Diversity and Inclusion in Academic Medicine Poster Session and Reception

Transcription

1 Group on Diversity and Inclusion (GDI) Professional Development Conference Realizing Full Potential: The Next Generation of Work on Diversity and Inclusion May 16-19, 2013 Fairmont Royal York Toronto, Canada Diversity and Inclusion in Academic Medicine Poster Session and Reception Poster 1 Change at the Top: The Demographics of US Medical School Deans Ann Steinecke, Ph.D. Director, Council of Deans Program and Academic Affairs Association of American Medical Colleges The authors explored potential trends in demographic data on U.S. medical school deans to illustrate the diversity of persons serving in this key leadership role. Considerable literature exists about competencies, leadership methods, the nature of the work, and trends such as gender and tenure, but little reports the trends in demographics of deans. This poster contributes demographic information on deans over the past 40 years. Poster 2 Collaborative Strategic Planning for Equity and Diversity at Canadian Medical Schools Janet de Groot, M.D., FRCPC, MSc Associate Dean, Equity and Teacher-Learner Relations Associate Professor, Psychiatry and Oncology Faculty of Medicine, University of Calgary Anne Niec, M.D., FRCPC Faculty Lead, Professionalism Director, Gender and Health Initiative Professor of Pediatrics McMaster University Michael G. DeGroote School of Medicine Survey of Association of Faculties of Medicine of Canada (AFMC) - Equity, Diversity and Gender (EDG) members regarding activities promoting equity, diversity and inclusion at Canadian medical schools will be presented. Its contribution to further strategic planning for EDG offices and resources across Canada will be outlined. 1

2 Poster 3 Diversity in the Health Services Research Workforce: The Current Landscape Beth Henry Johnson, MPH Senior Manager, Research & Education in Health Services Research Academy Health Erin Holve, Ph.D. Senior Director, Research & Education in Health Services Research AcademyHealth The purpose of this study is to provide information on the degree of representation in the field of health services research (HSR); provide an overview of current initiatives that help promote diversity in health services research and related disciplines; identify gaps in current diversity efforts; and provide recommendations and suggest opportunities for new initiatives that will help achieve more workforce diversity in HSR. Opportunities for collaboration across programs and disciplines are also addressed. Poster 4 More Than a Pipeline: Developing the Physician Workforce of Tomorrow Kimberly Vess Halbur, Ed.D. Associate Dean, Diversity Affairs Associate Professor, Psychiatry & Health Behavior Alexis Rossi, M.Ed., M.A. Director of Diversity Training and Evaluation, Office of Diversity Affairs Linda S. James, M.S. Director of Diversity Outreach, Office of Diversity Affairs Highlighting a strategic, integrated and holistic approach to diversity programming that moves beyond recruitment and retention towards the goal of developing a culturally competent physician workforce, this poster presents a visual representation of the Office of Diversity Affairs 40 + year history of diversity pipeline programs, including outcome data and behind the scenes strategic planning. Participants will gain practical information about the program that they can adapt and use to implement initiatives at their institutions. Poster 5 Successful Strategies for LGBTQ Climate Change in Two Southern Academic Health Centers Kimberly Vess Halbur, Ed.D. Associate Dean, Diversity Affairs Associate Professor, Psychiatry & Health Behavior 2

3 Alexis Rossi, M.Ed., M.A. Director of Diversity Training and Evaluation, Office of Diversity Affairs Carey Roth Bayer, Ed.D. Assistant Project Director, CESH Satcher Health Leadership Institute Research Assistant Professor, Series II Morehouse School of Medicine Folashade Omole, M.D., FAAFP, CPEHR Assistant Chair and Residency Program Director Morehouse School of Medicine lore dickey Visiting Assistant Professor University of Southern Mississippi In order to provide a welcoming climate in the South for LGBTQ faculty, staff, and students, the Medical College of Georgia (MCG) and Morehouse School of Medicine (MSM), a historically black institution, have instituted multipronged collaborative approaches. This poster will highlight the strategies MCG and MSM have adopted to successfully create an environment that is more inclusive of the LGBTQ community. Poster 6 Surviving, Resisting, and Thriving: Under-represented Minority Faculty in Predominantly European--American Schools of Medicine Dena Hassouneh, Ph.D., RN, A.N.P., P.M.H.N.P., A.P.R.N.-B.C. Associate Professor, School of Nursing Oregon Health & Science University Ann Beckett, Ph.D., RN Assistant Professor, School of Nursing Oregon Health & Science University Kristin Lutz, Ph.D., RN Assistant Professor, School of Nursing Oregon Health & Science University This poster will provide an overview of the findings from the grounded theory Surviving, Resisting, and Thriving: the Experiences of Faculty of Color in Academic Nursing and Medicine focusing specifically on the voices of under-represented minority faculty from predominantly European-American schools of Medicine. 3

