How academia should respond to racism

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

“…During the summer of 2020, the world had a re-awakening to the depth and breadth of these influences following the deaths of George Floyd, Breonna Taylor, and Ahmaud Arbery. Across many medical schools and healthcare institutions, leaders and employees broadly recommitted to values of diversity, equity, and inclusion (DEI; Gray II et al, 2020;Morse & Loscalzo, 2020). Leadership from both the American Psychological Association (APA), the Association of American Medical Colleges (AAMC), and many other professional organizations have expressed urgency around issues of equity, diversity, and inclusion (American Psychological Association, 2021; Association of American Medical Colleges, 2021).…”

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

“…12 In a decentralized field like health services research that spans many disciplines, efforts to improve culture at an organizational level are extremely important. 13 An organization's diversity and inclusion climate may be influenced by several factors, including the role modeling of its leaders, its mission statements and goals, the programs and issues that the organization invests in and prioritizes, the formal and informal rules and policies that may unintentionally disadvantage certain groups, and the individual biases and attitudes of members of the organization. Such individual biases and attitudes are likely influenced, consciously or unconsciously, by power differentials inherent either in society or within the organization's culture, such as male vs. female or senior vs. junior faculty.…”

Fighting racism in schools of public health

“…Second, as institutions with an educational mandate, these schools need to rigorously translate the antiracist knowledge base into public health workforce training, which requires developing antiracist curricula and pedagogy. 5 Third, these schools should provide an entity to report and sanction discrimination, supervised by a local advisory council as external reviewers for internal antiracist practices. 5 Tackling internal structures will sharpen and consolidate the iden tities of schools of public health as employers, education and research institutions, and stakeholders with political responsibilities while contrib uting to systematically eradicating structural racism and social injustice.…”