With leaders exemplifying and enabling the core tenets of inclusion, diversity, and health equity, true progress can occur at Stanford Medicine.
On June 30, 2021, Dean Lloyd Minor, David Entwistle, and Paul King committed to key foundational priorities in response to the Commission on Justice and Equity recommendations.
New Faculty DEI leaders in OFDD were appointed with protected time to support community, engagement, and strategy
Dr. Jose Vilches-Moure –LGBTQ/SGM Subcommittee of the Stanford Medicine Diversity Cabinet
FY22 Department Chair DEI Metrics redesign in progress to align with Commission Recommendations
The Directors of Finance and Administration (DFA) each have JEDI goals including a goal that aligns with Commission recommendation implementation
FY21, SHC Inclusive Leadership Workshops conducted in which over 500 leaders worked to advance their commitment to inclusion, diversity, and belonging
SHC developed anti-racism conversation guides for supervisors to use at management meetings, new leadership orientations, and on “Viz Wall” posting. Topics include the meaning of Saying Black Lives Matter and Stop Asian Hate
Bold, proactive, and coordinated efforts to diversify will create lasting change.
SHC hired a Diversity Executive Recruiter. SoM to launch search for an inaugural faculty DEI recruitment specialist in FY22
New Department of Health Policy launched in September with billets focused on structural racism, social determinants of health, and health policy
New fellowship created to recognize and increase funding for Black and other underrepresented admits to Stanford Medicine PhD Programs
Stanford Medicine participates in IDEAL (Inclusion, Diversity, Equity, and Access in a Learning Environment) Cluster Hire Initiative intended to hire several qualified URM faculty simultaneously
Partnerships developed with 55+ historically black colleges and universities (HBCUs) and career centers for SHC job opportunities
Through a stronger foundation of trust and safety for all underrepresented groups in the community, Stanford Medicine, as a whole, will benefit.
Rapid Response Team created and launched to support medical students who may have experienced bias or discrimination
Staff DEI Learning Journey piloted at Stanford University with~70 Stanford Medicine participants
Faculty DEI training piloted at Stanford University with over 30 SoM faculty participants
Stanford Medicine leaders developed a comprehensive training in Restorative Justice which will be offered next spring to 65 staff and faculty
FY21 Faculty across 15 departments participated in Active Bystander, Upstander Intervention
100% of leaders at Stanford Children’s Health completed an Unconscious Bias course in FY21
The Human Resources Group Employee and Labor Relations team partners with the Director of Justice, Equity, Diversity, and Inclusion for cases related to discrimination.
The Human Resources Group participated in a JEDI learning journey in CY21 on critical consciousness, social identity and positionality, structures of oppression, and praxis-based action planning.
FY21, SHC sponsored 30+ Inclusion, Diversity and Health Equity Employee Resource Group events, including Cultural Heritage Celebrations, to advance belonging, inclusion and diversity for all
In FY22, SHC, in partnership with the NeuroLeadership Institute, is piloting an Unconscious Bias learning initiative for leaders and their teams. The content of this learning is based on deep neuroscience research and helps managers and employees respond to and mitigate microaggressions, in both clinical and non-clinical settings.
OFDD launches HEAL Network, bringing faculty together to address issues related to health disparities research
The Stanford Medicine Health Equity Committee launched the We Ask Because We Care Campaign to address gaps in data currently available on patients’ race, ethnicity, primary language, sexual orientation, and gender identity.
Stanford Medicine launches Office of Child Health Equity to reduce childhood health disparaties locally, statewide, and nationally
New Department of Health Policy which will have health equity, social justice, and social determinants of health as important areas of research.
The Gender Recognition and Affirmative Care through Education (GRACE) program expanded to offer inter-professional education and support throughout the hospital to ensure LGBTQ+ patients are treated with dignity and respect.
SHC created and launched COVID19 Vaccine Confidence initiative to increase vaccination rates among under-represented employee groups
Stanford Medicine joined Stanford Graduate School of Business to offer four-part series, The Pandemic Puzzle. The series explored COVID-19, our recovery, and where we go from here. One session dedicated to building toward health equity and an inclusive recovery.