by macromd | Jun 29, 2022 | Racism and Bias, Uncategorized
This month, we ramped up our communication efforts to inform specific stakeholders of our progress and we diligently worked to make our twenty-four change targets actionable and impactful.
The Admissions Sphere is planning for the new Admissions Committee members to build upon the wins of previous admissions cycles after developing the 2022-2023 training and setting the agenda and toolkit for the Faculty Development Process. Sphere members have finalized the committee demographics survey and will be administering it in July.
The Curriculum Clinic Series, sponsored by the Center for Antiracism in Practice (CAP), ended a second full cycle, with 50+ course and clerkship directors having participated in three workshops. Feedback for the most recent sessions have been increasingly positive, and logistical planning for the upcoming Fall series is underway.
Curricular Affairs Sphere
The Curricular Affairs Sphere will share a new update in upcoming months.
The Student Affairs Sphere will share a new update in upcoming months.
The Student Resources Sphere has made steady progress toward achieving its change targets. They have begun to compile learning and professional development resources. In doing so, the sphere will serve as a conduit in connecting staff to resources that cultivate an environment of anti-racism across the Department. Sphere members met with ODI and plans to connect with CAP and Admissions to continue gathering resources. In the process of determining a database/accessible space to catalog all resources.
This month the Student Sphere began orientation planning for RBI programming for the class of 2026. They have analyzed data from the spring student group retreat and are planning the programming for the fall student group retreat. The EHHOP DEIA Subcommittee Chair has began to develop curriculum for an anti-racist clinical skills training for senior clinicians at EHHOP. Lastly, sphere members have begun research on best practices for communication and marketing strategies on how to engage students in anti-racist work.
The Medical School-Wide Sphere accomplished several major progress checkpoints on our change targets. In May, we conducted the first Unity in Action (UiA) town hall which received an overwhelming amount of support that the town hall promoted dialogue related to racism and bias. We continue to make strides 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. As we consider and prepare the fall town hall, we will continue to ensure that we are striving towards our vision. Chats for Change is expanding, we’re developing a structure to support hospital-based dialogue. The sphere has decided to shift the silo-busting target to support a trauma-informed, restorative justice-focused response strategy with a dedicated team who can support students who experience incidents of racism and bias in the educational environment. Regarding the Climate Survey, planning is underway for focus groups to discuss the survey results. Lastly, we are brainstorming how to conduct an equity-review of student and staff department policies, using a literature review as the foundation.
by macromd | Jul 12, 2021 | Racism and Bias, Uncategorized
We have had a busy and productive month, with one class about to start and admissions work for the new cycle under way. We have almost all new admissions committee members trained and ready to begin. Our inaugural committee development session is scheduled for August where we will take a deep dive on important admissions topics like Diversity, Equity and Inclusion; Metrics and Letters of Recommendation. We see this as a great step forward in nurturing and further developing our committee culture of thoughtful and holistic evaluation.
We have also gained momentum in the planning of our pathway retreat, where stakeholders will gain awareness of what the various programs we as an institution have to offer. With this growing collaboration we hope to harness valuable expertise and resources to best prepare the future science and medicine workforce. Learn more.
The clinical sphere has continued to work within the pediatrics department to facilitate the Chats for Change series to normalize open dialogue about racism and bias. We have completed the two part series of chats for change and have continued discussions around requests for future sessions. We are taking an intentional pause to reflect and strategize about next steps. We are exploring and implementing a survey around chats for change experiences as well conducting a needs based assessment with our original stakeholders. Learn more.
Student Affairs has collected verbal feedback from students about their advising experiences. The feedback has indicated that students are not always aware of how they can utilize their faculty advisor. We are working with Leona to create a one pager that describes Appreciative Advising so that students can learn about the advising model that we have implemented. We will also have a new Appreciative Advising “timeline” that will act as a schedule for when the different steps of Appreciative Advising should be carried out throughout a student’s time in medical school. Students will learn about Appreciative Advising in orientation so that there is more awareness around how advisor’s support students. Learn more.
In June, the Student Resources Sphere held a series of three equity lens workshops with staff and faculty from the medical and graduate schools. Participants will integrate techniques and strategies derived from these workshops in order to critically analyze their functional areas for equity barriers and opportunities and come together to report-out on their progress. The overarching goal of this program is to cultivate a community of practice in which participants plan and implement impactful and practical solutions that lead to lasting, equity-centered change. Learn more.
We have been able to analyze the comprehensive student survey data that assessed student engagement in anti-racist efforts. We are finalizing the quantitative analysis and planning to distribute the information to key stakeholders. We are looking forward to potentially conducting qualitative analysis to supplement the quantitative data. Learn more.
