Diversity & Equity

Diversity & Equity

Have a question about the DFMCH 2020 Diversity, Equity and Inclusion Initiative? Please contact Jennifer Edgoose, MD.

IT STARTS WITH ME: CONVERSATIONS ABOUT IDENTITY, PRIVILEGE, AND INTERSECTIONALITY LUNCH SERIES             (July 2016-May 2017)

Session 6: Moving Learning to Action (May 11, 2017)

Pre-work:

  • Prepare a “journal” entry (list, drawing, write a few sentences, and/or reflect) on the following questions:
  • In the past year, what have you learned about identity, privilege, and intersectionality? 
  • How have you taken action in your life and work to further these principles?
    • What else do you need to do to stand up to injustice? 
    • What resources do you need? 
    • Who are you accountable to?
  • What are your goals for the following year?
Objectives:
  • Learn about the difference between being “non” and “anti”
  • Create an action plan that has an impact in fighting bias and oppression

Video: Are you non? Or are you anti?

Session 5: Communicating about race and injustice (March 2, 2017)

It Starts with Me: Identity, Intersectionality and Privilege

Pre-work: 

Objectives:

  • Understand common themes and detours when talking about race and injustice
  • Learn about communication tool Affirm, Counter, Transform (ACT)
  • Apply ACT to a real-life situation

Session 4: Implicit Bias (January 5, 2017)

Pre-work

 

Session 3: Privilege and Power (November 3, 2016)

Pre-work

Session 2: Identity, Power and Oppression (September 1, 2016)

Pre-work

Slides and Session Materials

Session 1: Foundations: Introductions, Definitions and History (July 7, 2016)

Pre-Work

Slides and Discussion Questions

 

PHASE 2: ACTION (March 2015-present)

Creation of the Diversity, Equity and Inclusion Committee

Our mission: DFMCH’s Diversity, Equity and Inclusion Committee exists to promote health equity, diversity and inclusion, and to advise on processes related to recruitment and retention of diverse learners, faculty and staff.

We Believe That:

  • Social identities such as race, ethnicity, gender, and others are social constructs embedded within a context of unequal power relationships that allow privileged groups to benefit at the expense of marginalized group
  • Equity assures justice and fairness for all by addressing systemic biases in policies and practices, and assures that health equity drives the culture and actions of the Department.
  • Inclusive practices assures that dominant and privileged voices are decentralized to create full and equal participation and access for all groups
  • Bringing a healing attention first to our own privileges and unconscious biases allows us to mindfully engage in equity and inclusion work while serving as equity and inclusion leaders for the department

Our vision is framed around the acronym TRUST.  

TRUST

 

PHASE 1: STATEWIDE DEPARTMENTAL ENGAGEMENT (October 2014-March 2015)

 

Objectives:

  • To increase awareness of diversity issues in our geographical community, patient populations, and Department
  • To identify and prioritize potential interventions that can increase Department responsiveness to diversity issues
  • To develop a strategy that assures a Departmental commitment to health equity, diversity and inclusion

Getting support from departmental leadership:

  • As a grassroots initiative it was critical to garner support, including financial, from departmental leadership.

Identifying the gaps and making a compelling case:

  • We distributed an electronic  cultural climate survey across our statewide department (modifed from Ring, J. Nyquist, J. et al. (2008) Curriculum for Culturally Responsive Health Care: The Step-by-Step Guide for Cultural Competence Training. Radcliffe Oxford)
  • This "State of the Department" presentation was videoconferenced across the state to over 125 faculty physicians on October 1, 2014. Material includes evolving demographic data about our state and department (compared to AAMC national trends), results of our climate survey and dispartitiy data in our community.

Offering opportunities to consider best practices

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Facilitating a brainstorming session toward strategic intention

  • On December 11, 2014 we brought in professional facilitators to assist members from across the statewide department to brainstorm a strategy to address issues of diversity, inclusion and health equity across the educational, research and clnical arms of our department.
  • Individual Brainstorm
  • Group Priorities

Developing Institutional Structure

Faciliation Materials

Resources:

AttachmentSize
Improving Diversity Medical Univ of South Carolina 2012.pdf561.96 KB
Roadmap and Best Practices for Organizations to Reduce Racial and Ethnic Disparities in Health Care.pdf186.71 KB
GME in Freddie Gray Era_NEJM.pdf363.86 KB