/Weiss/ Dawkins/Li
Establish DEI advisory panel 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 the recruitment and selection of trainees, from underrepresented minority groups and their success.
Status: On timePerson/Dept Responsible: Workgroup chairs, Brownley, Meltzer-Brody Brownley/WG co-chairs
Climate and Intra/Intergroup Relations
Improve cross-cultural interaction/ engagement within the department
Status: CompletedPerson/Dept Responsible: Working group chair(s), Sam Weiss; Brownley
Curriculum and Scholarship
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, WG, Chief residents Brownley
Community Engagement
Share Psychiatry lessons-learned and roadmaps
Status: On timePerson/Dept Responsible: Brownley
NEW: Establish Mental Health Equity Program for UNC Psychiatry
Status: On timePerson/Dept Responsible: Meltzer-Brody Hunt-Harrison/ Brownley/Baker Meltzer-Brody Meltzer-Brody/Hunt-Harrison/Brownley
Infrastructure
Assessment of DEI Advisory Board composition and member participation in DEI activities.
Offer “special projects” to members with time constraints that make it difficult to attend group meetings and participate in subgroup initiatives. Such projects could be worked on individually and according to a more flexible schedule, for example, developing surveys and collecting data vis-a-vis departmental DEI events. (See also above, Climate and Intra/Intergroup Relations, initiative #2.)
Status: On timePerson/Dept Responsible: Khasawneh / Tatko
Develop DEI goals as part of all individual faculty annual reviews.
This goal was first formalized in July, 2020.
Status: On timePerson/Dept Responsible: Marks / Saponaro
Department-specific DEI overview as part of all new faculty and staff on-boarding.
SOM employees will be required to attend the unconscious bias workshop, and for UNC Health employees, viewing three short Skillsoft videos related to unconscious bias, diversity, and working well with others.
This goal was first formalized in July, 2020, and implemented in July, 2021.
Status: On timePerson/Dept Responsible: Saponaro / Williams
Access and Success
Annual recruitment for positions in our radiation oncology residency program will include particular attention and outreach to URM applicants with advertising on Twitter and during our three Zoom prospective resident “Meet & Greet” sessions.
First discussed at the DEI Board meeting held on September 22, 2021.
Status: On timePerson/Dept Responsible: Jones / Shen / Weiner / Zeman
Evaluate the diversity of applicants to our radiation oncology residency program with respect to gender, ethnicity, hometown (urban vs. rural vs. small town), medical or graduate school location and military status.
First discussed at the DEI Board meeting on February 10, 2021.
Status: On timePerson/Dept Responsible: Jones / Moore / Weiner / Zeman
Faculty and/or resident participation with Carolina First Look.
Status: On timePerson/Dept Responsible: Sud / Weiner
Work toward further diversifying Radiation Oncology faculty and staff.
Status: On timePerson/Dept Responsible: Marks / Saponaro
Evaluate the diversity of our radiation oncology faculty, past and present, in terms of gender, ethnicity, rural vs. urban upbringing and military status.
First discussed at the DEI Board meeting held on March 24, 2021.
Status: On timePerson/Dept Responsible: Jones
Climate and Intra/Intergroup Relations
Bias training (at least 1 hour) for all SOM faculty and staff.
Bias training (at least 2.5 hours) for all faculty and staff serving on search committees.
Status: On timePerson/Dept Responsible: Marks / Saponaro / Tatko/ Zeman
Attendance-taking and development of survey instruments to better assess the success of all departmental DEI activities.
First discussed at the DEI Board meeting held on May 26, 2021
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Increase Spanish speaking participants on clinical research studies.
First discussed at the DEI Board meeting held on February 10, 2021.
Status: On timePerson/Dept Responsible: Jones / Xu
Radiation oncology resident-run initiative to feature DEI-related topics, speakers and trainings as part of the department’s daily morning conference schedule. Goal is to have a DEI-related morning conference on at least a quarterly basis.
First discussed at the DEI Board meeting held on April 28, 2021.
