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“Diversity is not only a numerical goal; there is a fluid progression that must be evaluated. Inclusion as a Strategy for Excellence, in the School of Medicine, is the recognition that the institution’s success is dependent on how well it values, engages, and includes diverse faculty, staff, students, patients, and suppliers. More than a short-term project or a narrow initiative, this comprehensive approach requires a fundamental transformation of the School’s culture by embedding and practicing inclusion in every effort, aspect, and level of the institution. The goal is to make inclusion a norm that is implemented and practiced.
The concept of Inclusion as a Strategy for Excellence within the School of Medicine is a departure from a simplistic definition of diversity to a more comprehensive, and omnipresent notion of inclusiveness that envelopes several ideologies. Inclusiveness and Excellence are interdependent, as opposed to the traditional perspective that separates the two concepts. To practice inclusiveness is a demonstration of excellence.
Our plan is to shift the responsibility for diversity and inclusiveness onto all administrators, faculty, staff,researchers, and students within the School of Medicine. This is in contrast to one unit or department shouldering the responsibility for diversity. A single department or person can guide the process, but every individual with the School, from the Dean to individual employees, assumes responsibility for change.
In effect, this will shift the School away from conceptualizing diversity solely as a numerical goal of diverse faculty, employees, vendors, and applicants to transforming the institution into a vibrant community that embeds the Diversity and Inclusion Strategic Plan throughout the institution in multiple ways.
Our Diversity and Inclusion Strategic Plan throughout the institution includes demographics, policies, research, financial resources, leadership, hiring, organizational learning, organizational structure, marketing, outreach, technology, performance management, communications, promotion, assessment, and evaluation. This Plan employs a broad and inclusive definition of diversity that includes disability, gender identity and expression, sexual orientation, age, religion, disability, race/ethnicity, nationality, and other social dimensions that are important for the School and academic medicine. The magnitude of inclusivity will impact faculty, staff, and students alike, and we can embed a more Diverse outlook onto the School of Medicine.”

Greg Townsend, MD
Associate Dean for Diversity

image_previewDr. Michael D. Williams will head the University of Virginia Center for Health Policy.

Williams is a surgeon at the UVa Medical Center and an associate professor of surgery. As director of the center, he will oversee a joint effort of the Frank Batten School of Leadership and Public Policy, the School of Medicine and the public health sciences department to provide nonpartisan research and analysis to policymakers. The center also provides students with opportunities for real-world experience.


ub flyerOur office is hosting Unconscious Bias Training sessions for all SOM employees.

New dates and times are being added.
Please email Leah Beard to find out how to register.

 


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