Change Target Progress

Starting in 2018, through a series of exploratory sessions and surveys with students, faculty, staff, and other stakeholders across the Mount Sinai Health System, the Racism and Bias Initiative’s Guiding Coalition identified change targets to drive our efforts toward our vision to become a health system and health professions school with the most diverse workforce, providing health care and education that is free of racism and bias. What’s a change target? 

What’s New for 2023?

The Guiding Coalition is pleased to announce our change targets for 2023. Last year, we committed to undertaking a record of 24 change targets for the year. This year, we’re setting another new record, committing to 25 change targets.

Although the change targets remain specific, measurable, actionable, relevant, and time-bound (SMART) and designed to address racism in the medical school explicitly, they are categorized according to the six conditions for systems change. The change targets are structural, relational, or transformative, allowing us to consider the outcomes (e.g., change in behavior or practice) that we would like to see as a result of our output (review, training, audit, intervention, action, etc.).

Check out and track our new Change Targets below, based on the six conditions of Systems Change.

Learn more about the six conditions of Systems Change.

Learn more about the Guiding Coalition’s approach to developing the Comprehensive, Strategic Plan for 2021-2022 to address racism across all functional areas of the School.

2022 RBI Year in Review

Last year, the Guiding Coalition focused on 24 Change Targets to drive our efforts to become a school free of racism and bias. How did we do?

Structural Change

Policies, Practices, and Resource Flow

1. Build a holistically diverse Admission Committee. (Admissions Sphere)

2. Determination of whether situational judgment tests evaluate pre-professional behavior equitably. (Admissions Sphere)

3. Enhance the ability and willingness of the Sinai community to discuss issues related to racism in clinical practice. (Clinical Sphere)

4. Integrate teaching of anti-racist practice longitudinally across the redesigned curriculum. (Curricular Affairs Sphere))

5. Increase clarity and consistency of how the new anti-oppressive Medical Education Program Objective (MEPO) will be assessed across all four years of the curriculum. (Curriculum Affairs Sphere

6. Scale up the standardized patient session on navigating racist behavior of patients or colleagues during clinical encounters, both as a URiSM student and an ally. (Curricular Affairs Sphere)

7. Create a process whereby staff can share resources for practicing anti-racism as a business practice. (Resources Sphere)

8. Create a communication mechanism which allows for staff to engage in work being initiated, planned, and implemented across the guiding coalition. (Resources Sphere)

9. Increase access to and diversity of nominations for internal and external student awards. (Student Affairs Sphere)

10. Draft and implement workflow for student body “crisis response” activism. (Student Sphere)

11. Ensure continuity of student engagement by recruiting new members and promoting opportunities via various orientation sessions and recruitment/communication strategies. (Student Sphere)


12. Create a mechanism to address disparities in academic and career outcomes for medical students and medical education staff. (Student Affairs Sphere, Curricular Affairs Sphere, Resources Sphere, and Medical School-Wide Sphere).


13. Engage all stakeholders in a process improvement project to address key findings from the ISMMS climate survey. (Medical School-Wide Sphere)

Transformative Change

Mental Models

14. Develop and codify procedures to assess attributes. (Admissions Sphere)

15. Identify racism and bias initiatives occurring in the clinical arenas and explore opportunities to provide support and collaboration. (Clinical Sphere

16. Enhance growth in personal awareness and anti-racist knowledge and skills among course and clerkship directors who are front-line voices to students and faculty. (Curricular Affairs Sphere)


17. Offer opportunities for staff to engage in professional development aimed at eliminating racism and bias. (Resources Sphere)


18. Improve the digital communication experience for medical students. (Student Affairs Sphere)

19. Support and assist EHHOP DEIA Chair and committee via developing a sustainable definition of partnership between two groups. (Student Sphere)

20. Increase knowledge on how medical education works and how anti-racist medical education is operationalized to enable students to engage in real change via lecture 3 part lecture series with a mixture of facilitator and demonstrator style. (Student Sphere)


21. Enhance visibility of dialogue centered on topics related to racism and bias to promote anti-racism transformation in our work and learning environment. (Medical School-Wide Sphere)


Relational Change

Relationships, Connections, and Power Dynamics

22. Create open spaces (including virtual) where students can come together to discuss (1) current work related to anti-racism (2) discuss barriers to effective change while being intentional about accountability structures. (Student Sphere)

23. Enhance capacity among senior medical education leaders to integrate anti-racist practices, such as trauma-informed lens into departmental priorities and when addressing racism and bias and other forms of oppression in their work and learning environments. (Medical School-Wide Sphere)

24. Facilitate a process to build relationships across the Icahn School of Medicine at all levels. (Medical School-Wide Sphere)

25. Uncover mental models about accountability to address racism and bias in ourselves, with each other, and as a medical education community. (Guiding Coalition)