Medical Schools with DEI Offices
Too often, medical schools use “DEI” as a cover for racially discriminatory practices.
On February 14, the Department of Education gave institutions of higher education receiving federal funds a 14-day deadline to cease all racially discriminatory policies, programs, and practices. The Department noted that many of these offensive policies are justified on the grounds of DEI.
In response, Do No Harm compiled a list in February 2025 which originally contained 78 medical schools that had their own DEI offices. As of September 15, 2025, a review of medical school websites shows this number to be 66 medical schools.
These schools should be on notice: racial discrimination will not be tolerated.
If you know of any programs, grants, processes, and/or scholarships at institutions of higher education using race as a factor, let us know! You can submit your tip using the form linked here.
Is your medical school on the list?
Division of Community Outreach & Medical Education
“Albany Medical College is committed to diversity and inclusion by promoting and advancing the value and strength of people from all communities. Through community outreach, effective community engagement, scholarly research, and pathway programming, students at Albany Medical College are equipped to address the social and biological determinants of health and respond to the health equity needs of communities.”
Associate Dean, Division of Community Outreach & Medical Education Angela A. Antonikowski was previously Chief Officer of Health Equity, Diversity and Inclusion of Albany Medical Center.
Diversity + Inclusion Advisory Council
“The Diversity + Inclusion Advisory Council is responsible for providing strategic direction towards building and sustaining a thriving, equitable, and inclusive culture that values racial equity, diversity, and inclusion at all levels of leadership, as well as providing clear frameworks, benchmarks, dynamic strategies, and implementation plans that promote the vitality of BUMG faculty, particularly marginalized groups.”
College of Medicine Office of Engagement and Enrichment
“As a cornerstone of creating a dynamic student body, the college utilizes a holistic admissions program. We seek to admit students whose backgrounds, experiences, and service align with our mission, vision and values. We also aim to recruit and retain qualified faculty, staff and residents who advance our mission, vision and values through their scholarship, teaching, service and work experience.
The college believes that the principles of mutual respect, dignity and trust will enhance and enrich the environment of the institution and aligns with the core mission of the College of Medicine.”
Director of Engagement and Enrichment Donnesha Blake was previous Director of Diversisty, Equity and Inclusion. Coordinator of Engagement & Enrichment Monique Miller was previously Diversity, Equity, and Inclusion Coordinator.
Division of Community and Campus Outreach
“We strive for an inclusive community and campus of students, faculty, and staff that are committed to excellence in medical and healthcare education.”
Vice President for Community and Campus Outreach Eric Williams was previously Vice President for Diversity, Equity and Inclusion.
Associate Vice President for Community and Campus Outreach Heather Kind-Keppel was previously Executive Director of Diversity and Inclusion.
Office of Student Diversity, Inclusion, and Belonging (OSDIB)
“OSDIB at the Columbia University Vagelos College of Physicians and Surgeons (VP&S) was established in 1968 to directly support the college’s focus on recruiting, counseling, and nurturing a diverse student body.”
Office of Engagement and Community Impact
“The CMSRU Unity Council encourages collaboration among all departments by creating spaces that allow faculty and staff to express and appreciate a multitude of cultures, lived experiences and unique perspectives. The Unity Council inspires new angles of inquiry, new kinds of analysis, new discoveries and new solutions. We believe that our mission and values will help shape physicians who provide compassionate and culturally sensitive care to all they serve.”
The Office of Engagement and Community Impact appears to be a re-branded Office of Diversity and Community Affairs. The first person named on staff for the Office of Engagement and Community Impact, Guy Hewlett, used to be Assistant Dean for Diversity & Community Affairs. Additionally, he is listed on this document referencing the Office of Diversity and Community Affairs as Associate Dean for Diversity and Community Affairs. The document also lists Taruna Chugeria, whose current title is Director of Engagement in the Office of Engagement and Community Impact as Director – Pathway Programs and Diversity Initiatives in the Office of Diversity and Community Affairs.
Another employee in the Office of Engagement and Community Impact, Patrice Baptista, still has “Office of Diversity & Community Affairs” as her title here and her bio states, “Her passion for giving back extends to mentoring aspiring health care professionals, especially those underrepresented in medicine, to help create a more diverse and inclusive health care workforce.”
Furthermore, the bio of Office of Engagement and Community Impact employee Isha Marina di Bartolo, describes her as “the head of the Faculty Diversity Council, and works in the Office of Diversity and Inclusion.”