Status: On timePerson/Dept Responsible: Sud / Jones / Weiner / Zeman
Schedule periodic “Lunch & Learn” sessions for the department with UNC and community leaders/stakeholders.
First discussed at the inaugural DEI Board meeting held in December, 2020.
Status: On timePerson/Dept Responsible: Williams
Reach out to student leaders of DEI groups at UNC and in local community to discuss areas of common interest and possible collaborations.
First discussed at the DEI Board meeting held on February 10, 2021.
Status: On timePerson/Dept Responsible: Saponaro / Willians
Community Engagement
Standardize the presentation of DEI-matters across all the department’s communication outlets, e.g., morning conference announcements, Good News board, SOM website, Chair’s weekly e-newsletter, Twitter account, etc.
First discussed at the DEI Board meeting held on February 10, 2021, and again on September 22, 2021.
Status: On timePerson/Dept Responsible: Gu / Moore / Saponaro
Assign select DEI Board members to serve as liaisons to other DEI groups across the SOM and beyond, with special emphasis on the UNC Hospitals and Lineberger Comprehensive Cancer Center DEI committees.
First discussed at the DEI Board meeting held on September 22, 2021
Status: On timePerson/Dept Responsible: Tatko / Zeman
DEI-themed banners and infographics under development for posting in the department’s conference room, classroom, staff lounges and the clinic area.
First discussed at the DEI committee meeting held on April 28, 2021.
Status: On timePerson/Dept Responsible: Zeman
DEI Book/Movie Club”: an initiative to engage the entire radiation oncology department in reading books, listening to podcasts or viewing videos (movies/ documentaries/university or public events) with a DEI theme, and then holding review and discussion sessions thereafter.
First discussed at the DEI Board meeting held on September 22, 2021.
Status: On timePerson/Dept Responsible: Tatko
Liaise with our Division of Healthcare Engineering to explore possible collaborations on the intersection between DEI and healthcare provider wellness.
Status: On timePerson/Dept Responsible: Amos / Zeman
Post a DEI solidarity statement in the clinic area, add to the landing page of the department’s website, and include on the web pages for our 4 education programs.
Originally completed July, 2020 in solidarity with the Black Lives Matter movement.
Status: On timePerson/Dept Responsible: Tatko / Zeman
Radiation oncology faculty participation in community COVID-19 vaccination and treatment effort, including outreach to marginalized groups.
Status: On timePerson/Dept Responsible: Tatko
Have physician biography sheets for patients translated into Spanish.
First discussed at the DEI committee meeting on March 24, 2021.
Status: On timePerson/Dept Responsible: Xu / Moore / Zeman
Infrastructure
Include DEI in Faculty and Staff performance evaluations.
Status: CompletedPerson/Dept Responsible: Maureen Kohi; Paul Marini HR
Bias 101 training entire department
Status: CompletedPerson/Dept Responsible: Michele Clark
Develop DEI Groups with deliverables
- Recruitment Retention & Support
- Education & Training
- Patient Engagement
- Metrics & Evaluation
- Social Media Website & Publicity
Person/Dept Responsible: DEI Committee
Engage, educate DEI Committee on SOM mission and progress
Status: On timePerson/Dept Responsible: Sheri Jordan
Establish Department DEI metric dashboard
Status: On timePerson/Dept Responsible: Paul Marini; Dan Boughton; Trent Hopper
Establish corrective actions team for reported mistreatment, discrimination, aggressions
Status: On timePerson/Dept Responsible: Paul Marini; Lynn Fordham
DEI training in inclusive hiring recruitment practices for managers
Status: On timePerson/Dept Responsible: Dan Boughton
Access and Success
Radiology participation in Carolina First Look program
Status: On timePerson/Dept Responsible: Liz Deans; Cody Schwartz; Erin Moran
Radiology Department recruiting video with emphasis on diversity
Status: CompletedPerson/Dept Responsible: Liz Deans; PDs
Increase diversity of resident recruiting team
Status: CompletedPerson/Dept Responsible: Michele Clark
