{"id":7524,"date":"2021-03-11T23:24:27","date_gmt":"2021-03-12T04:24:27","guid":{"rendered":"https:\/\/www.bumc.bu.edu\/bumg\/?page_id=7524"},"modified":"2026-05-19T11:53:11","modified_gmt":"2026-05-19T15:53:11","slug":"resources","status":"publish","type":"page","link":"https:\/\/www.bumc.bu.edu\/bumg\/evi\/resources\/","title":{"rendered":"Resources to Get You Started"},"content":{"rendered":"<h4>Watch | Listen | Learn<\/h4>\n<div class=\"bu_collapsible_container \" aria-live=\"polite\" data-customize-animation=\"false\"><h4 class=\"bu_collapsible\" aria-expanded=\"false\"tabindex=\"0\" role=\"button\">How do I start doing DEIA work?<o:p><\/o:p><\/h4><div class=\"bu_collapsible_section\" style=\"display: none;\"><\/p>\n<ul>\n<li><a href=\"\/bumg\/files\/2024\/03\/EVI-Priority-Matrix.pdf\">EVI Priority Matrix<\/a><a href=\"https:\/\/www.bumc.bu.edu\/bumg\/files\/2021\/03\/Priority-Matrix_010421.pdf\"><\/a> | <strong>Office of Equity, Vitality and Inclusion<\/strong>\n<ul>\n<li>Prioritize activities based on the following criteria: equity\/impact, feasibility, and time\/resources.<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/www.bumc.bu.edu\/bumg\/files\/2022\/05\/How-Meeting-Agreements-Support-Equity-and-Inclusion-1.pdf\">How Meeting Agreements Support Equity and Inclusion<\/a> | <strong>Boston University Diversity &amp; Inclusion<\/strong>\n<ul>\n<li>Set meeting agreements that foster equity and inclusion<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"\/bumg\/files\/2024\/03\/Group-Agreements-and-Racial-Justice-Tenets-for-Equitable-Participation.pdf\">Group Agreements and Racial Justice Tenets for Equitable Participation<\/a>| <strong>Office of Equity, Vitality and Inclusion, the EVI Diversity and Inclusion Advisory Council, and the BMC Health Equity Workgroup <\/strong>\n<ul>\n<li><strong><\/strong>Establish rules for working together to promote equity and inclusion in group decision-making processes and general meeting spaces<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/hbr.org\/2019\/09\/to-build-an-inclusive-culture-start-with-inclusive-meetings\">To Build an Inclusive Culture, Start with Inclusive Meetings<\/a> | <strong>Harvard Business Review<\/strong>\n<ul>\n<li>Create psychological safety, manage conduct, commit to inclusion<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/www.bmc.org\/glossary-culture-transformation\">Glossary for Culture Transformation <\/a>| <strong>Office of Equity, Vitality and Inclusion<\/strong>\n<ul>\n<li>Build common understanding on issues of justice, equity, and belonging through shared language<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/www.nytimes.com\/2020\/11\/19\/style\/loretta-ross-smith-college-cancel-culture.html\"><u>What If Instead of Calling People Out, We Called Them In?<\/u><\/a>\u00a0 | <strong>New York Times<\/strong>\n<ul>\n<li>Professor Loretta J. Ross is combating cancel culture with a popular class at Smith College.<\/li>\n<\/ul>\n<\/li>\n<li><u><a href=\"https:\/\/www.youtube.com\/watch?v=uYyvbgINZkQ\">How to Overcome Our Biases? Walk Boldly Toward Them <\/a><\/u>\n<ul>\n<li>In this TED Talk, Vern\u0101 Myers vigorously counter-balancing bias by connecting with, and learning about and from the groups we fear (19 minutes)<br \/>\n<u><\/u><\/li>\n<\/ul>\n<\/li>\n<li><span style=\"text-decoration: underline;\"><a href=\"https:\/\/www.ywboston.org\/your-full-self-social-identities-and-the-workplace\/\">Your Full Self: Social Identities + the Workplace\u00a0<\/a> <\/span><u>|<\/u> <strong>YWCA Boston<\/strong>\n<ul>\n<li>\u201cSocial identities<strong>\u00a0<\/strong>are a specific type of identity that are the \u2018result of shared constructions and social relations\u2019 based on human-created societal norms (<a href=\"https:\/\/www.racialequitytools.org\/resourcefiles\/Race%20Matters_%20Implementing%20Racial%20Identity%20Development%20Theories%20into%20the%20Classroom.pdf\">Johnson, 2006<\/a>).\u00a0It is helpful to look at the social identities that are most distinct and impactful in American life today.\u201d<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul><\/ul>\n<p><\/div>\n<\/div>\n\n<div class=\"bu_collapsible_container \" aria-live=\"polite\" data-customize-animation=\"false\"><h4 class=\"bu_collapsible\" aria-expanded=\"false\"tabindex=\"0\" role=\"button\">How can I improve retention in my department\/ section?