Building a framework for inclusion in health services research: Development of and pre-implementation faculty and staff attitudes toward the Diversity, Equity, and Inclusion (DEI) plan at Mayo Clinic

Abstract

MM, and Balls-Berry JE. Building a framework for inclusion in health services research: Development of and pre-implementation faculty and staff attitudes toward the Diversity, Equity, and Inclusion (DEI) plan at Mayo Clinic.

The hidden curriculum in health care academia: An exploratory study for the development of an action plan for the inclusion of diverse trainees

“…[10][11][12] In addition, improvements specifically to communicating diversityrelated hidden curricula-for example, teaching junior faculty how to cope with racism in the workplace--are also aligned with improving overall culture within institutions, which is thought to improve both recruitment and retention relating to diversity. 13 The objective of this paper is to present novel insights into perceptions of the hidden curriculum among those whom it affects the most-doctoral trainees and their mentors, with an emphasis on trainees from diverse backgrounds. Specifically, we describe the findings of an interactive presentation and workshop on diversity-related hidden curricula.…”

“…A common complaint of leaders of health care institutions, especially pharmaceutical companies, is that they have to provide supplementary training for new graduates before they can engage in productive research [10][11][12]. In addition, improvements specifically to communicating diversityrelated hidden curriculafor example, teaching junior faculty how to cope with racism in the workplaceare also aligned with improving the overall culture within institutions, which is thought to improve both recruitment and retention relating to diversity [13]. The objective of this paper is to present novel insights into perceptions of the hidden curriculum among those whom it affects the most − doctoral trainees and their mentors, with an emphasis on trainees from diverse backgrounds.…”

Changing the face of academic medicine: an equity action plan for institutions

“…Research suggests that institutions have a greater ability than individuals to challenge existing systemic barriers and create lasting changes to improve diversity, equity, and inclusion (DEI) [1], and that cultural change is critical to enhance recruitment and retention of diverse individuals [2]. Evidence also shows that diversity within clinician and scientist teams is associated with better patient outcomes [3] and greater academic impact (e.g., higher impact papers) of scientific findings [4].…”

Diversity, Equity, and Inclusion in Endocrinology: A Survey and Vision for the Future

“…Against the backdrop of several seminal, social, and political events that occurred in 2020, organizations and businesses across the U.S. are increasingly recognizing the importance of diversity, equity, and inclusion (DEI) among all people they connect with and serve. [1][2][3] In addition, DEI initiatives have become such a widespread moral imperative and an impact factor of success that businesses and organizations, including medical societies, are taking intentional steps to foster a climate of fairness across their ranks. 4 It is in this setting that the American Association of Clinical Endocrinology (AACE) created a DEI committee that was formally launched in the summer of 2020, though the initiative was in development for several years before that date.…”