DEI chair on all department faculty search committees, including metrics collation
Status: CompletedPerson/Dept Responsible: Lynn Fordham
DEI emphasis in staff hires, including metrics collation
Status: On timePerson/Dept Responsible: Paul Marini
Global Public Health, Radiology, and Health Equity Medical Student Program
Status: On timePerson/Dept Responsible: Katrina McGinty
Ultrasound Scholarly Concentration Medical Student Program
Status: On timePerson/Dept Responsible: Kristen Olinger
Collate radiology-bound student career Match metrics 2018-2022
Status: On timePerson/Dept Responsible: Sheri Jordan
Mauricio Castillo MD Diversity and Inclusion Scholars
Status: On timePerson/Dept Responsible: Castillo team
Ultrasound Scholarly Concentration Medical Student Program
Status: On timePerson/Dept Responsible: Kristen Olinger
Collate recruitment metrics
Status: On timePerson/Dept Responsible: PDs
Mauricio Castillo MD Diversity and Inclusion Scholars
Status: On timePerson/Dept Responsible: Castillo team [scholarship collation Sheri Jordan]
-
Status: On time
Person/Dept Responsible: Katrina McGinty
Climate and Intra/Intergroup Relations
Expand DEI topics Grand Rounds
Status: On timePerson/Dept Responsible: David Mauro; Lynn Fordham
Department DEI website build
Status: On timePerson/Dept Responsible: Laurie Birdsong
DEI education included in department newsletter
Status: On timePerson/Dept Responsible: Paul Marini; Lynn Fordham; Joanna Evans
Curriculum and Scholarship
Expand DEI topics Grand Rounds
Status: On timePerson/Dept Responsible: David Mauro; Lynn Fordham
DEI education included in department newsletter
Status: On timePerson/Dept Responsible: Paul Marini; Lynn Fordham; Joanna Evans
DEI Patient centered care curriculum
Status: On timePerson/Dept Responsible: Rachel Hitt
Increasing access to mammography in NC
Piedmont Health
Status: On timePerson/Dept Responsible: Cherie Kuzmiak
Global Public Health, Radiology, and Health Equity Medical Student Program
Status: On timePerson/Dept Responsible: Katrina McGinty
Ultrasound Scholarly Concentration Medical Student Program
Status: On timePerson/Dept Responsible: Kristen Olinger
Global Health Leadership Resident Pathway
Status: On timePerson/Dept Responsible: Katrina McGinty
Clinician Educator Leadership Resident Pathway
Status: On timePerson/Dept Responsible: Sean Wagner; PDs
Engage & Develop Groups with deliverables
- Recruitment Retention & Support
- Education & Training
- Patient Engagement
- Metrics & Evaluation
- Social Media Website & Publicity
Person/Dept Responsible:
Community Engagement
Increasing access to mammography in NC
Piedmont Health Piedmont Health and Triangle Sisters Network UNC Health Financial Assistance Oversight Committee
Status: On timePerson/Dept Responsible: Cherie Kuzmiak
DEI Patient centered care
Status: On timePerson/Dept Responsible: Rachel Hitt
Department DEI website build
Status: On timePerson/Dept Responsible: Laurie Birdsong
Infrastructure
Develop a DEI mission/values statement to be reviewed and approved by faculty, staff, and post-doctoral scholars in the Department of Social Medicine and post this statement on the Department of Social Medicine website.
Status: On timePerson/Dept Responsible: DEI Committee
Create a set of DEI webpages for the Department of Social Medicine designed to highlight the Department’s commitment to DEI and to help direct faculty, staff and post-doctoral scholars in the Department to information about the DEI committee, DEI training and education, and university-wide DEI resources.
Status: On timePerson/Dept Responsible: DEI Committee
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: CompletedPerson/Dept Responsible:
Establish written guidelines for recruitment and hiring of administrative staff, research staff, postdoctoral scholars, and faculty to promote Diversity, Equity, and Inclusion.
Status: On timePerson/Dept Responsible: DEI Committee
Climate and Intra/Intergroup Relations
Continue to encourage faculty, staff, and post-doctoral scholars in the Department of Social Medicine to complete additional diversity, equity, and inclusion training within the next 12 months.
