The following timeline, beginning in 2014, catalogues the milestones of our anti-racism work toward making the UCSF School of Medicine a place that is home to people with diverse identities and backgrounds, all of whom are committed to advancing equity, belonging, and anti-oppression in medicine.
Created and tasked with developing, implementing and monitoring programs to increase the culture of diversity and inclusion in faculty within the School of Medicine. The charge included recommending principles and a process for the use of Dean’s Strategic Diversity and Inclusion Investment Fund.
As an outcome of the CD2, distribution of a report detailing the gender and ethnicity breakdown of faculty, staff, and learners by department and as compared to AAMC data of medical schools across the country. This report serves as a benchmark and transparent distribution of data.
In the wake of decisions on the Michael Brown and Eric Garner cases in late 2014, UCSF medical students felt a sense of isolated helplessness. This spurred them to organize a national “White Coats 4 Black Lives” Die-In held nationwide to spread the awareness of the tremendous health issue presented by violence and racism and to organize a Town Hall meeting to share reflections on violence, racial bias and personal experiences with diversity at UCSF. These actions fueled discussion at a leadership level and inspired the dean to focus the school’s annual leadership retreat on race.
In January 2015, School of Medicine Leadership Retreat focused on the theme of “Race Matters”. Leaders from across the school and campus gathered to increase collective awareness of the impact of race on clinical, social and public health outcomes and create a collective urgency around the issues of racial diversity in the UCSF faculty. The response was overwhelmingly one of sensitivity and interest, and spurred leadership to develop a coordinated effort to enact change. During this retreat, the initial presentation on an anchor institution framework was given. Anchor institutions are place-based, mission-driven entities such as hospitals, universities, and government agencies that leverage their economic power alongside their human and intellectual resources to improve the long-term health and social welfare of their communities.
To assist with recruitment and retention of faculty who share our commitments to diversity and service to underserved or vulnerable populations, each year the Dean’s Office will award up to eight grants to support activities related to our educational and scholarly missions. These grants will provide critical support that will allow faculty to develop their academic interests as well as pursue activities that contribute to the community.
Inaugural cohort of Watson Scholars, recipients of the Dean’s Diversity Fund, announced. The Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and service to underserved or vulnerable populations. Each year, eight to ten junior faculty members are selected for grants that will provide critical support to allow UIM faculty develop their academic interests so that they may launch successful careers in academic medicine. The scholars serve as John A. Watson Scholars, named in honor of John A. Watson, PhD, a pioneer for diversity, an inspiring mentor, and a tenacious scientist whose service to the UCSF School of Medicine spanned forty-six years. Click below to learn more about 2015's nine Watson Scholars.
A multi-year, multi-faceted School of Medicine initiative designed to make UCSF the most diverse, equitable and inclusive academic medical system in the country. Differences Matter has six focus areas led by faculty and staff Dean’s Diversity Leaders.
Distribution of annual report detailing the gender and ethnicity breakdown of faculty, staff, and learners by department and as compared to AAMC data of medical schools across the country. This report serves as a benchmark and transparent distribution of data.
One year after students launched a national movement to highlight racial disparities in education, health care and civic justice, they gathered again to meet a new challenge for the movement: turn words into actions. About 100 UCSF students, faculty and staff gathered in front of the Parnassus Library to discuss making a difference. Organizers handed out notecards with simple questions, encouraging attendees to offer ideas on what they could do, what UCSF could do, and what allies could do to advance equity and inclusion for all.
Dean’s Diversity Leaders announced to lead the six action groups of Differences Matter: Leadership, Recruitment & Retention, Learning Environment, Clinical Health Equity, Research, and Pipeline, Outreach and Pathways. Each group will be co-led by faculty and staff as equal partners.
As an outcome of the CD2, all SOM departments are asked to submit a report detailing their work towards diversifying the workforce and creating a culture of inclusion. Included in the report are strategies to be implemented in the coming year. These reports are reviewed by committee, a report is submitted to the Dean, and discussed at Dean’s annual meeting with the department chair.
As a first deliverable for all action groups of Differences Matter, a landscape assessment of the current state of DEI within the SOM was compiled to set a baseline and identify opportunities for intervention.
All faculty recruitments overseen by trained Faculty Equity Advisors to provide committee training on impact of unconscious bias, diverse composition of the search committee verified, and evaluation of the candidate pool to assure diversity that is representative of the availability pool.
2016 cohort of Watson Scholars, recipients of the Dean’s Diversity Fund, announced. The Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and service to underserved or vulnerable populations. Each year, eight to ten junior faculty members are selected for grants that will provide critical support to allow UIM faculty develop their academic interests so that they may launch successful careers in academic medicine. The scholars serve as John A. Watson Scholars, named in honor of John A. Watson, PhD, a pioneer for diversity, an inspiring mentor, and a tenacious scientist whose service to the UCSF School of Medicine spanned forty-six years. Click below to learn more about 2016's eight Watson Scholars.
Denise Davis was hired in 2016 as the first Underrepresented in Medicine Advisor and was charged with leading the Differences Matter Orientation.
A Social Justice Pillar was integrated into the medical school Bridges curriculum which included a required Difference Matter Orientation and two curricular blocks on Health and Individual and Health and Society.
All SOM residents, fellows and faculty interested in increasing and supporting diversity at UCSF join to hear an update on activities to promote diversity in Graduate Medical Education and an update on campus-wide diversity efforts.
Distribution of annual report detailing the gender and ethnicity breakdown of faculty, staff, and learners by department and as compared to AAMC data of medical schools across the country. This report serves as a benchmark and transparent distribution of data.
All committees appointed by the Dean’s office and committees appointed by departments, divisions, ORU’s, and centers, should be comprised of 50% women or those underrepresented in medicine. This requirement applies to search committees, award/honors committees, endowed chair committees, training program selection committees, etc.
Establish UCSF as a destination for those who seek to eliminate opportunity disparities in our communities.
As an outcome of the CD2, all SOM departments are asked to submit a report detailing their work towards diversifying the workforce and creating a culture of inclusion. Included in the report are strategies to be implemented in the coming year. These reports are reviewed by committee, a report is submitted to the Dean, and discussed at Dean’s annual meeting with the department chair.
Campaign to help launch UCSF Health’s effort to systematically collect race and detailed ethnicity data from patients.
DEI Champion Training designed to educate how to handle bias and discrimination and increase awareness and skills for clinical teachers so that they can address bias and discrimination when and where it happens. Training is a 6-hour session.
Launch is the in person portion of medical school orientation. Students spend one day in a large group setting getting to know their classmates, School of Medicine Deans and staff, meeting with near peers, completing important training, and touring the campus. Students then spend the remaining days of Launch in Differences Matter Orientation. This portion of launch is designed to help medical students practice vital communication skills and understand bias and health disparities in the health care system.
Kirsten Bibbins-Domingo, PhD, MD, MAS, appointed Vice Dean for Population Health and Health Equity. This role and office was designed to support the strong community of investigators, educators, and clinicians in the many disciplines involved in population health and health equity work at UCSF.
Catalogued and engaged all pipeline and outreach programs to work collaboratively.
Redesigned graduation milestones to include proficiency in structural competency and social justice, and integrated social justice throughout the 4-year curriculum.
2017 cohort of Watson Scholars, recipients of the Dean’s Diversity Fund, announced. The Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and service to underserved or vulnerable populations. Each year eight to ten junior faculty members are selected for grants that will provide critical support to allow UIM faculty develop their academic interests so that they may launch successful careers in academic medicine. The scholars serve as John A. Watson Scholars, named in honor of John A. Watson, PhD, a pioneer for diversity, an inspiring mentor, and a tenacious scientist whose service to the UCSF School of Medicine spanned forty-six years. Click below to learn more about 2017's eight Watson Scholars.
The SAFE (Supporting a Fair Environment) reporting form is a confidential survey that is immediately sent to the Associate Dean for Students and enables students to immediately notify administrators if they have been victims of discrimination and mistreatment.
Toolkits outline best practices for an inclusive care environment.
