Creating Inclusive Organizations

The goal of inclusion is to create an organization and environment where diverse and unique individuals feel welcome and supported.

These resources are intended to provide education and examples to assist departments in reaching their inclusivity goals.

Inclusion in the Workplace

Creating a Culture of Inclusion in Academic Medicine: Perspectives from the Field

In this video from the AAMC, panelists discuss strategies to confront racism and gender equity and policies that could create more inclusive environments for working and learning within medicine. 

Measuring Diversity and Inclusion in Academic Medicine: The Diversity Engagement Survey

Sharina D. Person, PhD, C. Greer Jordan, PhD, MBA, Jeroan J. Allison, MD, MS, Lisa M. Fink Ogawa, PhD, RN, CNE, Laura Castillo-Page, PhD, Sarah Conrad, MS, Marc A. Nivet, EdD, MBA, MS, and Deborah L. Plummer, PhD, MEd. Academic Medicine. December 2015.

Culture Inclusion & Equity Action Collaborative

The National Academy of Medicine Leadership Consortium's discussion includes lessons learned from those who have successfully demonstrated progress in improving institutional equity.

Tools for Discussing Identity and Privilege Among Medical Students, Trainees, and Faculty

Candace J. Chow, PhD, Gretchen A. Case, PhD, Cheryl E. Matias, PhD. MedEd Portal. December 20, 2019.

Moving the Dial on Race: A Progress Report on Workplace Inclusion

This UK-based report highlights a disconnect between organizational leadership's words and actions.

Keeping Our Promise — Supporting Trainees from Groups That Are Underrepresented in Medicine

Monica B. Vela, M.D., Marshall H. Chin, M.D., M.P.H., and Monica E. Peek, M.D., M.P.H. New England Journal of Medicine. August 5, 2021.

Recruitment Toolkits

Equity Recruitment Toolkit

This slide deck from ASA's GWIMS provides a guide for recruiting for faculty, committees, and speakerships.

Search Committee Training Toolkit

The Higher Education Recruitment Consortium's toolkit provides best practices to help your search committees adopt more inclusive and equitable recruitment practices.

Supporting Underrepresented Learners and Faculty

The Impacts of Racism and Bias on Black People Pursuing Careers in Science, Engineering, and Medicine

Cato T. Laurencin, Editor; Cedric M. Bright and Camara P. Jones, Rapporteurs. National Academies of Sciences, Engineering, and Medicine. 2020.

Black Women in Medicine—Rising Above Invisibility

Onyinyechi Eke, MD, Onyeka Otugo, MD, MPH, Jessica Isom, MD, MPH. The Lancet | February 13, 2021.

Why Women Leave Medicine

Amy Paturel, MS, MPH. AAMC News. October 1, 2019.

Confronting the Crisis: Attracting Native Students to Medicine

Gerald Hill, MD. AAMC News. October 30, 2018.

Mentorship Is Not Enough: Exploring Sponsorship and Its Role in Career Advancement in Academic Medicine

Ayyala, Manasa S. MD; Skarupski, Kimberly PhD, MPH; Bodurtha, Joann N. MD, MPH; González-Fernández, Marlís MD, PhD; Ishii, Lisa E. MD, MHS; Fivush, Barbara MD; Levine, Rachel B. MD, MPH. Academic Medicine. January 2019.

The Individual Responsibility of Inclusion

In January 2021, University of Michigan’s Matt Wixson, M.D., reflected on the death of Susan Moore, M.D., and what it would take to create a more equitable and inclusive health care system. This article included three interventions individuals can take to begin to see meaningful change within their departments and throughout the field.

Speak Up

I find speaking up when one sees injustice or inequities incredibly daunting. It’s much easier for me to speak up about macroaggressions — the death of George Floyd, the profiling of Christian Cooper in Central Park, the mistreatment of Dr. Moore. However, I have found that microaggressions — like a racially-tinged joke or questioning where someone is “really from” — play an outsize role in derailing progress. Whether it’s your supervisor, a colleague, or a patient, gently but firmly correcting misstatements and misbeliefs can elevate the entire organization. It is also a sign of solidarity and ally-ship with those who have regularly experienced such actions.

Reach Out

Every person you interact with has a distinctive life story, experiences, and perceptions. By getting to know those around us on a deeper level, we build community that is focused on celebrating our unique contributions. In doing so, we can eliminate a “them versus us” mentality, and create a cohesive “we.” Building a safe arena in which individuals can share their personal stories takes considerable work. I am always impressed by the depth and breadth of those around me, and appreciate the many forms of diversity from which I can learn.

Look Within

Arguably the hardest, this step can be the most powerful. Despite my commitment to forming diverse teams, promoting inclusive community, and providing equitable care, at times I have found myself falling short. I, like most people, have found myself in situations in which I have made an insensitive comment, shirked the opportunity to call out bias, or failed to acknowledge and respect differing opinions. However, those moments, though difficult, have taught me important lessons and inspired me to improve. They have also taught me grace — despite our best intentions, we will at times make mistakes. It is our response to those mistakes that defines us, not the slight misstep made.