The Michigan Pediatrics Commitment

Background: Many different approaches to improving diversity and inclusion in the department of Pediatrics have been implemented over the past several years. Yet, more needs to be done (in compliance with State Laws and University Policy) to increase the number of URiM (under-represented in medicine) individuals within the department and to further develop a culture of inclusion and support for all trainees, staff and faculty.

Goals: Implement new processes for recruitment and advancement that are (1) specifically targeted to improve the diversity and inclusion of trainees, staff, and faculty in the department of Pediatrics and (2) promote the success of ALL members of the department.

The Michigan Pediatric Commitment will be led by the Department Chair and Associate Chairs for Faculty Affairs, Education, Research, and Clinical Affairs. The Associate Chair for Diversity, Equity and Inclusion (DEI) will provide overall guidance to The Commitment and specific input for each component.

Each of the 6 components of the Pediatric Commitment will be operationalized by an Associate Chair and an oversight committee.  The components and the committees are found below.

Components of the Pediatric Commitment

1)  Require fair and transparent hiring for leadership roles in the department as outlined by medical school policies

• Post the faculty recruitment policy on pediatrics website
• Consistently implement medical school faculty recruitment policies
• Implement open calls for applications for all faculty leadership positions
• Require completion of a defined checklist of fair and open processes for hiring and recruitment of senior leadership positions with submission to department chair
• Commit to interviewing all faculty candidates who meet the posted requirements for each position

2)  Encourage and support research efforts to reduce health disparities

• Expand DEI research and internal grants
• Develop break-out sessions at department research day highlighting DEI research
• Foster expansion of DEI research in department

3)  Assess and address pediatric health disparities in Michigan Medicine

• Track health disparities in clinical dashboards
• Support quality improvement projects to address disparities

4) Develop and strengthen targeted mentorship and sponsorship programs to support all faculty

• Enhance current efforts in mentorship and sponsorship in Department of Pediatrics and Med school/university
• Address gaps in existing programs

5)  Zero tolerance policy on racism, inequity, and injustice.  Implement evaluation program to measure success.

• Post policy statement on website, and on the wall outside office of the Chair and each Division Director
• Support existing mechanisms at Michigan medicine through PARS (Patient Advocacy Response System) and CORS (Co-worker observation reporting system) and risk management for safe and anonymous reporting of specific concerns
• Develop processes to address concerns within the Department, to supplement and enhance available institutional resources
• Identify and implement effective strategies to enhance Departmental culture related to DEI.
• Incorporate DEI efforts in annual performance evaluations of division directors, faculty and staff, and monitor performance
• Support fair and transparent promotions processes
  • Educate faculty about the defined processes for nomination and evaluation for promotion
  • Enhance pre-promotion review processes within the annual faculty review

6)  Recruitment of a diverse cadre of trainees at all levels

• Create processes leading to increased numbers of URiM residents
• Create processes leading to increased numbers of URiM fellows
• Create processes leading to increased numbers of URiM medical students entering Pediatrics 

Metrics for success:

• Recruitment, retention, and promotion of ALL trainees, staff, and faculty in the department at all levels and ranks
• Increased engagement of Pediatrics department members in DEI activities as assessed by the annual evaluation process