Office of Diversity, Inclusion & Belonging in Medicine
“We need to change. Diversifying our ranks is a pivotal instrument to rebuilding trust, even in the face of empirical evidence. That is why our office works toward developing creative solutions to modern healthcare problems through the empowerment of diversity and inclusion on our campuses. Imagine the possibilities when we bring together minds from all over the world to tackle:
- Biomedical research
- Designing/Implementing Innovative Teaching Modalities
- Integrating what makes us different in practical treatments without judgment
- Showcasing individuals who elevate our industry, regardless of their race, gender identity, sex, ability, religion, socioeconomic class, citizenship, or any other aspect of human life
- Recruiting faculty and students that reflect the diversity of our national population”
Equal Opportunity & Compliance
“The CUNY School of Medicine values a multi-pronged approach to diversity, equity and inclusion that includes best practices to:
- attract, retain, support, and promote students, faculty, staff, and administrative leaders from broad socio-economic backgrounds historically underrepresented in medicine;
- create programs and strategies to establish an equitable and inclusive environment/climate;
- develop curricula to eliminate educational and health disparities;
- recruit a talented pool of students, thereby expanding access to medical education to individuals from underserved communities. Cognizant that underrepresentation in medicine includes educational, economic, and other environmental determinants, CUNY School of Medicine considers these factors in its holistic recruitment of students.”
Office of Engagement & Excellence
“We are deeply committed to promoting the representation of all and sustaining a climate of inclusion. We strongly believe that this is a driver for excellence that will prepare students to serve the needs of an increasingly multicultural patient population and will assist in working towards advancing health care for all sectors of the community.”
As of August 25, 2025, Engagement & Excellence Associate Dean Robert Roswell’s official Zucker School of Medicine bio listed his appointment as Associate Dean for Diversity, Equity, & Inclusion. Associate Dean for Engagement & Excellence and Professional Development Catherine Bangeranye also has the title of Associate Dean for Diversity, Equity, & Inclusion and Professional Development listed on her official Zucker School of Medicine bio.
Inclusive Excellence
“A student body, faculty and staff with varied backgrounds and perspectives are an essential foundation for fulfilling the College of Medicine’s mission and goals. We believe that such inclusivity enhances the academic experience beyond the classroom, fostering the development of well-rounded health care professionals. Studies show that underrepresented minority physicians are more likely to care for minority, indigent and historically marginalized patients and practice in underserved communities.”
Office for Culture, Engagement, and Impact
This office “take[s] actions that build and sustain an environment of inclusive excellence where everyone feels welcomed, valued, and empowered.”
Vice Dean for Culture, Engagement, and Impact Kevin Thomas was Duke School of Medicine’s first Vice Dean for Diversity, Equity and Inclusion. Director, Gender and Sexual Diversity Initiative Dane R. Whicker previously worked in the Office of Equity, Diversity, and Inclusion.
Office for Culture, Engagement, and Community
This office “aims to create a supportive and equitable culture ensuring professional success and a sense of community for all members.” The Vice Chief, Culture, Engagement, and Community Julius Wilder was appointed vice chair of Equity, Diversity, and Inclusion effective July 1, 2024 and chaired the Department of Medicine Diversity, Equity, Inclusion and Anti-Racism (DEIAR) Committee.
IDEALS Office (Inclusion, Diversity, Equity, Advancement, and Leadership in the Sciences)
“Our office is fundamentally committed to advancing inclusion to ensure that all members of our community in the basic sciences can bring their full, authentic selves into the training environment…The IDEALS Office seeks to maximize the recruitment and retention efforts for individuals from all backgrounds and lived experiences.”
Associate Dean for Research Engagement Johnna Frierson is the Director of the IDEALS office.
Engagement and Community Committee
“The committee contributes to the College’s mission by developing programs, instruction, and events that empower students, residents and fellows, faculty, and staff to fully participate in the learning environment, learn about issues relevant to comprehensive patient-centered care, and create meaningful programs that reach beyond the College to benefit the entire East Tennessee community. We aim to cultivate a welcoming environment for all students, residents, faculty, and staff, and to create a community that can truly be called the ‘Quillen Family.’”
Director of Engagement and Community Rachel Walden was previously the Director of Diversity, Equity, and Inclusion at Quillen.
Office of Inclusive Excellence
“The Office is responsible for designing and implementing initiatives that foster an inclusive and excellence-driven community, conducting research and scholarship on health equity, and recruiting and retaining a student body of all backgrounds.”
