Inclusion and Diversity
“Diversity, or the state of being different, isn’t the same as inclusion. One is a description of what is, while the other describes a style of interaction essential to effective teams and organizations.”
– Bill Crawford, PhD, Psychologist
“People from different backgrounds have varying ways of looking at problems, what I call ‘tools.’ The sum of these tools is far more powerful in organizations with diversity than in ones where everyone has gone to the same schools, been trained in the same mold and thinks in almost identical ways.”
– Scott E. Page, Professor of Complex Systems, Political Science and Economics, University of Michigan
The Office of Inclusion and Diversity (OID)
The Office of Inclusion and Diversity (OID) was established in the Department of Medicine in July 2016 to expand the School of Medicine’s mission to enhance diversity and inclusion. The OID is charged with making structural, process and programming changes to help welcome, support and promote individuals of all backgrounds, especially those who have been historically under represented in all levels of academic medicine. We find that our differences in thought, lived experiences, physical make-up and social identities make us better problem solvers, more inspiring educators, more innovative researchers and more compassionate physicians.
We want to lead by creating a Department of Medicine where we are all valued; where we attract others to join us in our work; where we are supported to thrive in making our unique contributions; and where our differences are regarded as a strength and an important aspect of our excellence in patient care, education and research.
OUTmed: Forum for LGBTQIA and Allies
OUTmed is a forum for LGBTQIA-identified faculty, staff, trainees and allies. Our activities provide opportunities for networking and mentoring, community engagement, discussion and advocacy relating to LGBTQIA healthcare issues. We are based in the Department of Medicine, but we are open to anyone in the School of Medicine who is interested in our activities, regardless of departmental affiliation.
FURM: Forum for Underrepresented in Medicine
The Forum for Underrepresented in Medicine (URM) seeks to attract and retain trainees and new faculty who are under represented in medicine (African Americans, Latin/Hispanic Americans, Native Hawaiians, Pacific Islanders, Native Americans and Alaskan Natives), as well as those who are new to academia or Washington University.
FWIM: Forum for Women in Medicine
The Forum for Women in Medicine (FWIM) was created in 2014 to support the professional and personal development of the women trainees in the Department of Medicine. FWIM hosts workshops, lectures and networking events throughout the academic year to provide career development guidance, facilitate mentoring opportunities and foster a sense of camaraderie within the women in the training program.
In November of 2016, department chair, Vicky Fraser, MD, called for the creation of three task forces to identify areas of concern and barriers, which would then recommend innovative solutions to promote diversity and inclusion throughout the department.
A number of Department of Medicine division members have completed the School of Medicine’s diversity training programs, which progress from versions 1.0 through 4.0. See the attendance breakdown so far:
- Diversity 1.0: 2,068
- Diversity 2.0: 674
- Diversity 3.0: 431
- Diversity 4.0: 142
Library and resources
The Implicit Association Test (IAT) was developed at Harvard, and measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about. For example, you may believe that women and men should be equally associated with science, but your automatic associations could show that you (like many others) associate men with science more than you associate women with science.
Take the test by clicking here: https://implicit.harvard.edu/implicit/education.html
Videos regarding unconscious bias: