Diversity, Inclusion, and Equity Policy

PURPOSE
Diversity is indispensable to fulfilling the core educational, clinical care, and research missions of the University of California, Davis School of Medicine (e.g., the School). Diversity enhances the educational experiences of our community of learners, including our trainees, faculty, staff, and patients. Diversity improves the clinical care and health of the patients we serve. Diversity widens the spectrum of our research efforts and increases the relevance, validity, and applicability of our findings. The School is wholly committed to developing and implementing programs that actively recruit and retain qualified trainees, faculty, staff, and senior administrative staff from a diversity of backgrounds. Furthermore, in creating an inclusive environment, the School strives to establish a culture in which everyone feels respected, valued, and included.

AUDIENCE
All faculty, residents, students and staff, at all locations

LCME STANDARD
3.4 Anti-Discrimination Policy

POLICY
UC Davis School of Medicine commits to an inclusive learning environment that promotes dialogue, intellectual inquiry, and activities critical to the success of our educational, clinical, and educational missions.

PROCEDURE

Definitions
Trainees: medical students, residents, fellows and housestaff.

To achieve the policy commitments, the following goals have been established:

  • Developing and implementing pathway programs (formerly known as pipeline programs) to increase the number of individuals from groups traditionally underrepresented in medicine
  • Recruiting, retaining, and developing the full potential of trainees, faculty, staff, and senior administrative staff from underrepresented in medicine backgrounds
  • Developing and evaluating the impact of evidence-based approaches to increase diversity in the healthcare workforce and to deliver quality medical care to diverse patient populations
  • Creating a supportive, collaborative, and equitable learning and work environment (inclusive climate) for all trainees, faculty, staff, and senior administrative staff
  • Preparing our trainees, faculty, staff, and senior administrative staff to embrace the principles of cultural humility in our ongoing efforts to provide culturally-sensitive medical care of the highest quality to the diverse patient populations we serve
  • Engaging our trainees, faculty, staff, and senior administrative staff with diverse communities at the local, regional, and statewide level

The School fully embraces the commitment of the University of California to create a diverse, equitable, and supportive campus culture that embodies the spirit of equal opportunity laws and policies and builds awareness of this culture within the University community. Our School’s Office for Health Equity, Diversity, and Inclusion, led by the Associate Vice Chancellor for Health Equity, Diversity, and Inclusion, oversees the development and implementation of policies and programs that seek to achieve two imperatives: (1) increase the diversity of our trainees (medical students, residents, and fellows), faculty, staff, and senior administrative staff; and (2) create and sustain educational, clinical, and research environments that value a variety of perspectives and experiences. 

In accordance with this policy and the policies of the University of California, the School does not discriminate in admissions, hiring, pay, or promotion against trainees, faculty, or staff based on any differences among individuals or groups. Serving our School and Health System, the Office for Health Equity, Diversity, and Inclusion actively oversees compliance with this policy, measures, and reports on its actual success, and reviews progress regularly to produce a richly diverse, tolerant, and vibrant learning community. Each department in the School is required to submit an annual departmental Diversity Report and Action Plan to the Medical School Dean, the Associate Vice Chancellor for Health Equity, Diversity, and Inclusion, and the Vice Dean of Medical Education. Additionally, to further assess the medical school climate and to guide continuous quality and improvement strategies, the School will periodically administer and disseminate the findings of a health equity, diversity, and inclusion climate survey. 

RESPONSIBILITY
Office for Health Equity, Diversity, and Inclusion

REFERENCES
University of California, Board of Regents, Policy 4400

POLICY OWNER
Office for Health Equity, Diversity, and Inclusion

REVIEWED BY
Office for Health Equity, Diversity, and Inclusion*
Faculty Excellence in Diversity Committee (FED)
Staff Advisory Committee on Equity, Diversity, and Inclusion (SACEDI)
Office of Student and Resident Diversity (OSRD)
School of Medicine Education Deans’ Council

REVIEWED DATE and REVIEW CYCLE
August 2023; 3-year review cycle