February is Black History Month, an annual celebration of achievements by African Americans and a time for recognizing their central role in U.S. history. We will be sharing stories and events throughout the month.
Demonstrating our strong commitment to departmental DEI efforts, the inaugural awards were presented to five recipients: Crystal Brown, Chase Cannon, Helen Stankiewicz Karita, Erik Kimble, and Kennedy Ukadike.
Bessie Young joins Office of Healthcare Equity
Dr. Bessie Young, professor (Nephrology) and associate chair for diversity and inclusion, is the new medical director and associate dean for Healthcare Equity. In her new role, Young will support clinicians by providing a critical equity lens to patient care issues to improve patient experience and outcomes, with a particular focus on those in our system who are most marginalized.
We are committed to increasing the recruitment, retention and advancement of faculty, fellows and residents from groups under-represented in medicine as well as to promote an inclusive environment across the department.
The Department of Medicine is excited to be part of the Bias Reduction in Internal Medicine (BRIM) iniative, moving us towards enduring institutional diversity and inclusiveness.
We are proud to offer two programs that are designed to give students with diverse backgrounds a chance to experience the training that the University of Washington Department of Medicine has to offer.
First Visiting Resident
We welcomed Dr. Tara Reid as our first visiting resident in 2018. She subsequently matched into our Infectious Diseases Fellowship program.
The mission of this center is to study and ultimately eliminate health disparities by promoting the principles of justice, equity, diversity and inclusion in the research of vulnerable populations, and by increasing the recruitment, retention and advancement of students, residents, fellows, and faculty from groups under-represented in medicine.
All members of Department of Medicine search committees participate in Equity, Access, and Inclusion in Hiring training on best practices regarding faculty candidate outreach, assessment, recruitment and retention.
We currently have a robust faculty mentoring program and plan to increase our underrepresented minority (URM) retention by developing a minority faculty mentoring program.
Mentoring is an essential element for faculty career advancement in academic medicine.
A strong mentoring relationship contributes to academic success, productivity, and career satisfaction. Despite the known benefits of mentoring, the lack of mentoring remains a persistent problem in academic medicine, particularly in faculty from URM.
Given that URM faculty are promoted at lower rates, and report lower career satisfaction, the need for a dynamic mentoring program is even greater for junior URM faculty members.
We created this award to assist highly qualified and meritorious URM DOM-based divisional trainees at the rank of Senior Fellow/Acting Instructor and/or Acting Assistant Professor in their transition to the roles of clinician-scholar, physician-scientist, research-scientist, and principal investigator (PI) as newly appointed Assistant Professors.
Daniel Cabrera receives inaugural Diversity Faculty Mentorship Award
This award honors a faculty member who demonstrates exceptionalism in mentoring underrepresented physician trainees and who champions an environment of diversity and inclusivity.