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 5 (March 2, 2017)
Communicating about race and injustice
- 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)
- Take the Race Implicit Association Test and one other of your choice (30 mins)
- Read Implicit Bias in Healthcare from The Science of Equality Vol 1: Addressing Implicit Bias, Racial Anxiety and Stereotype Threat in Education and Healthcare (Article-5 mins)
Session 3: Privilege and Power (November 3, 2016)
- From White Racist to White Anti-Racist: A LIfelong Journey (Article-20 mins)
- Ladder of Empowerment for Marginalized People (Chart-2 min)
- The Danger of a Single Story (Video-18:49 min)
Session 2: Identity, Power and Oppression (September 1, 2016)
- How Racism Creeps Into Medicine (Article-10 mins)
- The Problem with Race-Based Medicine (Video-14:36 min)
Slides and Session Materials
Session 1: Foundations: Introductions, Definitions and History (July 7, 2016)
- Race - The Power of an Illusion Ten Things Everyone Should Know About Race (Website-5 min)
- The Story of Race: A History (Video-8:24 min)
- The Surprisingly Racist History of "Caucasian" | Decoded | MTV News (Video-4:18 min)
- History timeline (Website-10 min)
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.
- Diversity, Equity and Inclusion Committee Charter
- Diversity, Equity and Inclusion Committee Strategic Framework
- Goal Prioritization Worksheet
PHASE 1: STATEWIDE DEPARTMENTAL ENGAGEMENT (October 2014-March 2015)
- 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.
- VIDEO: The 2020 Initiative: State of the Dept by Jennifer Edgoose, MD
- Wisconsin Council on Children and Families: Race for Results Wisconsin's Need to Reduce Health Disparities Policy Brief Fall 2014
- This podcast was a presentation given by the authors of the Race to Equity Report on August 6, 2014 showing the shocking disparties that exist in Dane County, WI.
- Podcast of Primary Care Conference presentation by Erica Nelson and Torry Winn
- Race to Equity: A Project to Reduce Racial Disparities in Dane County October 2013
- For futher discussion of disparities in the state of Wisconsin, review the Annie E. Casey Foundation Race for Results: Policy Report: Kids Count
Offering opportunities to consider best practices
- We held sessions with residency faculty on October 22, 2014 and with community physicians, APPs and clinic managers on December 3, 2014 offering a potential roadmap showing best practices in the arena of diversity and another in health equity and provided opportunites to consider these using an equity and empowerment lens toolkit developed in Multnomah County, OR.
- VIDEO: The 2020 Initiative Roadmap: Summary of Best Practice by Jennifer Edgoose, MD
- Robert Wood Johnson Foundation: Roadmap and Best Practices in Diversity and Health Equity
- Equity and Empowerment Lens
- Residency Clinic Results: DFM Equity and Empowerment Exercise
- Community Clinic Results: DFM Equity and Empowerment Exercise
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
- In the spring of 2015, we develop a proposal for Phase 2 "Action Plan" that included creating a Diversity, Equity and Inclusion Committee. This was approved by the department Executive Team in March 2015 and the committee was convened in the summer of 2015.
- 2020 Update
- Overview of the 2020 Initiative
- The 2020 Initiative: Phase 2 Action Plan
- The following resources are helpful for understanding group dynamics and facilitating participation of all group members during meetings.
- The Advisory Board Company: Anatomy of a Great Meeting
- The Napier Group: Stages of Group Development
- The Napier Group: Principles of Meeting Design
- Check-in Questions
- Anti-Oppressive Facilitation Resource Sheet
|Improving Diversity Medical Univ of South Carolina 2012.pdf||561.96 KB|
|Roadmap and Best Practices for Organizations to Reduce Racial and Ethnic Disparities in Health Care.pdf||186.71 KB|
|GME in Freddie Gray Era_NEJM.pdf||363.86 KB|