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The David Geffen School of Medicine at UCLA (DGSOM) Anti-racism roadmap is our co-created path to ensuring racial justice, equity, diversity and inclusion.
The commitments and priorities outlined here represent the first step in our planning, development and implementation process.
Strategies and actions across all areas will be co-created over the coming months and years in close collaboration with the DGSOM Faculty Equity and Diversity Inclusion Committee, the DGSOM Staff Racial Justice Task Force, and our entire DGSOM community of trainees, staff and faculty.
UCLA has a robust system of reporting and support resources for those in need of guidance, counseling or resolution services.
See confidential counseling, anonymous reporting, mental health support and emergency services →
The following 11 actions are effective immediately, as of August 2020, and are precursors to the co-creation work we have ahead of us as an organization. Many of these immediate next steps came from conversations and petitions within our community. We hear you, we see you, let's take steps to change together.
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We are expanding and providing increased resources to the DGSOM Office of Equity and Diversity Inclusion (EDI).
We have appointed Vice Dean for Education Clarence Braddock as Executive Director of the DGSOM Anti-racism Roadmap.
We are requiring all departments to develop an EDI committee.
Effective immediately, we are changing the medical student curriculum.
We will commit an additional $5 million over the next three years in this area.
Partner with UCLA-HS Development establishing multi-year fundraising goals.
We are changing rules for search committee composition.
Increasing availability of clinicians of color with experience in trauma-informed care within the DGSOM BWC.
Establish new 7th Research Theme focused on Health Equity.
24/7 dedicated space for student organizers to enhance equity.
Establish regular and recurring “Conversations with Leadership” series.
The Dean’s Office will finalize the structure, scope and governance of a new Anti-Racism Roadmap team.
This will include (but not be limited to) program administrative support, formal mechanisms for key stakeholder input, data measurement and analytics support, and expertise in critical race theory and related fields.
The DGSOM Anti-racism Roadmap team will develop specific work streams to guide the work, in close collaboration with existing formal groups (e.g., Faculty EDI Committee, the DGSOM CAO Racial Justice Task Force), emerging coalitions (e.g., BLNA DGSOM Faculty Collective, Students for an Anti-racist Curriculum), and our broader DGSOM community (faculty, staff and trainees).
With the establishment of the DGSOM Anti-racism Roadmap, our restructured EDI Office and leadership team will partner with our Roadmap workgroups and diverse stakeholders to implement each Roadmap initiative across our academic and education enterprise.
Data on each initiative will be continually collected, analyzed and reported. As our work together unfolds, we will pivot strategies and tactics as needed to ensure we are responsive and delivering on our commitment to racial equity at DGSOM.
We'll develop a plan to provide the infrastructure and staffing resources needed for data provision, analysis and communication.
Our progress and impact will be evaluated and communicated on a regular basis.
The following 11 categories and proposals will be refined and expanded upon to ensure that we are taking bold, decisive and evidence-based actions that reflect the needs and perspectives of our DGSOM community.
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Inclusion and transparency in reporting of data, merit structures, HR processes, and benchmarking.
Development of programs, proactive retention actions, pathways for trainees and identification of additional strategies.
Review of programs, previous program data points, and strategies for future data-driven decision making in program evaluation.
Transparency in reporting of clinicians in the BWC, with strategies to increase diversity of staff and information.
Develop and promote seminars, resources, support, and programs geared towards dismantling current barriers for BIPOC.
Provide training and onboarding resources on allyship, anti-racism, and topics of privilege for all faculty, staff, and trainees.
Develop health equity topics as clerkship requirements, an anti-racism toolkit, and advisory committees with EDI expert representation.
Infuse transparency in reporting, recruitment, and selection to MD, Graduate and GME programs, while actively planning for improvement approaches.
Identify opportunities at the David Geffen School of Medicine at UCLA that will diversify our built environment and landscape.
Partner with new UCLA Health Chief Diversity Officer and team to advance a shared agenda of equity, diversity inclusion, and anti-racism.
Develop a robust communications strategy, including rapid response to urgent situations, proactive and sensitive communications, and data transparency.
The Behavioral Wellness Center is available to students and trainees during regular business hours, providing all services through telehealth, with evening appointments available by request. You may request to speak with a clinician with experience in trauma-informed care. You may call their confidential phone line at 310-562-4328. If it is after hours or if you want to leave a message for your clinician, please call the general clinic line at 310-825-9605 to leave a message or reach after-hours support. You can also email email@example.com anytime with questions or requests.
The Staff and Faculty Counseling Center offers free sessions to all staff and faculty.
For students, your Society Deans, Student Affairs Assoc. Deans (Dr. Lee Miller or Dr. Daphne Calmes), Curricular Affairs Assoc. Dean (Dr. Jason Napolitano), and Curricular Affairs Assistant Dean (Dr. Edward Ha) are all available to support you in any way possible.
For UCLA House Staff, your Program Directors and Associate Program Directors as well as GME Associate Dean (Dr. Perkins) and Assistant DIOs (Drs. Lisa Skinner and Areti Tillou) are all available to support you.
For Graduate Students, your Program Directors, GPB Director of Recruitment and Inclusion Diana Azurdia, and GPB Director Greg Payne are all available to support you.
For Postdoctoral Scholars, Director of the Office of Postdoctoral Affairs Lynn Talton, and Senior Associate Dean for Graduate and Postdoctoral Education Greg Payne are available to support you.
For urgent conversations, please reach out to the DGSOM EDI Office or Dr. Clarence Braddock, Vice Dean for Education and Executive Director of the DGSOM Anti-racism Roadmap.
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As we progress down this path together we need your voices to both inform the process, but help tweak and course correct it when needed.
HOW ARE WE DOING?
As we progress, we will tweak any approach with data-driven decisions.
UC Workforce Diversity Data → UCLA Graduate and Professional School Diversity Data →
Data source: Employee Database (EDB) and Academic Database (ADB)
Please note: Coming soon - more detailed data, including breakdowns by department, faculty series, and more.
Please note: this data includes regular MD, PRIME, UCR, and UCLA/CDU enrollment figures.
We pulled the enrollment data for MD programs from 2008 to the present year. What we found shows us that we have made progress in the last decade, but that we still have work to do to have our student body truly reflect the diverse population of Los Angeles. Explore all UCLA Graduate and Professional School Diversity Data →