4 Poster 7 The Impact of a Dual Degree Program on Diversity: Lessons Learned from Program in Medical Education-Health Equity Jacob Bailey, BS University of California, San Diego School of Medicine Lindia Janina Willies-Jacobo, M.D., FAAP Professor of Pediatrics University of California, San Diego School of Medicine In 2007 the University of California, San Diego established its Program in Medical Education- Health Equity (PRIME-HEq), a dual degree program in underserved medicine. We have learned that students from underrepresented minority (URM) and disadvantaged backgrounds are more likely to apply to PRIME-HEq than those from non-urm or privileged backgrounds. The compositional diversity is greater within PRIME-HEq than in the general class. Lastly, PRIME- HEq students often assume leadership roles in student organizations, including racial/ethnic student organizations. Poster 8 UW Medicine Dean s Standing Committee on Minority Faculty Affairs: An Alternative Model Worth Considering Leah Monique Backhus, M.D., F.A.C.S. Assistant Professor of Surgery University of Washington School of Medicine David A. Acosta, M.D., FAAFP Chief Diversity Officer, UW School of Medicine Director, Center for Equity, Diversity & Inclusion Clinical Professor, Dept of Family Medicine University of Washington College of Medicine This poster describes the development and implementation of a committee on minority faculty affairs at UW Medicine and the challenges faced, the pitfalls experienced, and the lessons learned. Authors will share the committee charter that was developed, faculty survey results and the projects developed through the efforts of their executive unit. 4

5 Poster 9 Excellence Through Inclusion: Diversity Training That Makes an Impact De'Andrea Wiggins, DRE Interim Director, Office of Diversity and Inclusion Wayne State University School of Medicine Joseph Weertz Academic Services Officer Wayne State University School of Medicine In an effort to impact institutional climate through professional development, the Wiggins/Weertz Inclusive Diversity Model will be presented. This model expounds upon the complex, diverse individuals that we each are in an effort to bring a clear understanding of why diversity is important, and how we each play a role in impacting our institutional climate. Poster 10 Holistic Review Project: Achieving Improved Learning and Workforce Outcomes through Admissions Amy Addams Lead Engagement Specialist Association of American Medical Colleges Medicine is becoming increasingly interdisciplinary, collaborative, and technology-enabled, just as our society is growing more diverse, multicultural, and globally interconnected. Effectively responding to this changing landscape requires changing how we think about medical school admissions, as well as the full educational and career development continuums. To that end, the AAMC Holistic Review Project s goal is to support excellence in admissions while also widening the lens in order to maximize the benefits of holistic admissions across the full spectrum of education and development. It does so by assisting medical schools in establishing, implementing, and evaluating mission-driven, student diversity-related policies, processes, and practices that help build a physician workforce capable of and committed to improving the health of all. Poster 11 What the New MCAT2015 Exam Means for Diversity and Admissions Officers: Resources and Information to Help with the Transition Rebecca Rice, MSB Manager, MCAT2015 Outreach and Communication Association of American Medical Colleges Discover how the AAMC (Association of American Medical Colleges) is taking special care to provide admissions officers with the resources and information necessary to use score information for applicants who take the new MCAT2015 exam. Hear about outreach efforts and resources designed to help pre-med students and faculty prepare for the new exam. Resources 5

6 include low-cost and no-cost materials for students from socio-economically disadvantaged backgrounds, as well as faculty and advisors from under-resourced institutions. Poster 12 Group on Diversity and Inclusion Online Resources Angela Moses Program Specialist AAMC The AAMC (Association of American Medical Colleges) presents a poster on the Group on Diversity and Inclusion (GDI) website resources. We hope of familiarize members with the many tools available to them, and gather important feedback to further develop and enhance the website. 6