<span> <\/span><\/h4><div class=\"bu_collapsible_section\" style=\"display: none;\"><\/p>\n<ul>\n<li><a href=\"https:\/\/jamanetwork.com\/journals\/jamanetworkopen\/fullarticle\/2791966\">Mistreatment Experiences, Protective Workplace Systems, and Occupational Stress in Physicians<\/a><strong>\u00a0<\/strong>| <strong>JAMA<\/strong>\n<ul>\n<li>Systems that prevent mistreatment in the workplace may improve faculty well-being<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"\/bumg\/files\/2024\/03\/Holding-Space-Tool.pdf\">Holding Space Tool<\/a>\n<ul>\n<li>Support each other and hold space during difficult times<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/edhub.ama-assn.org\/steps-forward\/module\/2702507\">Plan-Do-Study-Act (PDSA)<\/a><span class=\"subtitle\">A Step-by-Step Approach to Improve Quality, Work-Life, and Equity | <span><strong>AMA STEPS Forward<\/strong> \u00a0<\/span><\/span>\n<ul>\n<li>Improve culture, enhance clinical care, and save time<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/edhub.ama-assn.org\/steps-forward\/audio-player\/18810069\">Reducing Pajama Time and Work Outside of Work (WOW)<\/a> | <strong>AMA STEPS Forward<\/strong>\n<ul>\n<li>Implement workflows to reduce pajama time and work outside of work<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/edhub.ama-assn.org\/steps-forward\/audio-player\/18794732\">Debunking Regulatory Myths<\/a> | <strong>AMA STEPS Forward<\/strong>\n<ul>\n<li>Eliminate guesswork and administrative burden<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/edhub.ama-assn.org\/steps-forward\/pages\/time-saving-strategies\">Time-Saving Strategies<\/a> | <strong>AMA STEPS Forward<\/strong>\n<ul>\n<li>Establish workflows to support team-based care<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/www.ama-assn.org\/system\/files\/de-implementation-checklist.pdf\">De-implementation checklist<\/a> | <strong>AMA STEPS Forward<\/strong>\n<ul>\n<li>De-implement processes that add little or no benefit to teams and patients<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul><\/ul>\n<p><br style=\"clear: both;\" \/><\/div>\n<\/div>\n\n<div class=\"bu_collapsible_container \" aria-live=\"polite\" data-customize-animation=\"false\"><h4 class=\"bu_collapsible\" aria-expanded=\"false\"tabindex=\"0\" role=\"button\">How can I improve recruitment in my department\/ section?<span> <\/span><\/h4><div class=\"bu_collapsible_section\" style=\"display: none;\"><\/p>\n<ul>\n<li><u><a href=\"\/bumg\/files\/2021\/10\/Commitment-to-Operationalize-Racial-Equity_FINAL.pdf\">Commitment to Operationalize Racial Equity (CORE)<\/a><\/u><strong>\u00a0| Office of Equity, Vitality and Inclusion\u00a0<\/strong>\n<ul>\n<li>Tool for clinical departments and sections to integrate racial equity into decision-making<\/li>\n<\/ul>\n<\/li>\n<li><u><a href=\"\/bumg\/files\/2022\/02\/RBG_020822.pdf\">Review Based Guidelines (RBG) for the Equitable Appointment of Leadership Roles<\/a><\/u><strong> <\/strong><u><strong>|<\/strong><\/u><strong> Office of Equity, Vitality and Inclusion<\/strong>\n<ul>\n<li>Tool to improve equity in the selection of leadership positions by transforming workflows and establishing fair and transparent processes<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><\/div>\n<\/div>\n\n<div class=\"bu_collapsible_container \" aria-live=\"polite\" data-customize-animation=\"false\"><h4 class=\"bu_collapsible\" aria-expanded=\"false\"tabindex=\"0\" role=\"button\">How can I connect with other groups on campus working on these issues?<\/h4><div class=\"bu_collapsible_section\" style=\"display: none;\"><\/p>\n<p><em>The EVI Office is currently developing a DEIA Directory.<\/em><\/p>\n<ul>\n<li><a href=\"https:\/\/www.bu.edu\/provost\/diversity\/\">BU Office of Diversity &amp; Inclusion<\/a><\/li>\n<li><a href=\"https:\/\/www.bu.edu\/grad\/community\/diversity-inclusion\/\">BU Graduate Education Diversity &amp; Inclusion Resources<\/a><\/li>\n<li><a href=\"https:\/\/www.bumc.bu.edu\/camed\/about\/diversity\/\">Chobanian &amp; Avedisian School of Medicine Diversity &amp; Inclusion Office<\/a><\/li>\n<li><a href=\"https:\/\/www.bumc.bu.edu\/gms\/students\/dei\/\">Graduate Medical Sciences Diversity, Equity &amp; Inclusion<\/a><\/li>\n<li><a href=\"https:\/\/www.bumc.bu.edu\/facdev-medicine\/\">BU Medical Campus: Faculty Development &amp; Diversity<\/a><\/li>\n<li><a href=\"https:\/\/www.bu.edu\/dental\/about\/diversity-inclusion\/\">School of Dental Medicine Diversity, Equity, Inclusion &amp; Belonging Committee<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><\/div>\n<\/div>\n\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Watch | Listen | Learn &nbsp;<\/p>\n","protected":false},"author":16526,"featured_media":0,"parent":6014,"menu_order":10,"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\/7524"}],"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\/16526"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/comments?post=7524"}],"version-history":[{"count":27,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/7524\/revisions"}],"predecessor-version":[{"id":11307,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/7524\/revisions\/11307"}],"up":[{"embeddable":true,"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/pages\/6014"}],"wp:attachment":[{"href":"https:\/\/www.bumc.bu.edu\/bumg\/wp-json\/wp\/v2\/media?parent=7524"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}