The Office of Diversity, Inclusion, and Community Engagement (DICE)
“The DICE Office is responsible for developing and implementing sustainable programs that foster an environment where everyone feels a true sense of belonging — including the communities we serve.”
Office of Health Equity and Inclusion
“Creating a culture of belonging means embracing and celebrating the differences that strengthen our community. Our efforts are aimed at implementing practices that welcome and honor the unique identity and perspective of every person.”
Office of Diversity and Inclusion
Goals include:
- “In conjunction with the Office of Faculty Affairs, strengthen faculty search procedures, ensuring that individuals with backgrounds underrepresented in medicine and women are well represented in search committees and developing metrics to assess goals in recruiting a more diverse faculty.”
- “Work with the Office of Admissions to help SMHS recruit students with identities underrepresented in medicine and develop pipeline programs
Office of Diversity, Equity, Inclusion & Belonging
“Georgetown University School of Medicine strives to ensure that its students become respectful physicians who embrace all dimensions of diversity in a learning environment that understands and includes the varied health care needs and growing diversity of the populations we serve.”
Office for Culture and Community Engagement
Among the office’s “Paths to Insight and Inquiry,” is the Community Conversations program, which has included conversations on “psychological safety, microaggressions [and] being other.”
The office’s name was changed from the Office of Diversity Inclusion and Community Partnership in June 2025.
The Patricia S. Levinson Center for Multicultural and Community Affairs
“The Patricia S. Levinson Center for Multicultural and Community Affairs (CMCA) of the Mount Sinai Health System’s Office for Diversity and Inclusion is a key driver of educational excellence, for promoting a diverse physician workforce, and for advancing equitable health care for all.”
Office of Diversity, Inclusion, and Health Equity
“The Johns Hopkins University School of Medicine considers diversity as one of the core components of medical education. We are committed to supporting learners via one-on-one mentoring, recruitment and retention of a diverse student body, and sponsoring activities to increase diversity.”
Equity, Inclusion, and Diversity
“Our six-pillar framework ensures that equity, inclusion, and diversity are woven into every aspect of Kaiser Permanente Bernard J. Tyson School of Medicine, including pipeline efforts, admissions, staffing, curriculum, student support, and community.”
Diversity, Equity, and Inclusion
“A key part of this mission, and deeply aligned with UNLV Health’s mission to lead transformative healthcare through education and improved outcomes, is creating a culture of collaboration and care through inclusion and excellence. We are committed to fostering an inclusive and respectful environment where all members of our medical community are welcomed, respected and heard, mirroring UNLV Health’s commitment to a diverse and inclusive team-based culture.”
Office of Health Equity, Diversity & Inclusion
“The Office of Health Equity, Diversity, and Inclusion (OHEDI) is committed to promoting health equity through education by recruiting, supporting, retaining, and advancing high-quality medical students from backgrounds that are historically underrepresented in medicine (URiM). In response to the needs of our local community and patient population, OHEDI concentrates our recruitment and retention efforts on medical students, residents, and faculty who identify as Black, African-American, Hispanic, Latinx, and students who self-identify as educationally and/or economically disadvantaged.”
Community Engagement & Health Programs
Community Engagement & Health Programs was recently renamed from Community Engagement & Health Equity Programs. Its mission is “to increase access and improve the quality of health care for all Louisiana residents, especially the poor and underserved” and its vision is to “foster physicians who are culturally respectful…and who work towards eliminating health care disparities within vulnerable communities.”
Three of the four staff members previously worked at LSU’s Office of Diversity and Community Engagement, which appears to no longer exist: Robert Maupin, Geri Davis and Allison Augustus-Wallace.
Diversity, Equity, and Inclusion
“Our fundamental commitment is to prepare extraordinary physician- and scientist-leaders who will improve the health of individuals and communities by addressing cultural competencies, minimizing health inequities, and cultivating welcoming communities.”
Office of Education Engagement and Outreach
“The Education Shield and Mayo Clinic College of Medicine and Science promotes the recruitment, retention, and advancement of diverse learner groups, staff, and faculty. There is a commitment to create an environment where all individuals feel welcomed, included, and respected.”
Its Strategic Goals include:
- “Recruit and retain. Recruit and retain learners, staff, and faculty representative of our broader community.
- End racism and discrimination. End racism and discrimination through the increase and improvement of resources and opportunities to educate all learners, staff, and faculty.