The mission statement campaign is pushing forward. The qualitative analysis of the Padlet responses has been completed and will be shared with the medical education community. During this time, we hope to partake in engaging dialogue with faculty, staff, and students. Once completed and a series of new statements are composed, we hope to reveal a new mission statement during the fall’s anti-racist town hall. Regarding the Campus Climate Survey, our team (Med Ed and GSBS workgroup) has focused on building a timeline, gaining and organizing feedback from students, faculty, and staff stakeholders across Medical Education and GSBS.
We have met with the external vendor, Viewfinder, who will conduct the survey to organize logistical details and to set deadlines for survey question delivery, and communicated and tested technological requirements with the appropriate departments. We will continue to integrate and compile outstanding feedback from stakeholders into the finalized questions to be communicated to the vendor, and will then enter the testing phase. Learn more.
For more information about the on-going focused work within the spheres, check out the Change Targets tracker and our latest release of the RBI 2021 Action Update.
by macromd | Apr 30, 2021 | Racism and Bias
The Curricular Affairs Sphere aims to promote personal growth in antiracist knowledge and skills among course and clerkship directors. We developed this change target in partnership with students and faculty.
The first steps included conducting focus groups and structured surveys of course and clerkship directors. This process helped us identify existing strengths and areas for growth as well as opportunities for and barriers to growth in antiracist knowledge and skills.
We then began to work systematically with course and clerkship directors to help meet immediate needs while also gathering data on barriers to growth. So far, efforts have included:
The Admissions Sphere continues to expand upon conversations associated with our new change targets. We have enlisted the expertise of the Institute for Medical Education team for faculty development as well as the Student Affairs team to create a collaborative approach to review student outcomes and how they inform our Admissions work. We also continue to engage, discuss and collaborate with students on our shared commitments and efforts in Admissions. Moving forward we plan on communicating with our larger Admissions Committee members to re-engage and re-energize as one application season winds down and another is on the horizon.
The clinical sphere has continued to work within the pediatrics department to facilitate the Chats for Change series to normalize open dialogue about racism and bias. To increase awareness and the reporting of racism and bias we have added a two part workshop to the series (first part on 4/30/21) that will provide additional education around identifying racism/bias and the compliance hotline. Leading up to this workshop, we are sent out a survey to elicit case examples of racism and bias in the clinical environment from members of the department. These cases will be used for the Breakout Group discussions, so real-life examples can be discussed. We have created a communication plan on how to better inform members of the Department of Pediatrics and other involved parties of our updates by identifying point people/stakeholders who can distribute emails with updates.
Curricular Affairs Sphere
The Curricular Affairs Sphere has met with affinity group students and community leaders around the proposed Medical Education Program Objective (MEPO) that focuses on the development of medical student knowledge, skills, and attitudes around mitigating bias and racism. For April, faculty, staff, and leadership within Med Ed will be asked to provide feedback. The goal is to launch the new MEPO for the 2021-22 academic year. The Curricular Affairs Sphere is continuing to develop a comprehensive inventory of all current curricula on race and racism, with the intent of identifying thematic threads and ensuring they all have theoretically sound educational frameworks. Next steps include identifying gaps and redundancies.
We have met with the Student Sphere to build a stronger working relationship between our spheres. They were able to provide us insightful feedback about how we can solicit feedback from students regarding advising practices which will help us to know if our change target is making a positive impact. Tara and Daniel also continue to meet with Leona on a bi-weekly basis to map out our May Appreciative Advising meetings which will allow our advisors to build a stronger community among one another and will help them have a greater understanding of why we are using appreciative advising as our advising model.
The Student Resources Sphere has identified staff throughout the Department of Medical Education to be “equity champions”. Equity champions will participate in a six-part workshop beginning in May. Members of the ISMMS Advisory Committee on Campus Safety are now invited to join. Additionally, Student Resources is also moving forward with plans to fund student research related to racism and bias. Lastly, Student Resources will be working with the Office of Diversity and Inclusion on developing a staff survey on experiencing racism and bias at work.
In collaboration with Student Council, the student sphere has released its engagement questionnaire as part of the comprehensive student survey to the study body. We have also worked with the Guiding Coalition to discuss and plan next steps for the Mission Statement revision. We are continuing to hold monthly racial healing circles and work on the Participatory Decision-Making strategies for the implementation of the MSHS Task Force interventions or action to address racism.
The culture and climate survey workgroup has started to review and assess existing surveys that have been implemented at other institutions. We are excited to report that the entire ISMMS will participate in the survey, which will result in data that can be used to inform interventions in the Graduate School of Biomedical Sciences and the Medical School.
Our mission statement campaign is entering the next phase. We dedicated time during a Guiding Coalition meeting to reflect on the very wide range of responses. The Student Sphere also conducted a meeting to discuss the responses. The data from the Padlet will undergo a qualitative analysis by an external expert and will be shared in a community-wide forum to allow for reflection prior to the creation of a revised statement.
The next Unity in Action Town Hall is scheduled in August for the start of the new academic year and will focus on the experiences with racism of Native Americans and people who identify as AAPI.