We created this award to assist highly qualified and meritorious 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.
Inaugural award recipients
Department of Medicine Diversity Councillearn more
Gender Equity Councillearn more
LGBTQ+ Councillearn more
Residency Diversity Committeelear
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.
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.
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