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Diversity, Equity, and Inclusion

Individually and together we can be clear that racism, discrimination, and bias are not tolerable, and they are not someone else’s problems to address.

DEI Programs in the Department

Inclusive Clinical Care in the Department

We aspire in every clinical program to be inclusive in our philosophy and practices. We have a number of clinics that elevate principles of inclusion and incorporate these principles explicitly in the care of patients. A few examples include:

La Clinica Latina

Positive Care Clinic

Stanford Mental Health for Asians Research and Treatment (SMHART) Clinic 

THRIVE
therapeutic, healing, resilience, inclusivity, values, empowerment

School of Medicine DEI Efforts

Stanford University DEI Efforts

Stanford IDEAL
Inclusion, Diversity, Equity & Access in a Learning Environment

The IDEAL Learning Journey

Core Values

The Department represents a community of people who share a sense of purpose and demonstrate deep regard for the dignity and rights of all people. We are a community defined by our commitment to respect and inclusiveness.

Our Department embraces diversity for its intrinsic value—not merely accepting differences among us, but cherishing them as the opportunity for greater mutualism, deepening of authentic regard, and growth of our community. Our Department values a diverse academic community—diverse with respect to gender, culture, race, sexual orientation and identity, and age; as well as diverse with respect to intellectual commitments, disciplines, developmental stages, and collaborations.

Our leadership has an absolute commitment to diversity for reasons of social justice, but also as an imperative in relation to creativity and intellectual excellence. Our work in the Department is evolving to emphasize inclusiveness and address disparities, in an effort to operationalize more fully the intent of diversity. Our faculty, trainees, learners, and staff show our commitment to valuing one another and valuing all people all of the time. We are saddened by the hardships we see throughout society that are associated with stigma, bias (conscious and unconscious), and inequities.

We care about the well-being of all with whom we come in contact, and especially our students, mentees, and trainees, who will forever carry the impact of this moment with them. We see how health and a sense of belonging interrelate. Conversely, we see how poor health, health disparities, exclusion, and marginalization tragically interrelate. We acknowledge the struggles for racial equity, social justice, and human rights occurring around us right now. These effects overlap with—and cannot be unwoven from—our professional roles as clinicians, researchers, educators, learners, managers, and staff. Many of us endeavor to engage with our professional positions to further racial equity and social justice.

Key Objectives of Building a Diverse Community

- 1 -

Engage the full Department in diversity and inclusion efforts

- 2 -

Ensure equity and a welcoming environment conducive to the academic success and contributions of all members of the Department

- 3 -

Combat racism, social injustice, and health care inequities of individuals

Our Progress

Waves
1-2

  • Dr. Laura Roberts appointed Chair of the Department
  • Comprehensive Audit of Salaries, Promotions Across Academic Lines
  • Expanded Senior Leadership Team
  • New Faculty Recruitment
  • Representation on Search Committees
  • Recognition Given Across Lines 
  • Residents Council
  • Education Leadership & Integration Committee
  • Restructured A&P Committees

Wave
3

  • Ongoing maturation of Waves 1-2
  • OFDD Liaison Representation on Search Committees
  • Thematic Department Retreats
  • Intentional Recruitment & Leadership Development
  • Development of Section Chiefs
  • Chair’s Special Initiatives
  • Annual Panels on New Faculty Development
  • CE Waiver
  • Innovation Grants for URM/Community
  • Changing Cultural Norms

Wave
4

  • Ongoing maturation of Waves 1-3
  • Strengthening compensation opportunities
  • Audits of Role/Opportunities by Division and Department
  • Climate Survey and Follow Up
  • Well-Being Initiatives
  • Creation of Associate Chair DEI Position
  • Launch of DEI-AC
  • Funding Faculty Professional Development for DEI
  • Innovator Grants RFA DEI