Diversity Statement

The Department of Family Medicine values diversity and inclusion. We believe that a multicultural community adds valuable perspective to intellectual discourse and academic development and leads to excellence in patient care, education and research. To this end, we formed a Diversity Committee in Spring 2016 to articulate our commitment to diversity. Our priorities include:

  • Infrastructure: Establish a diversity committee with joint membership including faculty, administration, medical students and educators, and residents to implement and sustain diversity efforts.
  • Recruitment: Improve efforts within the department to recruitt a more diverse faculty and resident applicant pool; efforts include search training, policy creation and implementation, trainee outreach, and pipeline programs.
  • Retention: Establish programs to help new and existing faculty members advance their careers; maintain mentorship program and expand faculty development activities; streamline appointment and promotions process.
  • Communications: Develop a thoughtful and expansive communications outreach effort to promote the values, goals, and programs of faculty development and diversity.
  • Measurements: Track and report metrics on diversity, utilize focus groups, surveys, and other research tools to create to gather information and measure success periodically.

You can read our diversity policy in its entirety here.

We want our faculty to be broadly representative of the patients and communities we serve. As an inclusive department we want everyone to feel valued, supported and integral to the important work we do. Our Diversity Committee’s goals for AY2017 are:

  • Creation of a departmental diversity policy, consistent with policies published elsewhere in the institution
  • Clarification of recruitment practices for URM faculty searches
  • Development of diversity metrics and periodic analysis of diversity across the department
  • Assessing progress and developing action plans for advancing diversity in the department

 

Committee

Chair, Associate Professor: Laura Goldman, MD

联合主席，行政经理：Danielle Dresner

成员

系主任、教授：布赖恩·杰克，医学博士

Associate Director, Psychosocial Training, Assistant Professor: Carol Mostow, LICSW

Project Coordinator: Jordan Yarnell

Administrative Assistant: Latia Holmes

Attending, Instructor: Mansa Semenya, MD

多元化项目主任：Maria Wusu，医学博士

第三年总住院医师：Marielle Baldwin， MD

学术奖学金主任：Michelle Dalencour， MD MPH

助理住院医师主任，科德曼广场：Suki Tepperberg， MD

首席行政官：泰德·康斯坦

 

波士顿大学医学院和波士顿医疗中心在这一多样性承诺方面也很自豪：

 

文章

种族主义的层次：一个理论框架和一个园丁的故事

我,种族歧视

医学中的种族主义：权力转移

改变学术医学文化：C-Change学习澳门威尼斯人注册行动网络及其对参与医学院的影响

美国26所代表性医学院少数族裔教员在医学领域代表性不足的经历

黑人、拉丁美洲人和美洲原住民在医学领域的代表性不足

Diversity Goals in Medicine: It’s Time to Stop Talking and Start Walking

卫生保健中的种族偏见和卫生挑战与机遇

To Isaiah

通过设计实现健康公平

M18: Achieving Health Equity – What Will it Take?

南牙买加平原卫生中心术语表

参考文献

  1. 杜克大学2013年澳门威尼斯人注册网站多样性计划：http://provost.duke.edu/wp-content/uploads/Report-Faculty-Diversity-Initiative-2013.pdf
  2. 哈佛医学院教员发展和多样性特别工作组：http://hms.harvard.edu/sites/default/files/assets/Sites/Acad_Clin_Aff/files/FDD%20Full%20Report_FINAL.pdf
  3. CSULB澳门威尼斯人注册网站和员工多样性计划https://web.csulb.edu/depts/oed/policies/faculty-staff-diversity-plan.html
  4. 波士顿大学教务长办公室澳门威尼斯人注册网站发展和招聘政策：/apfd/recruitment/