DEI & Healthcare

A panel at Asembia 2023 discussed what their organizations are doing to improve diversity, equity, and inclusion (DEI) at their organizations, and what others can learn from these efforts.

Antiracist payment reforms have great potential to desegregate health care systems and to ensure that everyone has a fair opportunity to receive good health services and optimize their health.

PCD’s Commitment to advancing diversity, equity, and inclusion in its scientific leadership, peer-review process, research focus, training, and continuing education.

Many factors that affect health can have disproportionate effects on vulnerable groups, such as those with low socioeconomic status, women, racial and ethnic minorities, people who are disabled, and those who are LGBTQ.

The objective of this formative evaluation was to assess Mayo Clinic Department of Health Sciences Research (HSR) faculty and staff perceptions toward a proposed departmental DEI plan and to explore findings by diversity and professional subgroups.

Develop a strategic plan for advancing diversity, equity, and inclusion (DEI); implement and evaluate the plan, specifically focusing on compensation, recruitment, and policies.

Diversity and inclusion are terms that have been used widely in a variety of contexts, but these concepts have only been intertwined into the discussion in healthcare in the recent past. It is important to have a healthcare workforce which represents the tapestry of our communities as it relates to race/ethnicity, gender, sexual orientation, immigration status, physical disability status, and socioeconomic level to render the best possible care to our diverse patient populations.

In line with the gay glass ceiling effect, sexual minorities are often target of discrimination within work-related contexts, thus potentially undermining their wellbeing at work. For gay men, discrimination may partially be attributed to gay men’s stereotypical feminine perception, which does not fit with the stereotypically masculine traits required for leadership positions.

The goal of this module is to expose UiM trainees to the Office of DEI and leadership competencies that can be obtained via service and leadership opportunities with it.

Closing the diversity gap is critical to ensure equity in medical education and health care quality. Nevertheless, evidence-based strategies and best practices to improve diversity, equity, and inclusion (DEI) in the biomedical workforce remain poorly understood and underused. To improve the culture of DEI in graduate medical education (GME), in 2020 the Accreditation Council of Graduate Medical Education (ACGME) launched the Barbara Ross-Lee, DO, Diversity, Equity, and Inclusion Award to recognize exceptional DEI efforts in US residency programs.