- Equitable opportunities. Provide equitable opportunities in academic and professional achievement.”
Office of Institutional Access, Success & Belonging
“Working hand-in-hand with university administrative units, academic departments and senior leadership, the Office of Institutional Access, Success, & Belonging (ASB) strategically builds, aligns and coordinates efforts throughout the university to advance the organizational goals outlined in our strategic plan ‘Creating a Legacy Like No Other’ and to enhance Augusta University’s business operations.”
The MCW Institute for Health & Humanity
The MCW Institute for Health & Equity became the MCW Institute for Health & Humanity with the same staff.
“The MCW Institute for Health & Humanity is a dynamic team of professional researchers determined to find the root causes of health disparities in our communities and identify ways to overcome them. Through innovative research in bioethics, community health, epidemiology and sustainability, the institute improves health for vulnerable populations throughout Wisconsin.”
While diversity-specific initiatives have been scrubbed from the website, the Office of Health Equity still exists. “The Office of Health Equity’s mission is clear: to advance healthcare and improve health for all people, everywhere. At Northwestern University Feinberg School of Medicine, we are driven by a higher order. Our vision is to make Northwestern, our communities, all communities, our lives and the world a better place — with everyone having the chance and responsibility for reaching their own pinnacle of health.”
“Inclusion means more than just acknowledging and/or tolerating difference. The concept of inclusion encompasses acceptance and respect. Inclusion is a set of conscious actions that involve knowing how or learning to relate to those qualities and conditions that are different from our own.”
The Diversity, Equity, and Inclusion Council (DEIC)
“The group looks for ways to facilitate opportunities for successes of underrepresented populations, to identify strategies to enhance the OUWB environment with respect to inclusiveness with medical students, faculty and staff, advises administration on current issues and actions pertaining to DEI, and provides a collective, coherent voice and serves as a resource for all stakeholders on issues related to diversity.”
Diversity, Equity, Inclusion and Belonging
- “OHSU has a goal to be a great organization, diverse in people and ideas. Part of that work is to ensure that we are recruiting, hiring, retaining and advancing a diverse, culturally competent learning community and workforce. We also have a responsibility to reduce disparities in healthcare and to make sure that all patients, no matter their background, receive quality care.”
- OHSU’s Inclusive Language Guide “is a direct response to requests from many OHSU members in the wake of President Danny Jacobs’ June 2020 proclamation that OHSU will work to dismantle systemic racism. Campus leaders in diversity, equity and inclusion and in communications convened a six-person, diverse, cross-institutional Inclusive Language Project Team.”
Office of Diversity, Equity & Belonging
“The Diversity, Equity and Belonging staff are charged with the critical work of diversifying the college’s students and workforce, creating an equitable environment, and ensuring all feel a sense of belonging.”
Office of Intercultural Excellence
“We support the college’s core missions through innovative programs that ensure all members of our community have the necessary spaces, skills, and opportunities to thrive.”
The head of the office, Margaret Tandoh, is listed by the university as a Dean of Diversity. Another staffer in the office, Tiffany Delaney, used to be the director of the Office of Diversity and Inclusion. The Office of Inclusive Excellence also has a Director for Gender Equity.
Office of Access, Opportunity, and Collaboration
“We strive to create a culture where everyone feels valued and respected. This means fully appreciating differences in thought, expression, aspirations, and objectives. RUCOM values the many ways in which our medical students, faculty, and staff are different, including, but not limited to, age, life experiences, gender, physical ability, and geographical background.”
Senior Executive Dean for Access, Opportunity, and Collaboration Cheryl Brewster was also the founding executive dean for diversity, equity and inclusion at Roseman University College of Medicine and before that, Associate Dean of Diversity at Florida International University’s College of Medicine. Brewster’s work includes “programs to specifically increase the number of BIPOC [Black, Indigenous and People of Color] students in medical school.”
Her teaching areas include “Health Equity” and her research interests include “Diversity in Academic Medicine.”
Student Diversity and Community Engagement
“The mission of the Student Diversity & Community Engagement office is to develop health care professionals who are reflective of the communities, patients and region we serve, and who have gained an understanding of the many forms diversity and inclusion take.”
Office of Multicultural Affairs
“The Office of Multicultural Affairs was established in 1996. Its mission and goals are to assist students at Robert Wood Johnson Medical School by preparing them to become competent, compassionate, culturally aware and sensitive physicians in our increasingly diverse society. The office sponsors and supports educational and cultural programs to enhance awareness of and sensitivity to race, gender, religion, ethnicity and culture and to promote culturally competent health care as well as respect for all communities.”
Office of Professional Fulfillment, Engagement, and Belonging (ProBE)
“This office is responsible for supporting and fostering a culture where faculty, staff, and trainees feel valued, supported, and empowered to thrive. Operating at the intersection of academic life, clinical care, education, and research, ProBE supports individuals and departments and units in creating meaningful, collaborative, and resilient work and learning environments while strengthening the community through restorative practices.”
Links referring to the Office of Inclusion and Diversity reroute directly to ProBE’s page.
Office of Diversity and Inclusion Initiatives (ODII)
“Over the course of their training, students will reflect on the history of race in medicine and healthcare, unconscious bias, the impact of structural racism and its cumulative effect on social determinants of health. Additionally, students will critically examine the controversy over the use of race in clinical practice, with the ultimate goal of having a full understanding of the pervasive and persistent impact race and racism continue to have on health outcomes.”
“SKMC understands that in order to achieve a curriculum that is anti-racist, it must also incorporate anti-racism education within faculty development and GME training. We are ALL learners in pursuit of an anti-racist institution, medical community, and society.”
The school also has an “Antiracism/Antibias Curriculum.”
Equity, Diversity, and Inclusion
“We work to ensure that our students, residents, faculty, and staff reflect the demographics of central and southern Illinois while also equipping them with the knowledge and skills to address health disparities through culturally responsive care, patient access, education, and health literacy initiatives.”
Office of Academic Culture and Community
The school’s Office of Health, Equity, Diversity, and Inclusion changed its name to the Office of Academic Culture and Community (OACC), according to a June 2024 press release.
One of the office’s goals “to lead efforts for cultural awareness and embrace and welcome cultural differences.”
Associate Dean of the OACC Paloma Cariello was previously Associate Dean for Health Equity, Diversity, and Inclusion at the Spencer Fox Eccles School of Medicine. Assistant Dean of OACC Line Kemeyou was previously Assistant Dean for the Office for Health Equity, Diversity, & Inclusion.
Office of Diversity in Medical Education
“The Stanford Medicine LEAD Program is a 10-month longitudinal leadership program for residents and fellows across GME to develop leadership and scholarship skills in addressing issues related to diversity, equity, and inclusion (DEI), to produce leaders in academic medicine dedicated to DEI, and to improve the culture of medicine.”
Office of Diversity, Equity, and Inclusion
“SUNY Upstate Medical University’s Office of Diversity, Equity, and Inclusion is committed to the principles of equal employment opportunity, affirmative action, diversity, inclusion, and belonging. Our mission is to ensure a campus environment that respects and values the diversity of all who work, learn and receive care here.”
Office of Academic Excellence & Community Engagement
The office’s director “is responsible for fostering an all-encompassing environment for current and prospective students from traditionally underrepresented populations. These populations include not only groups who identify through race but also through religious beliefs, sexual identity, as well as other non-traditional students. The Office of Academic Excellence & Community Engagement will also work to increase cultural sensitivity of the student body, faculty, and staff as well as to enhance the retention and academic success of all students.”
Office of Academic Excellence & Community Engagement Director Bennetta C. Horne’s title was previously Assistant Dean for Equity, Diversity and Inclusion.
Center for a Diverse Healthcare Workforce
“Our mission is to lead research focused on recruiting, training, and retaining a diverse healthcare workforce to advance health equity. Our amazing team of faculty, staff and students are conducting research to enhance diversity in the healthcare workforce and its impact on patients, communities and population. In collaboration with the Health Resources and Services Administration, our partners include educational institutions and community organizations committed to advancing health equity.”
Office of Belonging, Equity and Empowerment
“The Office of Belonging, Equity and Empowerment (BEE) supports the advancement of inclusive excellence in medicine by promoting values, practices, programming and policies that reflect diversity, equity and inclusion, core values that invigorate the UCI School of Medicine’s mission: Discover. Teach. Heal. We strive to promote a campus community that is welcoming, supportive, culturally sensitive, and responsive to the diverse needs of our students, residents, fellows, faculty and staff.”
Office of Inclusive Excellence
“Justice is the process of healing the long-standing ailment of inequity and restoring opportunities to people who have been oppressed.”
Health Equity, Diversity, and Inclusion
“As part of the University of Chicago, the Pritzker School of Medicine is committed to fostering an environment where individuals from diverse backgrounds feel valued and where a variety of thoughts and perspectives can thrive. This commitment to diversity and inclusion directly aligns with Pritzker’s mission to inspire diverse students of exceptional promise to become leaders in science and medicine for the betterment of humanity.”
“The Office of Equity (OE) is dedicated to advancing an inclusive environment that supports the missions of the University of Colorado Denver and Anschutz Medical Campus. The OE strives to foster a community where all identities are respected and every individual has equitable access to educational and employment opportunities. The OE achieves this through transparent case resolutions, impartial investigations, support and safety measures, and comprehensive prevention education.”
Diversity, Equity, and Inclusion
“UI COM is committed to:
- Recruit, matriculate, support and graduate a diverse body of students and trainees who embrace UI COM’s vision and values.
- Develop and implement a diversity, equity and inclusion framework that will coordinate efforts at the individual, unit, department, campus and college level.
- Enrich faculty/staff diversity through recruiting by growing the diverse candidate pool and improving the conversion rate (i.e., hires) of candidates.”
“The Carver College of Medicine (CCOM) fosters a welcoming and respectful campus environment while ensuring compliance with state and federal law. We build community among learners and prepare students to serve Iowans from every background and life experience. Through comprehensive education and skill development, we empower future healthcare professionals to excel in their careers while meeting the needs of their communities.”
Interim Assistant Dean for Education Support Joyce Goins-Fernandez was previously Vice Chair of Diversity, Equity, and Inclusion at University of Iowa Health Care. Director of Educational Outreach David Moser was previously Director of Outreach at the Carver College of Medicine’s Office of Diversity, Equity, and Inclusion. Project Manager Janet Niebuhr was previously Program and Operations Coordinator, Office of Cultural Affairs and Diversity Initiatives.
Office of Health Equity & Engagement
“The office implements targeted outreach programs, mentorship opportunities, and professional development resources designed specifically to foster a welcoming atmosphere for all groups in the healthcare field. This holistic approach ensures that the workforce is equipped to address the health needs of an increasingly diverse population.”
Diversity and Inclusion Office
“Diversity, equity, inclusion, and belonging are essential components of our mission. Moving toward an equitable and anti-racist future.”
Office of Diversity, Equity, & Inclusion
“Through a variety of services and programs, we aim to engage everyone in our collective work toward inclusive excellence, promote equity in access to learning, scientific inquiry, care delivery, and celebrate our diversity through cultural experiences and opportunities on and off campus.”
Community, Professional Proficiency and Student Success (CaPS)
The University of Missouri School of Medicine aims to “[c]reate and maintain a welcoming and engaging learning and work environment that instills a sense of belonging for every member and [l]ead with empathy and compassion to encourage open discourse and effective communication advancing interprofessional relationships and improving patient outcomes.”
CaPS Associate Dean for Preprofessional Programs Laura Henderson Kelley was previously Associate Dean for Diversity and Inclusion.
Office for Diversity, Equity & Inclusion
“…a STRANGERLESS BELOVED COMMUNITY can only be achieved through intentional proactive attention to the principles of belonging justice, equity, diversity, and inclusion where the political and social determinants of health and access to quality healthcare are equitably distributed.”
Office of University Engagement and Enrichment
“…as of May 16, the Office of Equity and Inclusion has been renamed as the Office of University Engagement and Enrichment. The new name aligns well with our institutional goal of creating a community based on our shared values and expectations… The timing of the change coincides with recent federal mandates that have brought new attention to the need for legal clarity involving descriptions of diversity, equity, and inclusion efforts.”
Student Empowerment & Engagement (OSEE)
“We offer several programs for high school and college/pre-med students to enhance their knowledge of health professions, research, and medical school education. These early introduction programs serve to build and maintain a diverse workforce for the future of science and health care.”
Office of Inclusion and Opportunity
“The University of Toledo College of Medicine and Life Sciences emphasizes that inclusion and opportunity are vital for establishing a supportive educational and healthcare environment. Their dedication to fostering an inclusive community is crucial for enriching the academic journey and enhancing patient care by ensuring that every individual’s voice is acknowledged and respected.”
“We welcome inclusive ideas, thoughts and perspectives.”
Associate Dean of Inclusion and Opportunity Carolina Wishner’s title was previously Associate Dean for the Office of Diversity, Equity and Inclusion.
