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 July 29, 2025, a review of medical school websites shows this number to be 63 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?
Diversity & Inclusion
“From their first day on campus to graduation day, students at Albany Medical College have multiple opportunities to express aspects of their identities as part of campus life. Students, residents, fellows, and faculty who are underrepresented in medicine are invited to participate in an annual welcome brunch.”
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.”
Office of Diversity, Equity and Inclusion
“As a cornerstone of creating a diverse and inclusive student body, the college utilizes a holistic admissions program. In particular, we seek to admit students with emphasis on gender, underrepresented groups in medicine, and alignment with the geographic footprint of the college, which encompasses medically underserved rural and urban areas in the upper peninsula, mid and lower northern Michigan, and the thumb of Michigan. In our faculty and staff, we aim to recruit and retain with an emphasis on gender, underrepresented groups in medicine and veteran status.”
Division of Diversity, Equity, and Inclusion at Rosalind Franklin University of Medicine and Science
“In order to address equity in healthcare, we must provide equitable educational opportunities for our future healthcare professionals. Here at Rosalind Franklin University, we are committed to doing just that. RFU is dedicated to fostering inclusive teaching practices and delivering excellence in healthcare education.”
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.”
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 Diversity, Equity, and Inclusion
“We are deeply committed to promoting diversity and sustaining a climate of inclusion. We strongly believe that diversity, as a driver for excellence, will prepare students to serve the needs of an increasingly multicultural patient population and will assist in working towards attaining health equity for all sectors of the community.”
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 Community
“The Duke Department of Medicine aims to create a supportive and equitable culture ensuring professional success and a sense of community for all members.”
The Office of Equity and Inclusion
“An organizational culture rich in diverse experiences helps us provide compassionate, cross-cultural care as we lead the effort to eliminate health inequities across the globe. Our faculty are at the forefront of excellence in diversity, equity, and inclusion efforts and the Office of Equity and Inclusion offers resources to support this important work.”
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.”
Its 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
GW SMHS Anti-Racism Coalition (ARC)
“ARC was formed consisting of the Executive Advisory Committee and Steering Committee focusing on four pillars of anti-racism work:
- Individual: Understanding what racism is and what part we play as individuals when it comes to racist behaviors;
- Interpersonal: Being aware of how we interact with other people and our microaggressions, as well as our role as bystanders, so racist behaviors are no longer ignored in interpersonal gatherings;
- Institutional: Supporting policies and procedures that foster anti-racism in our community;
- Structural: Influencing national and local policies through voting and advocacy.”
Office of Diversity, Equity, Inclusion & Belonging
“With equity in mind, in all that we do, we work towards breaking down and ultimately liberating our world of systemic barriers that are keeping our people from unlocking their full, gleaming potential.”
Office for Culture and Community Engagement
“The website currently features no information and promises forthcoming content updates.”
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.”
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.”
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 exactly the same staff.
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.”
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 Inclusive Excellence
“Championing innovative programs that drive excellence in medical education, research and patient care. Our initiatives empower learners, foster community and uphold our common ground values.”
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.
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 Equity and Inclusion
“At Robert Wood Johnson Medical School, equity, inclusion, and belonging are essential pillars for excellence in education, patient care, research, and community health. We are committed to fostering an inclusive community where everyone feels valued, respected, and supported. By valuing and embracing our differences, we create an environment that fosters innovation, critical thinking, and cultural competence.”
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
A June 2024 press release stated, “In a move to align with Utah law, The Spencer Fox Eccles School of Medicine’s Office of Health, Equity, Diversity, and Inclusion office announces its new name: the Office of Academic Culture and Community (OACC).”
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.”
The Office of Student and Resident Diversity
“The mission of the Office of Student and Resident Diversity (OSRD) is to create an environment of inclusion and respect, and to actively recruit and fully foster the development of a physician workforce that reflects the rich diversity of our nation and our world — a workforce wholly equipped to serve and care for all people, vigorously committed to reducing health disparities, and passionately dedicated to the goal of achieving true health equity.”
Office of Belonging, Equity, and Empowerment
“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
“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.”
Program for Access & Engagement
“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 Access and Engagement Joyce Goins-Fernandez was previously Vice Chair of Diversity, Equity, and Inclusion at University of Iowa Health Care. Director of Educational Outreach David Moser previously held the same role at the Carver College of Medicine’s Office of Diversity, Equity, and Inclusion.
Office of Health Equity and 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 commits to “Creat[ing] and maintaining a welcoming and engaging learning and work environment that instills a sense of belonging for every member.”
CaPS Associate Dean for Preprofessional Programs Laura Henderson Kelley was previously Associate Dean for Diversity and Inclusion.
Office for Diversity, Equity, and Inclusion
“The School of Medicine’s Office for Diversity, Equity and Inclusion is charged with embedding DEI principles, and developing, implementing and supporting DEI initiatives and activities throughout all of the missions of the School of Medicine. We strive to foster health and well-being among New Mexican residents and contribute to a thriving community and nation, by actively nurturing an academic medical COMMUNITY that the revolutionary Dr. Martin Luther King envisioned as “BELOVED” and a community within which activist Valerie Kaur describes us as “SEEING NO STRANGER”. Such 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.”
Office of Access and Compliance
“The Office of Access and Compliance (OAC) supports the mission and strategic plan of UT Health Science Center by cultivating a welcoming and inclusive learning and working environment that enables everyone to thrive…. OAC works to create an inclusive community that fosters an understanding and appreciation for diversity among our students, trainees, staff, faculty, and administrators. This is partly done by facilitating meaningful interactions between individuals from a collective mixture of cultures, social identities, values, beliefs, perspectives, and experiences.”
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.”
“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 Diversity and Equity Transformation
The Office of Social Impact and Belonging aims to be “impactful” by “[p]lacing 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.
The InclusiveVTCSOM Task Force’s mission is “to advance an inclusive environment that attracts and retains the best talent, values diversity of life experiences and perspectives, and encourages innovation in our pursuit of health equity.” The school also maintains a Center for Inclusion.
Office of Educational Excellence
“These efforts include services and programming that promote health and leadership and character development, well- being, academic success, career exploration, community engagement, and interdisciplinary student groups and organizations.”
The Maya Angelou Center for Healthy Communities was written elsewhere on the website as The Maya Angelou Center for Health Equity, which promotes “health equity through interdisciplinary community-engaged research, health education and training, health promotion and literacy 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
“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 Institutional Equity
“The Office of Institutional Equity works closely with stakeholders in the Office of Diversity and Inclusion, Office of Faculty, Human Resources, University Counsel, and the Cornell Center for Health Equity to develop, coordinate, and operationalize institutional programs designed to advance equity, inclusion, respect, trust, and excellence at Weill Cornell Medicine.”
In addition to the Office of Institutional Equity, there is also an Office of Student Diversity and a Center for Health Equity, which provides “racial allyship training.”
Office of Collaborative Excellence and Student Engagement
“The [Health Equity Thread] works to educate the next generation of physicians and physician scientists who will reshape a more equitable healthcare system. In short, the HET will enable students to advance knowledge, advocate and promote change for equity through professional or community collaboration, and engagement with policy makers.”
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.
