Diversity at Washington University School of

Medicine

Will Ross, MD, MPH

Associate Dean for DiversityProfessor of Medicine

Washington University School of Medicine

August 13,2015

Advancing human health through the best clinical care, innovative research and the education of tomorrow’s leaders in biomedicine in a culture that supports diversity, inclusion, critical thinking and creativity (Adopted September 2013).

Washington University School of Medicine Mission Statement

The Office of Diversity Programs promotes diversity within the academic workforce and leadership in the delivery of culturally competent healthcare and the

reduction of health inequities.

Office of Diversity Programs: Mission Statement

Definition: Diversity and Inclusion

• Diversity is about understanding and contextualizing differences – the variety of perspectives, opinions and contributions that we each bring to the institution

• Inclusion is about leveraging diversity to create an environment and culture that is welcoming, collaborative and productive

To make this work for any organization, our challenge as leaders is to create an inclusive environment; wherein diversity is hard-wired into institutional operations.

The racial makeup of St. Louis in 2010. (Each dot represents 25 people – red dots are Caucasian, blue dots are African-American, green is Asian, orange is Hispanic, gray is other.)

The racial makeup of the city of St. Louis in the 2010 Census was approximately 49.2% African American, 43.9% White (42.2% Non-Hispanic White, 2.9% Asian, 0.3% Native American/Alaska Native, and 2.4% reporting two or more races. Hispanic or Latino of any race were 3.5% of the population.

Building a Healthier St. Louis, St. Louis Regional Health Commission, 2003

Missouri Population Growth Rates:1995-2025

Population Projections for States by Age, Sex, Race, and Hispanic Origin: 1995-2025, Report PPL-47, U.S. Bureau of the Census, Population Division.

Percent

Refugees Processed in St. Louis: 2012

Major Countries of Origin

Perc

enta

ge o

f al

l ref

ugee

s

City of St. Louis Department of Health, 2012

Racial Disparity in the St. Louis RegionPe

rcen

t of

Pop

ulat

ion

Where We Stand: The Strategic Assessment of the St. Louis Region. East-West Gateway Council 2015. http://www.ewgateway.org/pdffiles/library/presentations/2015-July-WWS.pdf.

Crisis in Ferguson, Missouri August 2014

North St. Louis in Critical Condition

Socioeconomic Status Maternal Child Risk Sexual Risks Mortality and Life Expectancy Health Care Access Indicators

Ross, W.R., Kennedy T. North St. Louis Health Care Access Study. December 30, 2008. Prepared by Carter, LM, Jackson SA. http://www.publichealthgrandrounds.slu.edu/North%20St%20Louis%20Health%20Care%20Access%20Study.pdf

How do we parlay medical and scientific workforce development into improved quality of care of an increasingly diverse patient

population?

Objectives:

Recruit a diverse group of students, residents and faculty from groups underrepresented in medicine

Increase the cultural awareness of all academic faculty and staff

Expand our mission to one that encompasses greater community engagement

Realign our programmatic activities with public health strategies to assure further reductions in health care disparities

The pipeline approach is based on the concept that the highest yield to enhance faculty recruitment and/or retention requires aggressive efforts to attract highly-qualified URM medical students, residents, fellows and postdoctoral trainees, and to provide them with a nurturing environment that will facilitate career development.

Students/TraineesStudents/Trainees FacultyFaculty StaffStaff

Recruitment/Pipeline

Environment/Diversity and Inclusion Training

Community Outreach

Diversity efforts grouped into three focus areas: recruitment/pipeline development, diversity and inclusion training, and community outreach

Visiting Medical Student Elective Program established Fall 2007

Minority residents and fellows association established in April 2006 with an initial grant from the Barnes-Jewish Hospital Foundation. Its mission is to assist in the recruitment of underrepresented minority residents and fellows and to support the professional development of its members.

Resident and Fellows Diversity Initiative

Since 2006, a collaboration between the Barnes-Jewish Hospital Center for Diversity and Cultural Competence, Children’s Hospital, and Washington University School of Medicine.

Provides additional financial support to residents who demonstrate a commitment to improving cultural diversity within the medical center and improving the health of the medically underserved in the St. Louis community.

Promotes mentoring of medical students and undergraduate premed students.

