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The Office of Equity, Vitality and Inclusion (EVI)<\/strong> advances Boston Medical Center (BMC) and Boston University Medical Group (BUMG)\u2019s holistic approach to clinician recruitment, retention, and burnout reduction by applying data, research, and strategic leadership to improve clinician occupational well-being. The Office designs, implements, and evaluates initiatives that strengthen clinician engagement and workforce stability, enabling BMC and BUMG to recruit and retain a thriving clinical workforce.<\/p>\n EVI works in close partnership with Department Chairs, Section Chiefs, BMC\/BUMG leadership, as well as clinician champions, to understand and improve the interactions between clinicians and the health system \u2014 optimizing professional fulfillment and mitigating burnout.\u00a0 A key component of this work is the Clinician Vitality Survey<\/a>, which incorporates validated measures and robust national benchmarks. We leverage these data to identify opportunities, implement system-level solutions, and support departments and sections in setting goals and implementing interventions.<\/p>\n Our goal is for all BUMG faculty to experience occupational well-being, without differences by identity.<\/p>\n Our grounding principles: <\/b><\/p>\n MISSION | <\/strong>Direct and implement initiatives that enhance clinician well-being, support professional advancement, and cultivate an inclusive culture.<\/p>\n VISION | <\/strong>Create and sustain an organizational culture where diversity is valued, equity is practiced, our community’s diversity is reflected, and everyone feels supported to thrive.<\/p>\n National Recognition<\/strong><\/p>\n In the News<\/strong><\/p>\n <\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" The Office of Equity, Vitality and Inclusion (EVI) advances Boston Medical Center (BMC) and Boston University Medical Group (BUMG)\u2019s holistic approach to clinician recruitment, retention, and burnout reduction by applying data, research, and strategic leadership to improve clinician occupational well-being. The Office designs, implements, and evaluates initiatives that strengthen clinician engagement and workforce stability, enabling […]<\/p>\n","protected":false},"author":8158,"featured_media":0,"parent":0,"menu_order":61,"comment_status":"closed","ping_status":"closed","template":"page-templates\/no-sidebars.php","meta":[],"_links":{"self":[{"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/6014"}],"collection":[{"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/users\/8158"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/comments?post=6014"}],"version-history":[{"count":49,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/6014\/revisions"}],"predecessor-version":[{"id":11157,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/6014\/revisions\/11157"}],"wp:attachment":[{"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/media?parent=6014"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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\n Equity<\/strong>: The state in which differences in life outcomes are not predicted by one\u2019s race, sex and gender, and other dimensions of identity, with specific emphasis on populations bearing the burden of inequities (e.g., people of color, women, LGBTQIA+ people). Equity is both a process and an outcome.<\/td>\n Vitality:<\/strong> Professional vitality is a meaningful and productive work life, where people are able to reach their fullest professional potential. This means creating a workplace that invests in the emotional, physical, and professional wellbeing of its members, where all are supported so they can do their chosen work.<\/td>\n Inclusion:<\/strong> The fundamental and authentic integration of historically and currently excluded individuals and\/or groups into positions, processes, activities, and decision and policy making in a way that shares power, values input and engenders belonging.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
![poster session <\/a><\/strong>on our](\"https:\/\/www.dropbox.com\/sh\/zgou93smjh96jkb\/AAD9ngmglU1VwR4mkBZFGkrVa\/Review-Based%20Guidelines%20(RBG)%20for%20Equitable%20Appointment%20of%20Leadership%20Roles?dl=0&preview=Review-Based+Guidelines+(RBG)+for+Equitable+Appointment+of+Leadership+Roles.jpg&subfolder_nav_tracking=1\"){kind=link}