Diversity, Equity, Inclusion and Belonging (DEIB)

Overview

We are passionate about fostering a community that not only embraces the richness of diverse perspectives but actively celebrates them. Our commitment lies in propelling positive change and promoting inclusivity in every aspect of our academic and professional journey.

We firmly believe that a diverse healthcare workforce is not just essential but critical in advancing patient care and medical research. Through unwavering dedication, we strive to increase the representation of staff, faculty, fellows, and residents from historically underrepresented groups in medicine. By doing so, we aspire to harness the power of unique experiences, talents, and insights that fuel progress in our field.

Our vision

Our vision goes beyond mere numbers – we recognize the profound importance of creating a welcoming and inclusive environment where every individual feels valued, respected, and heard. We actively work to dismantle barriers that impede growth and offer unwavering support to all members of our community. Together, we weave a tapestry of inclusion, belonging, compassion, and excellence that drives us towards achieving better health outcomes and a more equitable world.

Our team

DEIB Councils/committees

AWARDS

Equity Academic Scholar Award

This award assists highly qualified and meritorious trainees in their transition to assistant professors.

2025 recipients 

 

Gender Equity Awards

Our Gender Equity Awards recognize and celebrate individuals who are dedicated to supporting the success of women and gender minorities.

2025 recipients

FACULTY DEVELOPMENT

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. 

 

RECRUITMENT

The Department of Medicine is committed to fostering a workplace that is diverse, equitable and inclusive to meet the needs of our faculty, trainees, staff and patients.

Everyone has biases. Research from behavioral science shows that the most effective ways to mitigate bias in recruiting are by adopting standardized hiring processes, objective hiring criteria, neutral language, a diverse set of evaluators, and structured interviews with rubrics.

To this end, we have developed structures and policies to increase diversity through hiring, recruitment, retention, and promotion.

Hiring guidelines

The following guides are outlined in detail on our intranet (UW Net ID required):

Contact us

Please reach out to the DEI team with any questions, concerns, suggestions:

DEIB News