DEI Framework

Include DEI in faculty and staff evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)

Person/Dept Responsible: HR & OIE

Implement DEI Score Card to report DEI progress across departments and for the SOM

Person/Dept Responsible: Diversity Council

Increase mental health services for Black students as well as students of color (i.e., staff and student deductible)

Person/Dept Responsible: Student Affairs

Increase staff support in the Office of Student Enrichment and Equity (OSEE) to support student success 

Person/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

Person/Dept Responsible: Dean’s Office

Finalize funding to support well-being representatives in the Basic Science and Clinical departments

Person/Dept Responsible: Faculty Affairs

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)

Person/Dept Responsible: OIE (Director for Trainee & Faculty Initiatives)

Discuss the implications MCAT has on admitting URM students and make adjustments

Person/Dept Responsible: Admissions

Establish a train the trainer program to increase the number of faculty, staff, trainees, and students who can receive DEI training annually

Person/Dept Responsible: OIE

MANDATORY annual racial bias/DEI training for all clinical, preclinical, instructors, faculty, trainees, and staff (including those at branch campuses)

Person/Dept Responsible: Faculty Affairs, OIE & UNC Health DEI

Include DEI Awareness training (i.e., race/ethnicity, sexual orientation) during onboarding process

Person/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)

Person/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)

Person/Dept Responsible: OME

OIE update social media with resources (books, movies, websites, etc.) DEI website

Person/Dept Responsible: OIE

Task Force to integrate Social Justice into the curriculum with anti-racist components

Person/Dept Responsible: OME & OIE

To strengthen URM student belonging at UNC SOM the Dean and/or Executive Dean will meet with URM students at least once a semester

Person/Dept Responsible: Dean’s Office

Participation in existing pipelines to increase matriculation into UNC Anesthesiology.

Person/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.

Person/Dept Responsible: UNC OIE

Early outreach from URM faculty and residents AND faculty and resident DEI Cmte. members with URM students about Anesthesiology as a career.

Person/Dept Responsible: DEI Cmte.

Encourage that every Anesthesiology URM trainee has a URM faculty mentor.

Person/Dept Responsible: DEI Cmte.

Encourage participation of Faculty DEI Cmte. Members as SOM interviewers and/or UNC SOM Admissions Cmte. members

Person/Dept Responsible:

To have adequate diverse representation on various selection committees (eg. Residency and fellowship)

Person/Dept Responsible: DEI Cmte.

To increase the environment of inclusivity particularly during recruitment season

Person/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)

Person/Dept Responsible: DEI Cmte.

 To increase diversity in CRNA pool.

Person/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.

Person/Dept Responsible: DEI Cmte.

VDDEI will speak at upcoming Grand Rounds

Person/Dept Responsible: DEI Cmte.

Departmental Implicit Bias Training

Person/Dept Responsible: DEI Cmte.

Safe Zone Training

Person/Dept Responsible: DEI Cmte.

DEI Committee has increased awareness about other cultures, religions, gender expression, sexual orientation, with monthly emails 

Person/Dept Responsible: Kim Nichols/Anes DEI Cmte.

Improved educational opportunities by asking for allocated educational time for DEI efforts

Person/Dept Responsible: DEI Committee (Anesthesiology)

Continue Table Talks 

Person/Dept Responsible: DEI Cmte/Wellness Cmte

Include a link on SharePoint for people to contact our DEI group re: mistreatment

Person/Dept Responsible: DEI Cmte; Anesthesiology IT

Taking time to foster relationships within the department.

Person/Dept Responsible: DEI Cmte—partnering with Wellness Cmte..

Complete departmental climate survey

Person/Dept Responsible: DEI Cmte/VDDEI/Assoc.

Facilitation of DEI training for all departmental leadership.

Person/Dept Responsible: Dean for IE/Kim Nichols- SOM Data

Promotion of transparency around opportunities and fostering the success and retention of all department members

Person/Dept Responsible: Departmental leadership

Creation of DEI curriculum

Person/Dept Responsible: Kim Nichols/DEI Cmte.

DEI Cmte. Participation in trainings (especially REI)

Person/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

Person/Dept Responsible: Kim Nichols & DEI Committee

Discussion about the role, relevance, and importance of Diversity, Equity, and Inclusion with departmental leadership.

Person/Dept Responsible: Kim Nichols & DEI Committee

Plan to invite other departments to Table Talks to facilitate robust discussion around crucial conversations related to diversity, equity, and inclusion.

Person/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

Person/Dept Responsible: Dr. Nichols

Lectures to SOM or other community organization

Person/Dept Responsible: Dr. Nichols

Outreach across the state—particularly in underserved, under-resourced, and underrepresented communities.

Person/Dept Responsible: Dr. Nichols;UNC SOM Alumni Committee

Provide more educational opportunities to students attending historically minority serving institutions

Person/Dept Responsible: DAHS/ all faculty/Division Directors

Commit to recruitment of more diverse faculty by taking advantage of UNC resources.

Person/Dept Responsible: DAHS/ Committee members

Expand opportunities for UG students to work on DAHS projects through federal work study (e.g., research, DEI efforts)

Person/Dept Responsible: All faculty/staff involved

Collaborate with UNC Offices (e.g., ARS and HR) to recruit more diverse populations

Person/Dept Responsible: Dept. of Allied Health Sciences (DAHS) and student/faculty volunteers.

Collect, maintain and share data for admissions, retention and completion

Person/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.

Person/Dept Responsible: DAHS/ all DAHS admissions chairs

Update the DAHS website quarterly to reflect DEI initiatives

Person/Dept Responsible: Communications Specialist

Investigate and address faculty and student feedback and concerns

Person/Dept Responsible:

Faculty to participate in DEI trainings and share resources

Person/Dept Responsible: All faculty

Each Division of the DAHS will have at least one diversity specific scholarship

Person/Dept Responsible: DAHS/ all faculty

Maintain data regarding recipients of scholarships

Person/Dept Responsible: DAHS/ all faculty

Expand opportunities for DAHS students to participate in Federal Work Study (FWS) Program

Person/Dept Responsible: DAHS/ all faculty

All teaching faculty will include a diversity statement and include social justice content on their syllabi

Person/Dept Responsible: DAHS/ all faculty

Maintain thorough data re: where our students take positions in NC after graduation

Person/Dept Responsible: DAHS/Student Services Team

Work with NC AHEC to identify geographical areas for collaborations in rural/underserved areas of NC

Person/Dept Responsible: NC AHEC Liaison and statewide partners

Each Division to provide opportunities for students to participate in providing services to rural/underserved populations.

Person/Dept Responsible: DAHS faculty and NC clinical preceptors (clinical placement coordinators specifically within the faculty)

Appoint Director of DEI initiatives for BME

Person/Dept Responsible: Kennita Johnson

Formed a Diversity Committee comprised of Faculty, Staff and Students

Person/Dept Responsible: Kennita Johnson

Create a space for diversity on our website that incorporates our values and actions

Person/Dept Responsible: Kennita Johnson

Interview faculty of color for new faculty positions in the department

Person/Dept Responsible: Paul Dayton

Graduate student support and mentoring

Person/Dept Responsible: Caterina Gallippi

Supporting URM students financially

Person/Dept Responsible: Caterina Gallippi

Revision of the graduate program

Person/Dept Responsible: Caterina Gallippi

Developing a mentoring program in BME to help undergraduate URM students retention

Person/Dept Responsible: Susan Bernaki George Ligler

Support UNC students interested in BME through National Society of Black Engineers

Person/Dept Responsible: Lianne Cartee, Kennita Johnson

Engage our students in Minority Engineering Programs from NCSU COE

Person/Dept Responsible: Kennita Johnson

Create research experiences for undergraduates for URM

Person/Dept Responsible: Nasya Sturdivant

Participate in the NCSU College of engineering (COE) recruitment events for both undergraduates and graduates

Person/Dept Responsible: Kennita Johnson

Increase our Latinx Population

Person/Dept Responsible: Danny Freytes

Increase our Black and Latinx graduate population

Person/Dept Responsible: Vilma Berg, Caterina Gallippi, Kennita Johnson

Recruit a more diverse graduate population

Person/Dept Responsible: Caterina Gallippi

Recruit a more diverse undergraduate population

Person/Dept Responsible: Lianne Cartee

Increase the number of speakers of color at departmental seminars

Person/Dept Responsible: Frances Ligler

Formed a diversity subcommittee that addresses departmental policies

Person/Dept Responsible: Kennita Johnson

Participate in pre-college activities to build a robust start to the biomedical science pipeline

Person/Dept Responsible: Graduate Student Association, Kennita Johnson

Increase interaction with honors colleges of HBCUs

Person/Dept Responsible: Nasya Sturdivant

Increase interaction with NC A&T BME students and faculty

Person/Dept Responsible: Caterina Gallippi

Build stronger relations with the SOM Graduate Education Office and the Graduate School Diversity Success Programs

Person/Dept Responsible: Kennita Johnson

Support diversity programs that promote biomedical sciences

Person/Dept Responsible: Kennita Johnson

Establish a department-based DEI advisory committee composed of faculty, staff, and students

Person/Dept Responsible: Chair/Cell Biology & Physiology

Design and implement approaches to increase applicants from underrepresented groups to faculty job postings

Person/Dept Responsible: Cell Biology& Physiology chair

Invite more scientists from underrepresented groups to speak in our ongoing bi-monthly department-based research seminar series

Person/Dept Responsible: Cell Biology& Physilogy/ Chair

Require DEI trainings and reporting for faculty, staff, and trainees within the Department

Person/Dept Responsible: Chair/DEI committee CBP

Dermatology Chair complete 2-day Racial Equity (REI) training and dermatology faculty complete 1hour Bias 101 training

Person/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)

Person/Dept Responsible: HR & OIE and Dr. Nancy Thomas

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

Person/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.

Person/Dept Responsible: Medical Advisory Committee

Departmental climate assessment survey on diversity and barriers to diversity

Person/Dept Responsible: Priyanka Vedak, MD

Reducing microaggressions in the workplace

Person/Dept Responsible: Priyanka Vedak, MD

Departmental diversity small group meeting

Person/Dept Responsible: Priyanka Vedak, MD

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+

Person/Dept Responsible: Priyanka Vedak, MD Amy Blake, MD Lauren Crouse, MD Julie Mervak, MD

Improve patient care experience for non-English speaking patients

Person/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

Person/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

Person/Dept Responsible: Dr. Nancy Thomas

Increase collaborative efforts across departments to improve care for disease processes, including those that can disproportionally affect under-represented populations

Person/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

Person/Dept Responsible: Priyanka Vedak, MD Amy Blake, MD Lauren Crouse, MD

Support groups for diseases that disproportionally affect underserved populations

Person/Dept Responsible: Chris Sayed, MD

Increase dermatologic access for incarcerated individuals

Person/Dept Responsible: Carolyn Ziemer, MD

Increase dermatologic access for uninsured Spanish speaking patients

Person/Dept Responsible: Aida Lugo-Somolinos, MD

Increase tele dermatology access for dermatology to help our patients, many of which are rural, seek care

Person/Dept Responsible: Amy Fox, MD Michelle Pearlstein, MD

Increase research efforts for diseases that disproportionately affect underserved populations 

Person/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

Person/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

Person/Dept Responsible: Donna Culton, MD Aida Lugo-Somolinos, MD

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)

Person/Dept Responsible: Dr. Nikki Binz (Program Director) and EM Educational Committee

90-100% completion rate for 101 Bias training for all faculty and residents AY 2020/2021

Person/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

Person/Dept Responsible: Tracy DeSelm, DEI Liaison

10% of Conference lecturers must be from URM groups for each academic module

Person/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

Person/Dept Responsible:

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

Person/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

The HEAG has a subcommittee dedicated to recruitment and retention of faculty and residents.

Person/Dept Responsible: Dana Iglesias, Recruitment and Retention Subgroup Leader

OIE administered a climate survey.

Person/Dept Responsible: Nate Thomas, Vice Dean for DEI

HEAG meeting dedicated to reviewing climate survey results.

Person/Dept Responsible: Alexa Mieses Malchuk, Diversity Liaison

The HEAG has a subcommittee dedicated to community-building, both among one another but also with patients.

Person/Dept Responsible: Jess Smith, Community Subgroup Leader

Begin to examine the need for and implement an anti-oppression curriculum in the residency program

Person/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.

Person/Dept Responsible: Margaret Helton, Interim Chair Mallory McClester Brown, Residency Director Alexa Mieses Malchuk, Diversity Liaison

All genetics faculty complete 1 hour Bias 101 training by the end of the year (required for positive performance review in 2021)

Person/Dept Responsible: Chris Gregory

Include DEI in faculty evaluations (i.e., person is able demonstrate what they have done annually to promote DEI)

Person/Dept Responsible: Chris Gregory, HR

Develop departmental guidelines by end of 2020 on qualifying DEI activities

Person/Dept Responsible: Department leadership and DEI committee

Highlight URM faculty, staff, and students and upcoming DEI initiatives on department website

Person/Dept Responsible: DL committee

Identify programs for culturally aware mentoring

Person/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.

Person/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

Person/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

Person/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

Person/Dept Responsible: Department leadership and DL

Revise standard job description so more welcoming to URM applicants

Person/Dept Responsible: Department leadership and DL

Improving the department web site. Announce DEI events, highlight under-represented faculty, staff and students, and outreach efforts

Person/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

Person/Dept Responsible: Chris Gregory

Identify programs for culturally aware mentoring

Person/Dept Responsible: DL committee

All DOM Division leaders undergo Mandatory Bias 101 training

Person/Dept Responsible: DOM Vice Chair of DEI

Establish diversity Champion for each division under the DOM

Person/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)

Person/Dept Responsible: DOM Diversity Council and Division Chiefs

Review and Report of DOM policies in place to address threats to and support for DEI

Person/Dept Responsible: DOM Diversity Council and HR

Resident/Faculty run Mentoring Program (Bridging the Gap) to support URM students interested in Medicine and Med/Peds (partnering with STAHR program)

Person/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

Person/Dept Responsible: IM &Med/Peds PD, DOM Vice Chair of DEI

Increase Retention of Internal residents into fellowship programs

Person/Dept Responsible: DOM fellowship PDs

Increase URM representation under departmental research support

Person/Dept Responsible: DOM Vice Chair Research

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)

Person/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

Person/Dept Responsible: DOM Diversity Council

Incorporate DEI and Health Disparities lectures into Medicine Grand Rounds Series

Person/Dept Responsible: DOM Vice Chairs of Education and DEI

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

Person/Dept Responsible: IM & Peds Residency Chiefs Residents, DOM DEI Vice Chair, IM APD

Bridging the Gap Mentoring Program (Partnership with STAHR Program)

Person/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

Person/Dept Responsible: IM & Peds Residency Chiefs Residents, DOM DEI Vice Chair, IM APD

Develop a framework for reporting DEI issues to enhance accountability

Person/Dept Responsible: DEI Committee

Quarterly Town Halls each focused on a specific DEI-related topic

Person/Dept Responsible: DEI Committee

M&I Seminar Series will include speakers on how DEI issues impact research

Person/Dept Responsible: DEI Committee

Develop and implement an outreach plan for NC HBCUs to enhance interaction and recruitment

Person/Dept Responsible: DEI Committee

1-hour implicit bias training

Person/Dept Responsible: Angela/Admin

Grand rounds dedicated to DEI target 3/year

Person/Dept Responsible: Angela/Nina

Department DEI Reminders.

– Monthly video
– 4-8 weekly newsletter
– Quarterly corner
– Link to social media

Person/Dept Responsible: Peggy/Angela Diana/Peggy

Format to capture DEI concerns (microaggression, racist)

– Drop boxes
o POB
o Clinic
o Hospital
– Safe reports

Person/Dept Responsible: Peggy, Nansi, Fatimata, and Casey/Winnie

Support chain for DEI concerns raised.

– Faculty representative
– Resident representative
– Admin representative
– Staff representative
– APP/Nursing

Person/Dept Responsible: Angela, Mariko, Peggy, Fatimata, and Nikki

Determine Metrics for DEI Faculty review

Person/Dept Responsible:

Funding for Department DEI projects (research etc.)

Person/Dept Responsible: - Admin/All

Align Department with SOM score card evaluations

Person/Dept Responsible: Angela

Social media access

Person/Dept Responsible:

Mentorships (STHAR etc.)
Initiatives: first look and second look interviews

Person/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

Person/Dept Responsible:

Have DEI strategically placed at all levels of leadership?
– Hire more diverse staff
– Mentorship with other senior staff and trainees

Person/Dept Responsible:

Small groups to review departmental diversity

Person/Dept Responsible:

Increase diversity within DEI subgroups e.g. Caucasian men

Person/Dept Responsible:

A portal where faculty and staff can raise issues pertaining to DEI including praises and grievances- SEE ABOVE.

Person/Dept Responsible:

Train department members to train others in DEI

Person/Dept Responsible:

DEI awareness must be part of the onboarding package

Person/Dept Responsible:

Mandatory annual training of faculty/staff in DEI

Person/Dept Responsible:

Optimal management of DEI concerns seen/raised

-Chair
-Faculty and staff

Person/Dept Responsible:

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)

Person/Dept Responsible:

Develop DEI departmental committee with resident, faculty, and staff participation.

Person/Dept Responsible: Dept Liasion

Encourage matching students of color/underrepresented minorities to our program.

Person/Dept Responsible: Program Director/Assoc Program Director

Encourage robust participation with our neurosurgery student interest group

Person/Dept Responsible: Program Directors and Diversity Liasion

Develop and promote our faculty and resident mentorship program

Person/Dept Responsible: Department Chair and Program Director

Encourage recognition of the importance of diverse backgrounds in recruitment of faculty

Person/Dept Responsible: Department Chair Diversity Liasion

Develop a consensus statement to place on the website demonstrating neurosurgery’s commitment to DEI issues.

Person/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.

Person/Dept Responsible: Diversity Committee

Promote implicit bias and upstander training for all faculty, residents, and staff.

Person/Dept Responsible: Diversity Committee

Enhance scholarly output with looking at these issues with respect to our field.

Person/Dept Responsible: Research coordinator

Ensure Diversity Liaisons on all search committee

Person/Dept Responsible: Faculty affairs office

Partner with community groups and schools to promote interest in neurosurgery
Patient outreach

Person/Dept Responsible: Department Chair Office Manager

Work to continue to support outreach clinics for traditionally underserved areas

Person/Dept Responsible: Department Chair Office Manager

Enhance recruitment of URM trainees to department of ophthalmology residency and fellowship training programs

Person/Dept Responsible: Budenz, Zhang, Knight

Coordinate department-wide DEI Training

Person/Dept Responsible: Knight

Completion of modified AAMC Diversity Engagement Survey

Person/Dept Responsible: Budenz, Knight

Host Annual DEI Grand Rounds 

Person/Dept Responsible: Budenz

Institution of medically-certified Spanish interpreters in Kittner Eye Center Clinics

Person/Dept Responsible: Ervin, Trujillo

Develop departmental policy on lactation to support lactating female residents and faculty.

Person/Dept Responsible: Megan Patterson

Increase active mentorship of female UNC medical students

Person/Dept Responsible: All faculty

Work with Perry Initiative to encourage female UNC medical students to consider a career in orthopaedics

Person/Dept Responsible: Megan Patterson and Robert Esther

Work with Nth Dimension to sponsor summer research internships for underrepresented minority medical students interested in orthopaedics.

Person/Dept Responsible: All faculty

Work to change the appearance of the department (better representation of minorities on website and in office common areas).

Person/Dept Responsible: Marketing Committee

Create monetary awards for a URM student interested in ENT

Person/Dept Responsible:

David Brown (University of Michigan) will give Grand Rounds in August on diversity

Person/Dept Responsible:

50% of faculty to participate in at least 1 diversity webinar/workshop provided by UNC or AAMC

Person/Dept Responsible:

Enhance recruitment of URM trainees to DPLM graduate training programs

Person/Dept Responsible: Director of Graduate Studies, Diversity Liaison an

Increase recruitment of URM MD trainees to the UNC School of Medicine

Person/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.

Person/Dept Responsible: Diversity Liaison

Offer additional educational services to URM trainees. Provide funding to attend training meetings designed to enhance research projects of students

Person/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.

Person/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

Person/Dept Responsible: Diversity Liaison

Promote URM postdoctoral trainees for the Carolina Postdoc Program

Person/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.

Person/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.

Person/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.

Person/Dept Responsible: Diversity Liaison, DPLM Chair; DPLM Vice Chair of Administration

Partner with Vice-Chancellor for Research to attract more URM Faculty

Person/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.

Person/Dept Responsible:

Require all staff, trainees and faculty to attend implicit bias training

Person/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.

Person/Dept Responsible: Diversity Liaison; DPLM Admin Staff

Offer small group events to increase staff interactions with broad range of individuals in DPLM

Person/Dept Responsible: Diversity Liaison; DPLM DEI Committee

Add DEI training to graduate student and postdoctoral training

Person/Dept Responsible: Director of Graduate Studies

Institute DPLM process to address reports of mistreatment/abuse of URM faculty, trainees and staff.

Person/Dept Responsible: DPLM Chair

One Grand Round event each semester focused on DEI

Person/Dept Responsible: Bernard Weissman

At least one Grand Round event each semester presented by URM speaker

Person/Dept Responsible: DEI committee member

Employ social media outlets for promotion of events inclusive of both clinical and research sides, especially those with focus on diversity and equity.

Person/Dept Responsible: Sara Wobker

Outreach to surrounding high schools and HBCUs to develop pipeline of candidates for DPLM students and trainees.

Person/Dept Responsible: Diversity Liaison; DPLM DEI Committee.

Sponsor short courses at HS and HBCUs in DPLM areas of interest.

Person/Dept Responsible: DEI Committee

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

Person/Dept Responsible: Stu Gold

Diversity Committee meeting each month, composed of faculty, staff, chief residents and residents

Person/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

Person/Dept Responsible: Pediatric Diversity Committee

Establish monthly round table conversation about diversity issues

Person/Dept Responsible: Pediatric Diversity Committee

All search committees have a member of the diversity committee on the search

Person/Dept Responsible:

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.

Person/Dept Responsible:

Continue host two safe zone trainings per year for pediatrics

Person/Dept Responsible:

Continue to host implicit bias trainings for leaders for all, faculty, trainees, and staff to complete.

Person/Dept Responsible:

Faculty Annual Reviews – Evaluation of faculty DEI effort during their annual review with Henrik (2021)

Person/Dept Responsible:

Diversity Committee – Broaden membership to include trainees and staff

Person/Dept Responsible:

Framework of Assessment – Diversity Committee will develop a formal framework to monitor and assess our DEI progress (2021)

Person/Dept Responsible:

Data Collection – we will collect metrics to measure our DEI success.

Person/Dept Responsible:

Mistreatment Reporting – Raise student awareness of existing resource for anonymous reporting of any mistreatment.

Person/Dept Responsible:

PHCO Values – Develop a departmental statement of values to announce our expectations for behavior that promotes inclusivity(2020)

Person/Dept Responsible:

Website updates – Ensure all PHCO members are represented equally

Person/Dept Responsible:

Carolina Summer Fellows Program – New partnership planned with UNC Pembroke to recruit American Indian/Native American students

Person/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)

Person/Dept Responsible:

Faculty Searches – Inclusion of Diversity Liaison on search committees.

Person/Dept Responsible:

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.

Person/Dept Responsible:

Pharmacology Retreat – Integration of DEI lectures or training (spring 2021)

Person/Dept Responsible:

PHCO 701/702 – Lectures to be added that cover research ethics and issues impacting communities of color (fall 2020).

Person/Dept Responsible:

Student Seminar Committee – PHCO to provide enhanced administrative support for planning and implementation of speaker talks/visits

Person/Dept Responsible:

Tuesday Seminar Series – Encourage faculty invites to include underrepresented minority scientists & women

Person/Dept Responsible:

Curtis Harper Distinguished Lectureship – In honor of PHCO’s first Black tenured professor. Committee Chair: Tony Baines (2021)

Person/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)

Person/Dept Responsible:

PHCO Community Service Grants – Establish funding mechanism to support PHCO member’s educational outreach projects

Person/Dept Responsible:

PHCO Serves – A department-wide day of service aimed at providing mentorship and educational opportunities to underserved communities

Person/Dept Responsible:

Ensure presence of at least one DEI committee member on interview panels and recruitment committees

Person/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

Person/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

Person/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

Person/Dept Responsible:

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

Person/Dept Responsible:

Develop year-long structural competency curriculum, building upon Metzl and Hansen’s article about Structural Competency presented at the June faculty meeting

Person/Dept Responsible:

Develop an approach/metric for formally recognizing DEI service/activity in faculty evaluations

Person/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

Person/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

Person/Dept Responsible: Brownley/Workgroup chairs

Establish DEI advisory panel consisting of DEI Working Group leaders (1/group), meeting with the DEI Director quarterly

Person/Dept Responsible: Brownley

Design and implement strategies to increase recruitment, hiring, and retention of trainees, faculty, staff, and administrators from underrepresented minority groups

Person/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

Person/Dept Responsible: Workgroup chairs, Brownley, Meltzer-Brody

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

Person/Dept Responsible: Meltzer-Brody, Brownley, Working Groups, Chief residents

Improve cross-cultural interaction/engagement within the department

Person/Dept Responsible: Working group chair(s), Sam Weiss; Brownley

Identify and engage interested residents, staff, faculty to form a DEI committee in the department

Person/Dept Responsible: Ellen Jones Sarah Tatko

Develop DEI goals as part of all individual faculty annual reviews

Person/Dept Responsible: Patty Saponaro

Department-specific DEI overview as part of all new faculty and staff on-boarding

Person/Dept Responsible: Gina Williams Sarah Tatko

Implicit Bias 101 (1 hr) training for all faculty and staff

Person/Dept Responsible: Larry Marks Patty Saponaro Sarah Tatko

Formal bias training (2.5 hr) for all faculty and staff serving on search committees

Person/Dept Responsible: Sarah Tatko Patty Saponaro

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.

Person/Dept Responsible:

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.

Person/Dept Responsible:

Expand inclusion of content on racism and social justice in courses on social and health systems taught to medical students by Social Medicine faculty

Person/Dept Responsible:

Develop DEI departmental committee with resident, faculty, and staff participation.

Person/Dept Responsible: Luigi Pascarella

Surgery Diversity Committee

Person/Dept Responsible:

Promote DEI Certificate among Faculty

Person/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.

Person/Dept Responsible:

Promote implicit bias and upstander training for all faculty, residents, and staff.

Person/Dept Responsible:

Enhance scholarly output with looking at these issues with respect to our field.

Person/Dept Responsible: