Medical Schools with DEI Offices
Too often, medical schools use diversity, equity, inclusion (“DEI”) and like frameworks as a cover for racially discriminatory practices.
On February 14, 2025, 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 has maintained a list since February 2025 of medical schools that still have DEI offices. As of December 3, 2025, there are DEI offices at 64 out of 162 allopathic medical schools (40%) and 10 out of 44 osteopathic medical schools (23%), for a total of 74 schools out of 206 (36%).
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.
“In creating such an environment, it is imperative to define diversity, equity, and inclusion: Diversity represents the evident and unseen dimensions of our respective identities. Equity creates an environment of fair access, opportunity, and advancement for all students, faculty, and staff. Inclusion is the intentional practicing of institutional operations and cultural norms which promote a high sense of belongingness for all individuals within ACHE.”
Access, Belonging, and Communities
“The Access, Belonging, and Communities Council develops, recommends, and advocates for policies, practices, and programs that promote diversity, and ensure equitable and inclusive learning and work environments for all students and employees.”
JEDI (Justice, Equity, Diversity, and Inclusion) Program
“Similar to the structure of TOUCH hours, JEDI hours are where students can go through DEI (Diversity, Equity, and Inclusion) trainings, discussions, and documentary viewings of different cultural settings, personal identities within a healthcare or community setting, and log hours through Track-It-Forward. With this program ran [sic] through Burrell’s SGA, we hope to promote more training in navigating microaggressions, possible prejudice, and socioeconomic barriers seen during our medical journey, so our students are better equipped once they see this in the field.”
Office of Academic Community and Engagement
“Case Western Reserve University School of Medicine strives for innovative discovery and education that builds a sense of community while embracing the rich perspectives and experiences within our culture. Together with faculty, trainees, staff and students, we build a culture of excellence in scholarship based on integrity, respect, professionalism, and kindness.”
Senior Director of Academic Community Engagement Tina Roan Lining was previously Senior Director of Diversity, Equity, and Inclusive Excellence.
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.”
Director of Engagement and Enrichment Donnesha Blake was previous Director of Diversity, 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
Associate Dean for Engagement and Community Impact Guy Hewlett was previously Assistant Dean for Diversity & Community Affairs and 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”
Office of Diversity and Multicultural Affairs
“Through experiences offered by the Office of Diversity and Multicultural Affairs — like the Diversity Health Series, Safe Zone workshops, leadership programs and student-led advisory groups — you’ll develop skills to practice patient-centered care with cultural humility and the ability to lead with empathy.”
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.
Office of Community Health and Inclusive Excellence
“The office incorporates the functions of the former Office of Diversity, Equity and Inclusion and the former Office of Community Health & Health Equity, to better align and strengthen the College’s resources to address inclusivity across missions.”
Office for Culture, Engagement, and Impact
“The Office for Culture, Engagement, and Impact is committed to keeping human connection at the heart of institutional progress. We take actions rooted in humanity that build and sustain an environment where everyone feels welcomed, valued, and empowered.” The office has a Sexual and Gender Diversity Advisory Council (SAGDAC).
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.
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 Diversity and Inclusion
“The mission of the School of Medicine and Health Sciences Office of Diversity and Inclusion is to lead and support the efforts of each SMHS department to attract talented students, faculty, and staff inclusive of those who are traditionally underrepresented and to foster a culture and climate that appreciates the added value of diversity.”
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 has changed name multiple times and previously was called the “Office for Diversity Inclusion and Community Partnership.” Its 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. The CMCA advocates for and fosters an inclusive learning environment that engages diversity to strengthen and maintain a positive educational experience for all students.”
Center for Inclusive Excellence
“At Indiana University School of Medicine, the commitment to diversity includes race, ethnicity, gender and gender identity, religion, socio-economic status, age, geography of origin and residence, sexual orientation, disability, work style, intellectual diversity and other aspects of human attributes and behaviors. The school offers focused, systematic and sustained programs that are aligned with the three foundational pillars: representational diversity, inclusive working and learning environment, and cultural competence.”
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.”
The Office of Inclusive Excellence
“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.”
Lindia J. Willies-Jacobo is both Senior Associate Dean for Inclusive Excellence and Senior Associate Dean for Admissions. Her title was previously Senior Associate Dean for Admissions and Equity, Inclusion and Diversity.
The bio of Faculty Director of Inclusive Curriculum Nicole Lawson still refers to her position as being in the Office of Equity, Inclusion, and Diversity and Director of Inclusive Excellence Erin Pullin’s bio refers to her as “Director of Equity, Inclusion, and Diversity.”
“We aim to strengthen the bridge between academic medicine and the diverse communities we serve through collaboration, advocacy, and innovation, ultimately enhancing overall well-being.”
Three members of the Community Affairs office previously worked at the school’s now-defunct Diversity, Equity, and Inclusion office: Associate Dean of Community Affairs Irma Corral was previously Associate Dean of Diversity, Equity, and Inclusion; Coordinator of Pathway Programs Roberto Aguayo was previously Diversity Coordinator and Administrative Assistant IV Elizabeth De La Torre was previously administrative coordinator.
Office of Strategic Partnership in Health, Education and Resources (SPERE)
“The Office of Strategic Partnership in Health, Education and Resources (SPERE) recognizes that an environment enriched with people from varied backgrounds, working to address health disparities, enhances scholarly work and the development of a culturally aware and responsive health care workforce.”
The Lewis Katz School emailed faculty, staff and students on November 17, 2025, to announce the name change of the Office of Health Equity, Diversity & Inclusion to the Office of Strategic Partnership in Healthcare Education and Resources (SPHERE), notably a different acronym from the website. The email clearly states that the office’s mission, services, core work and “data-informed equity initiatives” will “continue without interruption.”
Community Engagement & Health Programs
This office was recently renamed from Community Engagement & Health Equity Programs. 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.
Office of 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 Belonging and Inclusivity
There is no live link to the office, making information impossible to access.
Osteopathic Engagement and Community Practice
“We agree as a college that the presence of gender and ethnic diversity in the osteopathic medical education system, and ultimately the osteopathic health profession, will translate into improved health outcomes for all those impacted by our profession’s efforts in clinical care, outreach and scholarly activity.”
While diversity-specific initiatives have been scrubbed from the website, the Office of Health Equity remains. “To remain a leading academic medical center, we believe that in addition to continuing high-impact research and patient care, we must continue to advance health for all. Become a supporter of our mission and help make the culture of medicine one where everyone is welcome and everyone is set up for success.”
“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.”
“We acknowledge that categories of differences are not always fixed but also can be fluid. We respect individual rights to self-identification, and we recognize that no one identity is intrinsically superior to another.”
Center for Moral Values in Health and Medicine
“Building on the vision and hope demonstrated by the Bella Rozencweig Hirsch Endowment for Biomedical Ethics, The Center for Moral Values in Health and Medicine is a collaborative and interdisciplinary unit that critically engages medical humanism, clinical bioethics, and social justice.”
Justice, Equity, and Belonging (JEB) Collaborative
“…we are deeply committed to fostering an environment where diversity is celebrated, equity is a cornerstone, and every member feels a profound sense of belonging. We believe that embracing the diverse experiences and perspectives of our community is not only the right thing to do but is also essential to achieving health equity and delivering compassionate, culturally responsive care to all.”
The Collaborative focuses on “fostering inclusion and connection,” “strategic equity-driven alliances,” “equity-centered learning programs” and “equity-focused systems change.”
Office of Opportunity and Diversity
“Pacific Northwest University of Health Sciences intentionally commits to educating, encouraging, empowering, and advocating for a diverse, equitable, and inclusive community. We will endeavor to implement policies, remove barriers, share resources, and practice restorative justice that enhances recruitment, retention, and success for students, faculty, staff, and the community.”
Office of Health Advancement and Community Engagement
“The Penn State College of Medicine Office of Health Advancement and Community Engagement (formerly the Office of Diversity, Equity and Belonging) is committed to embracing the individual uniqueness of its students and workforce – that respects and values all identities and backgrounds in its many forms. A culture that is welcoming, a setting where all can thrive. Our vision is for a more diverse workforce and student body with opportunities for everyone to achieve their full potential in an inclusive environment with a strong sense of belonging.”
Office of Campus and Community Partnerships
A criterion for the President’s Campus and Community Engagement Award is “Commitment to advancing the health of diverse communities, including but not limited to: establishment of an annual event or program, community outreach or engagement, providing a distinctive service to the PCOM community, research to advance the health of diverse communities in their respective field.”
Chief Campus and Community Partnerships Officer Marcine Pickron-Davis was previously chief diversity and community relations offices and described her job as “to advance the College’s diversity, equity and inclusion (DEI) initiatives at all three locations. This includes ensuring social justice, health equity, and cultural competency are at the forefront of our mission.” She also launched the “2025 Diversity, Equity and Inclusion (DEI) Strategic Plan.”
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 Intercultural Excellence also has a Director for Gender Equity.
Office of Inclusive Excellence
“Inclusive Excellence…
• Melds inclusiveness and academic excellence into one concept (to be excellent, we must be inclusive.
• Shifts the responsibility for promoting inclusiveness to everyone on campus regardless of their position or rank as opposed to one person, unit, or department shouldering the responsibility.
• Moves an institution away from conceptualizing diversity only in terms of a numerical goal of diverse constituents and broadens it to include changing the culture and climate to be as inclusive as possible of all students including students from marginalized communities who are rich in multicultural perspectives, experiences, worldviews, cultures, and other gifts and talent.”
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
“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)
“ODII plays a central role in promoting diversity, inclusion and cultural competency through its interaction and collaboration with a variety of offices and schools. This work reduces health and education disparities, increases student body and faculty diversity, and promotes an inclusive environment for the entire university.”
Office of 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. The office’s mission is to “create a welcoming and respectful environment in academic medicine for people from all backgrounds, actively recruit and fully foster the development of a workforce that reflects our communities.”
Associate Dean of the OACC Paloma Cariello was previously Associate Dean for Health Equity, Diversity, and Inclusion. Assistant Dean of OACC Line Kemeyou was previously Assistant Dean for the Office for Health Equity, Diversity, & Inclusion.
Office of Diversity in Medical Education
“Stanford Medicine Office of Diversity in Medical Education is committed to cultivating and sustaining an environment that fosters the development of physician leaders who are committed to eliminating the nation’s health inequities through patient care, education, research, and advocacy.”
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.
Office for Health Equity by Design for Inclusive Excellence
“We work together to help communities feel welcome by reflecting their diversity through hiring team members who reflect California and the communities they serve, practicing care that is informed and aware of the differences a person’s culture or lifestyle might bring to their health care needs.”
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.”
“At UCI School of Medicine, we are committed to recruiting, admitting and educating talented students — as well as hiring and promoting faculty and staff members — whose backgrounds reflect California’s rich ethnic and cultural diversity.”
Office of Inclusive Excellence
“At the David Geffen School of Medicine, the core values of diversity and inclusion are inseparable from our institutional goals of excellence in all tenets of healthcare, research, education, and community engagement. With the active support of its leadership, DGSOM is committed to recruiting and retaining outstanding students, residents, fellows, staff, and faculty from diverse backgrounds who represent the communities served by the University of California.”
Vice Dean for Inclusive Excellence Dave McIntosh was previously Vice Dean for Justice, Equity, Diversity and Inclusion. Assistant Dean of Inclusive Excellence Daniel Kozman was previously Director of Health Equity Partnerships and Assistant Dean for Justice, Equity, Diversity and Inclusion.
Health Equity, Diversity, and Inclusion Office
“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 Office
“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.”
Diversity, Equity and Inclusion
“Every semester we offer presentations and workshops on DEI matters, events that highlight and celebrate our cultural and religious diversity and opportunities to become civically engaged to promote social justice.”
“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.
All five staffers in this office previously worked at the KU School of Medicine Office of Diversity and Inclusion: Assistant Dean of Student Affairs Maria Alonso Luaces, Director Pamela L. Scott (whose official bio still refers to her as “Director of Diversity and Multicultural Affairs in the Office of Diversity [and] Inclusion“), Senior Coordinator Jessica Conchas Contreras, Program Manager Jessica Rodas and Program Support and Community Liaison Coordinator Mija Jones.
Office of Health Equity & Engagement
The office’s vision “Our vision is to be a national model in promoting health equity and inclusive innovation through excellence in education, research, patient care, and service.”
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.
As of February 19, 2025, CAPS still “utilize[d] the Inclusive Excellence Framework.” The office currently runs many programs that the Office of Diversity and Inclusion ran in March of 2024.
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 also 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 Research Center for Healthy Communities (MARCH)
Previously The Maya Angelou Center for Health Equity, MARCH’s Community Partnerships Associate Director Nadine Barrett aims to “enhance enrollment and retention of underrepresented groups in research through innovative interventions and diversify the healthcare workforce to advance health equity.” Additionally, she 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.”
MARCH affiliate Brenda Latham-Sadler is listed as Associate Dean of Student Inclusion & Diversity in a directory of Student Affairs contacts. Program Manager III Laura McDuffee previously worked 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.
