Department/Section EVI Related Efforts + Initiatives
| We are thrilled to highlight ongoing equity, vitality, and inclusion efforts at the department/section level, and connect local champions, leaders, and allies.
PLEASE NOTE: The following content was reported during the EVI Action Planning process between September 2021 and January 2022. Please contact evi@bmc.org with any questions or updates. |
| ANESTHESIA |
| — Adopted the RBG framework for the equitable appointment of leadership roles — Formed a Diversity, Inclusion and Equity team (October 2021) — Faculty can submit anonymous reports via suggestion boxes — Administers annual gender equity survey — Submitted a 2021 EVI action plan focusing on increasing recognition and feelings of respect, and reducing feelings of isolation |
| DERMATOLOGY |
| — Department funds a designated Wellness and Professional Vitality Officer — Submitted a 2021 EVI action plan focusing on addressing administrative burdens that lead to burnout and impact provider vitality, prioritizing belonging, inclusion, diversity, and equity with specific attention to recruitment of diverse members to our team, and promoting improved faculty connection within the context of onboarding to ensure mentorship teams and support networks are clear and available |
| EMERGENCY |
| — Participating in EVI’s 2022 RBG pilot |
| ENDOCRINOLOGY |
| — Holds racial equity discussions (including videos and articles). Contact Cheryl Brickey for more information on this effort |
| FAMILY MEDICINE |
| — Participated in EVI’s 2021 RBG pilot. Contact Laura Adams to hear more about their pilot experience — Submitted a 2021 EVI action plan focus to enhance wellbeing and professional vitality by focusing on mission, compensation, clinical efficiency, and resourcing for research |
| GASTROENTEROLOGY |
| — Diversity, Equity and Inclusion Committee hosts monthly social events |
| GERIATRICS |
| — Participating in the 2021/22 EHR pilot |
| GENERAL INTERNAL MEDICINE |
| — Participating in EVI’s 2022 RBG pilot — Faculty-led DEI work group addresses ways the section can do better in collecting data around race/ethnicity and gender, improve recruiting and support of URG faculty, provide education around DEIB for GIM faculty, and coordinate efforts in this area with other groups at BMC, BUMG, and BUSM |
| HEMATOLOGY/ONCOLOGY |
| — Participating in EVI’s 2022 CORE pilot — Anti-Racism Action Committee, developed an internal anti-racism anonymous reporting system — Submitted a 2021 EVI action plan with eight areas of focus, including hiring/recruitment plans, URG retention, APP workload, clinic operations improvements, enhancing general community/belonging, RVU reduction without reducing FTE for lactating parents, and monthly gender + racial equity reports at section meetings |
| NEUROLOGY |
| — Participated in EVI’s 2021 RBG pilot. Contact Dave Greer or Sheila Phicil to hear more about their pilot experience — Held parent support groups facilitated during pandemic |
| OBGYN |
| — Participated in EVI’s 2021 RBG pilot. Contact Aviva Lee-Parritz to hear more about their pilot experience — Administers annual climate survey — Submitted a 2021 EVI action plan that includes rolling out equity and inclusion training, train-the-trainer, and creation of a patient advisory board |
| OPHTHALMOLOGY |
| — Launched DEI Committee |
| ORTHOPEDICS |
| — Participating in EVI’s 2022 CORE pilot |
| OTOLARYNGOLOGY |
| — Participating in the 2021/22 EHR pilot — Launched DEI Committee |
| PATHOLOGY & LABORATORY MEDICINE |
| — Participated in EVI’s 2021 RBG pilot — Created standing Equity, Vitality & Inclusion, & Anti-Racism Committee — Elected Reggie Thomasson, MD as Equity Advocate — Created recruitment and promotion goals related to diversity and met them — Dennis Jones, PhD awarded $150,000 grant Breast Cancer Research Foundation-AACR Career Development Award to promote diversity and inclusion — Featured in BMCHS’ 2021 DEI Year in Review — Submitted a 2021 EVI action plan with benchmarked goals, focusing on academic promotion for women and URGs, resident recruitment, and student recruitment; community engagement thru the BEAMS – MSP program; and the integration of EVI topics in Grand Rounds and didactic curriculum |
| PEDIATRICS |
| — Engaged with outside consultants to administer comprehensive needs assessment (Fall 2020) and added DEI questions to all annual faculty reviews — Participated in EVI’s 2021 RBG pilot — Established Council on Social Justice, Diversity, Equity and Inclusion to address the impact of structural injustices on our patients, clinical and scholarly practice, and each other — Developing an anti-racism toolkit to support service delivery that promotes healthy development and mitigate the impacts of exposure to racism for patients — Submitted a 2021 EVI action plan focusing on forming a Pediatric working group to address bullying in academic medicine and gender mistreatment, rebuilding and expanding the pediatric research infrastructure and spending more physical time together |
| PSYCHIATRY |
| — Established a DEI Committee focused on initiatives related to racial, gender equity and how that translates into workforce wellbeing — Held inaugural Black Minds Matter: Rise Up conference to explore themes of intersectionality, youth mental health, culturally responsive treatment and advocacy within Black mental health. — Several Grand Rounds with an equity focus |
| RADIOLOGY |
| — Participating in EVI’s 2022 RBG pilot |
| SURGERY |
| — Holds annual DEI Day — Participating in EVI’s 2022 CORE pilot |
| UROLOGY |
| — Established a DEI Committee |