Revitalzing Diversity at IUSM

Diversity Is Defined Broadly Diversity as a core value embodies inclusiveness, mutual respect, and multiple perspectives and serves as a catalyst for change resulting in health equity. In this context, we are mindful of all aspects of human differences such as socioeconomic status, race, ethnicity, language, nationality, sex, gender identity, sexual orientation, religion, geography, disability and age. Association of American Medical College (AAMC) Group on Diversity and Inclusion’s (GDI)

AAMC Definition must reflect IUSM Diversity as a core value embodies inclusiveness, mutual respect, and multiple perspectives and serves as a catalyst for change resulting in health equity. In this context, we are mindful of all aspects of human differences such as race, ethnicity, language, nationality, age, sex, gender identity, sexual orientation, religion, work styles, character traits, all levels of family wealth and educational advantage, all disabilities, individuals born and raised in rural areas, first generation learners, and those from groups traditionally underrepresented in medicine. Indiana University School of Medicine Office of Diversity Affairs

Definition of URMs is VERY Specific Underrepresented in Medicine (URM) is defined as racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the population. African Americans Hispanic/Latino American Indians Pacific Islanders Native Alaskans Source: NIH, AAMC

Women and Asians?? No longer considered underrepresented in medicine generally Specialty and geographically specific Leadership roles-Chair, Deans, Professor ranks are a different issue Therefore, each area, department will define special populations to target in their plans for increasing diversity – OFAPD will include goals for increasing women in leadership roles at IUSM – Dept X will have a goal to increase women or Asians in their department – Etc…

IN Physician Population by Race

Defining URMs for IUSM African American Latino/Hispanic American Indian First generation learners—first to college and first to medical school Learners from rural areas/educationally/economically disadvantaged – Working with Admissions and Admissions Committee to refine definition of this group and explore best practice – Educationally disadvantaged persons are those persons placed at special risk by socioeconomic and educational background. – Economically disadvantaged persons include those persons who struggle to provide basic necessities for themselves and their families or communities. (Office of Research, Scholarship, Innovation & Creativity at University of Mississippi)

Population Trends Nationally What Does This Mean: There’s opportunity to focus on Blacks and African Americans What Does This Mean: Men of color are a Hidden URM (intersection of URM and non- URM identities) What Does This Mean: (Establishing or Reinforcing) pipelines with HBCUs in areas such Math, Science, Nursing, Psychology, etc. may prove fruitful AAMC’s Diversity in the Physician Workforce: Facts & Figures 2014 (

Faculty Diversity at IUSM Full-time faculty (N=1455) 74% White 20% Asian 5% URM.3% Other Full-time affiliate faculty (N=514) 69% White 20% Asian 9% URM 1% Other Part-time faculty (N=72) 85% White 10% Asian 6% URM Part-time affiliate faculty (N=109) 74% White 17% Asian 6% URM 2% Unknown

Student Diversity at IUSM N= 1365 Student Population ( ) 45% Women 68% White 12% Asian 13% URM 7% No response LGBT data not collected Source: IUSM Office of Admissions

Student Diversity at IUSM AAMC URMs 105 Black or African American 60 Hispanic/Latino 9 American Indian or Native Alaskan 1 Native Hawaiian 2 Other Pacific Islander Additional Groups of Note 2 Asian 66 Asian Indian 47 Chinese 10 Filipino 7 Japanese 12 Korean 16 Other Asian 9 Vietnamese 3 Pakistani Source: IUSM Office of Admissions Entering class : Highest matriculation of URMs in IUSM History (19%) MS1-MS4 Data for

Long-Term Objectives 1.IUSM will be at the forefront of developing policies, programs, and resources to improve the recruitment, education, retention, professional development, mentoring, rewarding and recognition of URM learners, post-docs, residents, fellows, staff, and faculty. – We all own this work – Work with OFAPD, Education—UME, GME, CME, MSA, Research, Administration, Alumni Office, Development, IUH, Eskenazi, VA etc… – Have begun visiting center campuses and meetings with faculty and leaners…collecting focus group data on role of ODA, what our learners need, etc…

Long-Term Objectives 2. Increase the diversity of IUSM leadership through the continued expansion of the executive leadership recruitment initiative (launched to institutionalize best practices in leadership recruitment) across IUSM including at the departmental level. – OFAPD – Administration – Chairs of all Departments and Division Leaders URM recruitment incentives Recent successes: – Radiation Oncology – Nephrology – Psychiatry has applied…

Long-Term Objectives 3.Increase the number URM learners that apply, matriculate, and graduate from IUSM including: – UME learners – GME learners – Graduate Division learners – We are working with….  Pipeline programs  Admissions  MSA  UME  GME  Graduate Division  Academic and Career Mentoring  Exploring community mentors for URMs—NMA, Minority Health Coalition, Hispanic/Latino Medical Association

Long-Term Objectives 4.Increase the recruitment, advancement, retention and vitality of URM and all faculty members.  OFAPD  Program for Advancement for Women  FDCC 5.Advance cultural competence of all learners, faculty and staff.  Education  GME—8+ cultural competency grand rounds offered since 9/1/14 in multiple departments on diverse topics:  LGBTQ, African Americans, Asians, Religious/spiritual issues,  ODA can help support guest speakers…please let us know  OFAPD  Programs for Advancement for Women  FDCC

Long-Term Objectives 6.Increase the participation from diverse groups in IUSM alumni activities.  Development  Alumni Office 7.Increase donations from all constituents and supporters of IUSM, thereby increasing scholarships for URM students  Development

Recommendations Diversity Plans from all three mission areas; Development, Alumni Office Diversity Plans from all academic departments Increase visibility for Diversity Affairs on IUSM website/Fact Sheet – Meeting with Communications this week Continue and strengthen pipeline efforts – Majority minority schools Have begun working with Pike and Crispus Attucks – Revitalized relationship with AHEC Have begun meeting with AHEC directors Must all work together

Questions