Diversity, Equity, Inclusiveness (DEI)
To promote the department’s inclusive environment and facilitate the recruitment, retention, and career development of diverse trainees, faculty, and staff. To foster a culture centered on psychological safety, inclusion, and equity for our colleagues and patients. To promote justice and systemic change in otolaryngology training and patient care.
Women in OHNS
Our mission is to give women surgeons and their allies opportunities to exchange ideas, mentor one another and develop community. Collectively, we aspire to break down gender barriers within the specialty and promote women in otolaryngology.
We believe in inclusivity and equity--not only in the workplace, but in the delivery of healthcare and society at large.
The department diversity officers are nationally recognized leaders in otolaryngology in key areas including mentorship of underrepresented groups, the “leaky pipeline” of medical training, implicit bias, psychological safety, and the relationship of healthcare and workforce equity issues with quality and value in health care.
The Otolaryngology DEI office participates in all the steps of the Academic experience from outreach to high school students and undergraduates to faculty development. Examples of current activities include:
- Stanford Student National Medical Association (SNMA)
- Stanford University Minority Medical Alliance (SUMMA)
- Diversity, Respect, and Inclusion are Vital for Excellence (DRIVE) in Research Pipeline Award Program
- Stanford Immersion in Medical Series (SIMS)
- DEI committee members are involved in both residency interviews and in the interview diversity mixer.
- DEI committee members are working with residency program leaders and administrators to continually improve consideration of diversity, equity, and opportunity issues in trainee selection.
- The department is actively working to improve how we consider diversity, equity, and inclusion in our trainee selection processes. This includes a newly developed rubric that incorporates life "distance traveled", questions about challenges and inequities applicants have faced, and thoughtful consideration of how traditional metrics of success should be used in selection.
- A representative of the department DEI committee has been included in all faculty search committees since summer 2021.
- All faculty candidates will be asked a standard question about their contributions to diversity, equity, inclusion, and health care justice.
- The DEI committee has disbursed over $15,000 in grants to support women, minority, and LGBTQ+ faculty members in pursuing training relevant to their career development.
- The DEI committee has sponsored an annual departmental grand rounds relevant to our areas of activity. Our inaugural grand rounds in January 2021 will feature a panel of distinguished speakers, including Drs. David Brown, Carrie Francis, Howard Francis, and Jesus Vallejo.
- The DEI co-officers work with quality improvement leaders in the department to include equity aspects in all newly initiated improvement projects.
Resident and Alumni Perspectives
To showcase the experiences of some of our trainees, alumni, and faculty, the DEI committee has developed short video interviews with members of our department community. Please enjoy their perspectives.
Javier Howard, MD, MPH
Melynda Barnes Oussayef, MD
Tina Munjal, MD
Zoë Fullerton, MD, MBE
Brandon Jackson Baird, MD
Eduardo Corrales, MD
Mohamed Diop, MD, MS
|Cardinal Clinic||Dr. Sung|
|Introduction of URM students to Otolaryngology and surgical device modeling using Simulation and Development of new medical devices||Drs. Valdez, Kashani, Venook, & Howard|
|Head and Neck Cancer Disparities Career Development Program||Dr. Megwalu|
|Leadership development for women and minority faculty:||DEI Committee|
|Focused recruiting and career mentoring for medical students from underrepresented groups||DEI Committee|
|Race/Ethnicity and Language Barriers in Shared Decision-Making: In-person and Telehealth Effects||Drs.Kim & Balakrishnan|
|Shared Decision-Making in Voice Feminization and Facial Feminization Surgical Decision-Making||Drs. Nuyen & Balakrishnan|
|Effects of Surgeon Race, Age, and Gender on Patient Satisfaction||Dr. Nuyen & Alyono|
|Faculty club for women faculty||Dr. Ahmad|
|Transgender Voice and Communication Therapy||Dr. DiRenzo & Sung|
|Evaluation of Race and Ethnicity in Chronic Rhinosinusitis Outcomes||Dr. Patel|
|Culturally tailored OSA education||Drs. Howard, Cohen, & Capasso|
|SCORE Program - supporting underrepresented students||Clerkship & Residency Leadership|