Status: On timePerson/Dept Responsible: Department Members
To increase awareness of individual DEI expertise and interests, encourage faculty, staff, and post-doctoral scholars in the Department of Social Medicine to post a short DEI statement on their personal webpages.
Status: On timePerson/Dept Responsible: Department Members
Curriculum and Scholarship
Continue to evaluate and update inclusion of content on racism and social justice in courses on social and health systems taught to medical students by Social Medicine faculty.
Status: CompletedPerson/Dept Responsible: Raul Necochea and Barry Saunders
Community Engagement
Continue to leverage the expertise of Department members to develop community-engaged scholarship to promote the health and well-being of diverse communities.
Status: On timePerson/Dept Responsible: Department Members
Infrastructure
Develop DEI departmental committee with resident, faculty, and staff participation.
Status: On timePerson/Dept Responsible: Luigi Pascarella
Access and Success
Surgery DEI Committee
Status: On timePerson/Dept Responsible: Luigi Pascarella
Implementation of Social Justice Curriculum during Surgery Clerkship
Participation in the Castillo Diversity Scholarship
Participation of Faculty in the SOM Admissions Committee
Status: On timePerson/Dept Responsible: Luigi Pascarella
Holistic review of application for surgery residencies
Status: On timePerson/Dept Responsible: Luigi Pascarella
Recruitment of a Faculty
Status: On timePerson/Dept Responsible:
Climate and Intra/Intergroup Relations
DEI Certificate for Faculty
Status: On timePerson/Dept Responsible: Luigi Pascarella
DEI Grand Rounds
Safe Zone Training
Status: On timePerson/Dept Responsible: Luigi Pascarella
Curriculum and Scholarship
Enhance scholarly output with looking at these issues with respect to our field.
Status: On timePerson/Dept Responsible: Luigi Pascarella
DEI Vice Chair Position
Annual Reviews with Chair
Status: On timePerson/Dept Responsible: Luigi Pascarella
Community Engagement
Social Justice Curriculum
DEI Grand Rounds
Status: On timePerson/Dept Responsible: Luigi Pascarella
Standardization of SOM Curriculum among sites
Status: On timePerson/Dept Responsible: Luigi Pascarella
Infrastructure
It Starts with Me / Model the Way
1: Chair & Diversity Liaison to complete 2-day day Racial Equity Institute training
2: Chair & Diversity liaison working towards DEI certificate and encourage
3: Faculty with continue with education on DEI
Status: On timePerson/Dept Responsible: Urology
Access and Success
1: Inclusion in Castillo Summer Scholar Program
2: “Urology 101” for UNC-SOM student groups SNMA.LMSA to inform students from diverse backgrounds about urology as a career
3: Future: potential for scholarship for URM visiting 4th year student
Status: On timePerson/Dept Responsible: Borawski / Tan
1: Involvement in Castillo Summer Program
2: Increase awareness of research mentors for students
Status: On timePerson/Dept Responsible: Borawski / Tan
-
Status: On time
Person/Dept Responsible: Wallen / Viprakasit
Chair and other Department leaders engaging with national urology DEI leaders to disseminate opportunies for professional advancement / mentorship
Status: On timePerson/Dept Responsible: Nielsen
Climate and Intra/Intergroup Relations
1: Chair participating in STAHR program, pursing DEI certificate
2: Diversity Liaison pursuing DEI certificate
3: Department to complete Bias 101
4: Department to complete Trans101 training
5: Faculty/resident desire for upstander training
Status: On timePerson/Dept Responsible:
Curriculum and Scholarship
Community Engagement
Provide leadership that connects diverse people and groups in an outside the organization by establishing partnerships that promote positive systems change & reduce bias
National engagement focused on sponsorship / mentorship with SWIU, RFJUS, Urologist for Equity
Status: On timePerson/Dept Responsible:
Continue to expand clinical locations to encompass more underserved areas
Status: On timePerson/Dept Responsible: