Diversity
We commit to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socioeconomic status, language, culture, national origin, religious commitments, age, (dis)ability status and political perspective.
Equity
We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.
Inclusion
We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.
Anti-Racism
We acknowledge the negative impact of structural and systemic racism on the United States health care system. To ensure an inclusive and equitable training environment, and to provide optimal care for our diverse community of patients, we have an unwavering commitment to racial and social justice.
Residency DEI Highlights
- Diversity, Equity, and Inclusion Committee
- Antiracist Book Club - Bimonthly resident led journal club.
- HEARD Curriculum - H.E.A.R.D. stands for Hard, Empathic, Attentive, and Respectful Dialogue. The curriculum focuses on civic discourse, exploring how to have difficult conversations about difficult topics with those of differing opinion.
- Bias in Medical Student Evaluations – Ongoing efforts to educate senior residents and faculty members on concrete steps to mitigate bias when evaluating medical students and residents.
- Residents as Mentors Program - Pairs IM/Med-Peds residents with medical students interested in pursuing careers in these fields.
- Student Outreach - Identifying ways to improve the Internal Medicine clerkship environment for medical students.
- LGBTQ+ Allies - Network of LGBTQ+ identifying residents and allies who host social events and educate residents on the care of LGBTQ+ identifying patients.
- Resident Networking - Connecting residents to faculty mentors based on their shared identities outside of medicine, such as race/ethnicity, gender, religion.
- PSQI - Ongoing projects that address disparities and inequities in our training system.
- Residents and Fellows for Global Health Equity
- Lecture series (Global Health Equity Rounds)
- Implicit and structural bias curriculum
- Holistic recruitment practices
- Progressive maternity and paternity paid leave
Compassion Rounds
A manifestation of the “Implicit and Structural Bias Curriculum,” seeking to promote holistic care via discussion of topics like pain management for patients with IBD.
Women’s Health Curriculum
The team is working on identifying missing topics in the residency curriculum such as abortion or unexpected pregnancies and incorporating them into resident learning sessions.
Equal Medicine
Equal Medicine was created in an effort to develop a forum for our residents to discuss and learn about issues of gender disparities in medicine and for residents to gain the skills to address gender bias when they encounter it in clinical settings.It also includes curricular programming to support our women residents to develop the skills needed to advance and thrive in academic medicine, seeks to facilitate mentoring relationships and to celebrate each other’s successes.
Events
Equal Medicine holds several events throughout the year. Examples of past events include:
- Vision Boarding Event
- Annual Negotiation Extravaganza
- Parenting in Medicine
- Infertility and Family Planning in Medicine
- Leading as a Woman in Medicine
Inpatient Morning Reports/Equal Medicine Noon Conferences
- Women in Internal Medicine Procedural Specialties
- Gender Bias in Resident and Faculty Awards
- Bias in Evaluations
- “Afraid of Being Witchy with a B”- Unique Challenges for Women Physicians When Running a Code
- Negotiation Pearls
Follow Us on Twitter
