Wanda Lipscomb, Ph.D.Senior Associate Dean for Diversity and Inclusion

College Advisory CommitteeDiversity Update

February 2019

Creating a Diversity, Equity and Inclusion Road Map to Inclusive Excellence

• Visible Unit• Viable Leadership Team• Vibrant Voices Informing Vision

Structure – Process – Pathway to the Future

External and Institutional Alignment

• Liaison Committee on Medical Education• Accreditation Council for Graduate

Medical Education• Michigan State University• MSU College of Human Medicine

LCME Standards Element 3.3 Diversity (Students, Faculty, Senior

Administrative Staff, Pipeline Programs, and Partnerships) Element 3.5 Learning Environment Element 7.5 Societal Problems Element 7.6 Cultural Competence and Health Care

Disparities

ACGME Core Competencies Professionalism Residents must demonstrate a

commitment to professionalism and competence in following core value… “respect & responsiveness to diverse patient populations,

including but not limited to diversity in gender, age, culture, race, religion, disabilities, national origin, socioeconomic status, and sexual orientation” (IV,B1.a).(1).(e)

ACCREDITATION

• In a medical education program, the facts that having medical students and faculty members from a variety of socioeconomic backgrounds, racial and ethnic groups, and other life experiences can:

• 1) enhance the quality and content of interactions and discussions for all students throughout the preclinical and clinical curricula; and

• 2) result in the preparation of a physician workforce that is more culturally aware and competent and better prepared to improve access to healthcare and address current and future health care disparities. (Standard 3)

LCME Statement on Benefits of Diversity

Quality

Inclusion

Connectivity

“At MSU, we believe our differences are our strength. Diversity is

power. Building inclusive communities is at the core of our

values.”

Michigan State University: Three Core Interwoven Values

College Mission Statement

Alignment with College Strategic Plan

Diversity 1.01960’s

Diversity 2.01980’s to Present

Diversity 3.02019 into Future

• CHM Founded in Midst of Civil Rights• Community Based • Diverse Student Body from its Founding• Rural Training in the U.P.

ABLE ProgramLMU ProgramRCHP Programs in Traverse City & MidlandPipeline Programs- Flint, Grand Rapids, LansingCompositional Diversity of Students

• Faculty and Administrator Diversity• Cultural Competence in Curriculum• Social Contract with Communities• Health Disparities/ Health Equity• Division of Public Health

CHM : Past, Present, Future

Student Body Diversity 2018-19 Total Enrollment

Black/African Americans,

12.97%

Hispanic/Latino, 9.36%

American Indian, 0.72%

Native Hawaiian, 0.12%

Asian Americans, 17.52%

Other (Multiple Race), 4.20%

White, 53.30%

No Response, 1.80%

Black/African Americans Hispanic/Latino American Indian Native Hawaiian

Asian Americans Other (Multiple Race) White No Response

Students of Color40.69%

URiM Students23.17%

College Paid Faculty by Race & Ethnicity

9675

176

347

30 30 36

96

12 10 14 36

TENURE SYSTEM HEALTH PROGRAMS FIXED TERMS TOTAL

Faculty Diversity

Paid Faculty Faculty of Color Faculty URiM Backgrounds

URiM Fixed Terms

8%

URiM Health

Programs13%

URiM Tenure System12.5%

Total URiM10.4%

Gender in Total Student Body

Females 55.94%

Males 44.06%

Female Male

Faculty Diversity Snapshot by Gender

9675

176

347

6046

82

188

36 29

94

159

TENURE SYSTEM HEALTH PROGRAMS FIXED TERM TOTAL

All Paid Faculty by Gender

Paid Faculty Men Paid Faculty Women Paid Faculty

Total Women

45.8%Women of Fixed Term 53.4%Women of

Health Programs

38.7%

Women of Tenure System

37.5%

• Organizational Structure for Diversity & Inclusion Programs and Initiatives

– Establish a Formal Office of Diversity, Equity & Inclusion– Survey of programs, initiatives and services– Departmental reports

• Re-Initiated Council on Diversity Education– Co-chaired by Senior Associate Dean for Academic Affairs and Senior

Associate Dean for Diversity an Inclusion– Student Organization Representatives– Shared Discovery Curriculum Leaders

• Establish a College Diversity and Inclusion Advisory Council– Committees for Affinity Groups and Community Partners– Annual Report to Leadership and Faculty

• Institutional Assessment of Diversity and Inclusion Climate– AAMC Diversity Engagement Survey– Focus Groups– Link with Data from Faculty Forward and other surveys

The Challenge… To Be Intentional

Proposed Structure for ODEI

Proposed Diversity & Inclusion Advisory Council

Community Leaders and Patient Representatives Medical and Graduate Students

Department Faculty Representatives/ Liaisons

Community Campus Representatives/Liaisons

Diversity & Inclusion Advisory

Council