Established in 2006, the Barnes-Jewish Hospital Center for Diversity and Cultural Competence provides a framework to facilitate and promote an environment of diversity, inclusion and equality.

The overall goal of the Center is to eliminate health-care disparities through programs, initiatives, interventions and collaborative efforts within Barnes-Jewish Hospital, Washington University Medical School, BJC HealthCare and with community partners.  

Through efforts to eliminate cultural and language barriers, build a diverse workforce, educate and train our team members on culture competence and health literacy, and implement interventions to enable health equity, health disparities will be addressed and eliminated.

Barnes-Jewish and Children’s Hospital Center for Diversity and Cultural Competence

URM Interviews – Acceptances - Matriculants

Year

Count

URM Residents at Washington University School of Medicine 2005-2014

Department of Human Resources, Washington University 2014 Report

Washington University School of MedicineClinical Fellows – 2004-2013

Faculty Diversity

• Why doesn’t faculty diversity mirror trends in student diversity?– Academic medicine not as financially

rewarding, making it unattractive for those with large debt burdens

– Few mentors of same race/ethnicity– Research funding hurdles

Sarah England PhDProfessor Ob/Gyn

Total # of URM students, residents/fellows and faculty, 2007 – 2014

The Pipeline is Only Part of the Solution, Institutional Culture Must Also be Addressed:

The Need for Cultural Climate Assessments

“Even if the pipeline were awash with women and minorities, a

fundamental challenge would remain: the pipeline empties into territory that

women and minorities find uninviting, unaccommodating, and

unappealing.”Trower and Chait, 2002

Targeted Interventions to Increase Faculty Diversity

• Develop guidelines for faculty searches

• Expand Faculty Diversity Scholars Program

• Implement Target of Opportunity Hires where possible

• Improve minority faculty retention, through periodic high-level meetings with faculty

• Expand the network of diverse faculty

– Promote programs that increase pipeline of prospective minority faculty (eg. Visiting Scholar, Adjunct Faculty, Lecturer)

– Improve relationship with community physicians, providing faculty titles that reflect mutually beneficial ties

Washington University 2011 Healthcare Leaders Inclusion Institute

Diversity & Inclusion Fundamentals

Diversity

Inclusion

Innovation

GrowthG

loba

l

Diversity is the foundation; without it the pyramid collapses.Diversity is the foundation; without it the pyramid collapses. When an inclusive environment is created, we leverage diversity.When an inclusive environment is created, we leverage diversity.

Diversity + Inclusion = Innovation & GrowthDiversity + Inclusion = Innovation & Growth

Conclusion:

• Attracting a diverse professional workforce that is representative of and that understands the constituencies to be served

• Developing and sustaining an environment that promotes cultural awareness

• Providing resources and opportunities for leadership development and innovation outside of “class room,” in essence creating a medical center without walls

Achieving excellence in diversity and inclusion occurs through:

Conclusion con’t:

• We invite you to participate on our medical school admissions committee as well as residency selection committees.

• Serve as a mentor to students, residents and fellows.• Continue to advocate for enhanced diversity as a

method of improving the quality of health care.• Fully engage in the St. Louis community.

Service opportunities for faculty:

Saturday Neighborhood Health Clinic

Collegiate School of Medicine and Bioscience

Casa de Salud

Faculty Diversity Committee

Chair: Yumirle Turmelle – Associate Professor of PediatricsDiana Gray – Associate Dean for Faculty Affairs, Professor of Obstetrics/Gyn Ex OfficioWill Ross – Associate Dean for Diversity, Associate Professor, Nephrology Ex OfficioKatrina Farmer– BJ Center for Diversity and Cultural CompetenceLegail Chandler – Director of Human ResourcesRichard Chole – Professor and Chair, OtolaryngologyArchie Harmon – Assistant Professor, OtolaryngologyMichael Lin – Assistant Professor of RadiologyKatherine Robinson - Assistant Professor of RadiologyJanice Semenkovich - Professor of RadiologyAlan Zajarias – Assistant Professor, CardiologyCherilyn Shadding – Director of Outreach, GeneticsRochelle Smith – Director Research Programs and Community Outreach, DBBSCorey Foster – RFDI Resident RepresentativeCharlene Blake – WUMMA Representative

Questions?