“We are committed to transforming the way care is provided to eliminate inequities. Healthcare equity is not owned by one department or leader – everyone shares responsibility. We can all take action in our own spheres of influence and in the work we control.”
Office of Social Impact and Belonging
“Serving both UW School of Medicine and Public Health and UW Health, our aim is to be:
- Targeted: Focusing on specific strategies that are integrated and aligned across the organization to allow intentional, systemic change…
- Impactful: Placing organizational attention in key areas including advancing social impact and belonging efforts that engage staff, and actions to advance basic science departments, institutes, centers and programs”
The offices is run by Associate Dean for Social Impact and Belonging Shiva Bidar-Sielaff, whose title used to be UW Health’s Vice President and Chief Diversity Officer and she led “a comprehensive effort to embed equity, diversity, inclusion, and anti-racism as imperatives in the school’s missions.” She led “a cross-functional office that consists of the UW School of Medicine and Public Health Office of Diversity and Equity Transformation and the UW Health Office of Diversity, Equity and Inclusion.”
Social Impact and Belonging Director Naomi Takahashi was previously Diversity, Equity & Inclusion in the School of Medicine and Public Health and UW Health.
“Since its founding in 2007, Virginia Tech Carilion School of Medicine has contemplated what it means to value, support, and engage with our diversity, and how to disrupt systems that are antithetical to our commitment to equity, civility, and excellence. The InclusiveVTCSOM Task Force will help us to further this work.”
Maya Angelou Center for Healthy Communities
Previously The Maya Angelou Center for Health Equity, the Center promotes “health equity through interdisciplinary community-engaged research…and social justice initiatives.”
Associate Director, Community Partnerships Nadine Barrett is an “expert equity strategist and a nationally-recognized leader in facilitating …partnerships to advance health equity and…to address implicit bias and structural and systemic racism that limits diverse participation in clinical and translational research and access to quality healthcare.”
“Her goals are to…enhance enrollment and retention of underrepresented groups in research through innovative interventions and diversify the healthcare workforce to advance health equity.”
Program Manager III Laura McDuffee used to work at the Center for Advancing Racial Equity at Wake Forest.
Office of Belonging, Equity, Diversity & Inclusion
“The Office of Belonging, Equity, Diversity and Inclusion promotes social responsibility, active engagement, and the well being of our communities in the pursuit of health equity.”
Office of Diversity Equity & Inclusion
“Dedicated to promoting a diverse and culturally aware medical school community. Our mission is to promote health equity and enhance the educational environment at WashU Medicine where all learners can thrive and succeed as future physician leaders in a vibrant, global society.”
Office of Diversity and Inclusion-School of Medicine
“The ODI staff innovatively promotes the recruitment and retention of those who exemplify the diversity of our global community, with a particular interest on those who are underrepresented in medicine.”
Office of Diversity and Inclusion
“We believe that diversity is a platform for developing creative solutions to challenging healthcare problems, advancing cutting-edge biomedical research, and designing and implementing innovative teaching modalities in medical education. We view diversity in the broadest sense, including differences in race, ethnicity, sexual orientation, gender identity, sex, ability, religious practices, socioeconomic class, citizenship, life experiences, and other important aspects of human life.”
There is also an Office of Student Diversity and a Center for Health Equity, which provides “racial allyship training.”
Office of Collaborative Excellence
“…a vibrant and inclusive community by establishing and maintaining spaces for networking, collaboration, and sharing of all ideas, thereby advancing the global fields of patient care, medical education, and medical research.”
Deputy Dean for Collaborative Excellence Darin Latimore was previously Chief Diversity Officer at Yale School of Medicine and Associate Dean of Collaborative Excellence Karina Gonzalez was previously Associate Dean for the Office of Diversity, Equity & Inclusion.
Associate Dean for Collaborative Excellence and Student Engagement, Medical Education Marietta Vazquez was the the Inaugural Associate Dean of Medical Student Diversity at the Yale School of Medicine and the Inaugural Vice Chair of Diversity Equity and Inclusion at Yale-Children’s Hospital Hispanic Clinic. “She has led multiple educational initiatives on diversity and inclusion within the Department of Pediatrics…on important topics such as unconscious bias, microaggression, anti-racism and equity in the workplace.” Program Administrator Aja Diggs was previously Senior Administrative Assistant in the Diversity, Inclusion, Community Engagement & Equity (DICE) office.
