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