This document serves as a blueprint for holistic review for our residency and fellowship admissions process at UCSF School of Medicine.The aim is to give programs ideas and best practices for more inclusive and equitable admission processes for all residency and fellowship programs.
An event open to all in the SOM interested in increasing and supporting diversity at UCSF to hear about how we are working to improve diversity and foster a culture of inclusion as well as celebrate the newly named cohort of Watson Scholars.
The UCSF Latinx Center of Excellence (LCOE) is an innovative center to increase Latinx representation among physicians in academic centers by working with undergraduates in Fresno and San Francisco and with UCSF medical students, residents, and faculty.
Established the requirement for all faculty recruitments to include a “Contributions to Diversity Statement.” The Faculty Equity Advisors created a FAQ for statement development and provide a rubric to search committees for the evaluation of statements.
Distribution of annual report detailing the gender and ethnicity breakdown of faculty, staff, and learners by department and as compared to AAMC data of medical schools across the country. This report serves as a benchmark and transparent distribution of data.
One of the five pillars of the SOM Strategic Plan is to “Develop and Empower Diverse Talents”.
As an outcome of the CD2, all SOM departments are asked to submit a report detailing their work towards diversifying the workforce and creating a culture of inclusion. Included in the report are strategies to be implemented in the coming year. These reports are reviewed by committee, a report is submitted to the Dean, and discussed at Dean’s annual meeting with the department chair.
Launch is the in person portion of medical school orientation. Students spend one day in a large group setting getting to know their classmates, School of Medicine Deans and staff, meeting with near peers, completing important training, and touring the campus. Students then spend the remaining days of Launch in Differences Matter Orientation. This portion of launch is designed to help medical students practice vital communication skills and understand bias and health disparities in the health care system.
The medical school established a policy outlining its recruitments goals for students, faculty and administrators.
The HEC was established, stimulated in part by the School of Medicine’s Differences Matter initiative, with the understanding that to make meaningful changes throughout our organization, health equity must be an operational and strategic priority - central to all of our work. The Council focuses on developing and promoting strategies to measure and address racial, ethnic and other demographic or cultural differences that may impact the quality of our care, our patients’ experiences, and their access to care.
The Office of Diversity and Outreach and the School of Medicine Differences Matter Initiative convened a group of over 150 diversity leaders from across campus for a day-long University Diversity Retreat to measure our progress against the 2013 Office of Diversity and Outreach Roadmap and to evaluate the current state of diversity, equity, and inclusion at UCSF. Over the course of the day, attendees shared successes, discussed challenges, identified gaps and areas for improvement, and developed ideas to move us closer to achieving our goals.
To increase the number of UIM and female basic scientists at UCSF, the Interdepartmental Basic Science Search process was created to pool resources and attract top talent. Since recruitment efforts began in earnest in 2019 to today, 100% of faculty hired to our basic science departments have been UIM or women.
2018 cohort of Watson Scholars, recipients of the Dean’s Diversity Fund, announced. The Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and service to underserved or vulnerable populations. Each year eight to ten junior faculty members are selected for grants that will provide critical support to allow UIM faculty develop their academic interests so that they may launch successful careers in academic medicine. The scholars serve as John A. Watson Scholars, named in honor of John A. Watson, PhD, a pioneer for diversity, an inspiring mentor, and a tenacious scientist whose service to the UCSF School of Medicine spanned forty-six years. Click below to learn more about 2018's nine Watson Scholars.
Future steps outlined, included: 1) a continued focus on disseminating equity data standards across the organization, 2) deeper planning into how we integrate the health equity work into our existing improvement infrastructure (e.g., True North Boards & Leader Rounds, Quality Committees), 3) deeper engagement of clinical services and practices to understand the equity metrics that impact their patient populations most, and 4) alignment and partnership with the health equity theme that will be a key component of the emerging UCSF Health 2025 Strategic Plan.
The School of Medicine eliminated honors grades in core clerkships in 2019 to improve equity and wellbeing. The way medical students are traditionally assessed in clerkships discourages learning, increases stress, and offers little useful feedback, and is particularly problematic for students from underrepresented backgrounds.
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