- Assess SMHS diversity culture and climate by administering and analyzing the results of the Diversity Engagement Survey (DES) and the Standpoint Faculty Engagement Survey.
- Increase the number of women and URM faculty at the associate professor level by a minimum of 10% over the next three years.
- Increase and maintain a critical mass of enrolled URM students, faculty and senior staff to assure on-going compliance with LCME element 3.3.
- Implement mandatory bias training for SMHS and MFA search committees to reduce barriers for URM recruitment.
- Identify barriers to current URM enrollment in on-campus Health Sciences Programs through recruitment and application trend analysis.
- Provide quarterly workshops, trainings and lectures, which promote an inclusive learning and working environment.
- Establish a Visiting Clerkship program to increase URM representation in GME programs as a pipeline to improve faculty diversity.
- Work with the Office of Faculty Affairs to identify women and URM junior faculty for annual participation in retention and promotion activities such as Master Teacher Leadership Development Program (MTLDP) and AAMC early and mid-career seminars.