Miller School of Medicine – University of Miami

The Task Force on Racial Justice's Admissions subcommittee aimed to, "Identify and eliminate racial bias that exists with the admissions process."

The Task Force on Racial Justice's Research subcommittee recommended that the school "Create a mandatory, annual university-wide diversity, social justice, and cultural sensitivity training program" for students and trainees in research.

The Task Force on Racial Justice's Residents/Fellows subcommittee aimed to, "Provide dedicated microaggressions training" and "Implement long-term training and education" on topics such as "Racism as a social determinant of health care" and "Case-based curriculum to address bias and racism in the clinical setting."

The Task Force on Racial Justice's Curriculum subcommittee recommended that the school "adopt core competencies related to anti-racism. These should be vertically and horizontally integrated across each phase of the NextGenMD curriculum" and "Integrate anti-racism in the basic science curriculum as well as in the clinical and social sciences curricula." The task force also recommended that the school, "Eliminate race as a biologic predictor/risk factor in curricular materials."

The Task Force on Racial Justice's Residents/Fellows subcommittee recommended that the school "include talks on inclusivity, cultural sensitivity" in the curriculum in residency.

The Task Force on Racial Justice's Curriculum subcommittee aimed to "Adopt core competencies related to anti-racism," "Increase racial inclusivity in all aspects of basic science and clinical curricula," and "Eliminate race as a biologic predictor/risk factor in curricular materials."

The DEI Committee within the Department of Surgery will “integrate the principles of diversity, equity and inclusion in all recruitment, courses of instruction, educational programs and scientific conferences supported and within its organization.”

The Task Force on Racial Justice's Student Affairs subcommittee recommended that the school "Expand CANEWATCH to enable anonymous reporting of racial injustice or discrimination."

The Task Force on Racial Justice's Faculty Affairs subcommittee focused on "Eliminating racism and microaggressions between faculty and learners" and aimed to "Require education and training for all leaders, and then for all faculty."

The Task Force on Racial Justice's Research subcommittee aimed to "Enhance opportunities to address health inequities and the relationship between multiple racism levels, including anti-Black racism and health outcomes."

The Task Force on Racial Justice's Community Engagement subcommittee recommended that the school "Decrease criminalization of nonviolent activities (homelessness) in the areas surrounding UM medical Campus" and "Re-imagine public safety and increase city/county funding for it, while also decreasing the burden of public safety on police."

The Task Force on Racial Justice's Student Affairs subcommittee recommended that the school "Develop a robust Allyship program to promote curricular and extracurricular activities across the medical campus."

The Office of Diversity, Inclusion, and Community Engagement offered "Racial Justice Resources," which included Robin DiAngelo's "White Fragility: Why It’s So Hard for White People to Talk About Racism" and Ibram X. Kendi's "How to be an Antiracist."

At its "The Path Forward: Report of the Task Force on Racial Justice" event, university leadership highlighted the findings of its task force.

On September 13, 2022, the school's publication "Inventum" published an article titled "Miller School Launches Diversity, Equity, and Inclusion Certificate Program." According to Dr. Vega, Ed.D., assistant professor of medical education and assistant dean for Office of Diversity, Inclusion and Community Engagement (ODICE), "Medical students often feel unprepared to care for patients whose cultural backgrounds differ from their own. Even physicians are vulnerable; we all have bias. Programs like this will begin to address health inequities and see equitable patient care move forward.” The program, which requires about 15 hours of engagement, is "soft launching" to the Class of 2026.

The school created its Task Force on Racial Justice with three goals: Identify the systemic racism that exists within the Miller School, Provide feasible recommendations to promote anti-racism practices, and Strategically implement these recommendations. The task force consisted of seven subcommittees.

The school tweeted, "The University of Miami Miller School of Medicine's Task Force on Racial Justice is committed to establishing a culture that embraces anti-racism practices and promotes diversity and inclusion."

The school posted on its Facebook page, "The University of Miami Miller School of Medicine's Task Force on Racial Justice was created in 2020 in response to the political and racial climate that has permeated the country and our medical school. The team committed to establishing a culture that embraces anti-racism practices and promotes diversity and inclusion."

The Department of Surgery will “educate and empower leaders to act as DEI change agents.”

The Department of Surgery made a commitment to “embed DEI into our compensation committee charter and human capital management reporting.”

The School of Medicine’s Department of Surgery seeks to “strive to achieve workforce diversity by recruiting, supporting and retaining a diverse team.”

The Miami Surgery Mentorship Program for Underrepresented Trainees is offered by the Department of Surgery.