University of Rochester School of Medicine and Dentistry

The school's Internal Medicine Program has pursued a number of specific diversity, equity, and inclusion "interventions over the past few years" aimed at improving its culture through various trainings including; "D​edicated bystander training of all medicine residents and core general medicine faculty, "Implicit bias training of all Medicine Faculty," "a DEI book club for core faculty (readings and discussion included, among others, How to Be an Antiracist, The New Jim Crow: Mass Incarceration in the Age of Colorblindness, and White Fragility)", and "Residency leadership involvement in formal inclusiveness leadership training."

The school's Pediatrics Residency Program has incorporated Diversity and Inclusion training into its program including; "education about bias in medicine: all members of our program are required to take implicit bias and microaggression training" and "Empower our trainees and staff to be active bystanders: members of our program receive training on how to respond to witnessed microaggressions, implicit or explicit racism, and/or intolerant language or behavior and are encouraged to report the instances."

To achieve its "Nurture a Respectful Learning and Work Environment" objective, the school will "Develop UR anti-racism statement" and "Integrate equity and inclusion into curricula." The school said that "Training through DEI framework of restorative justice, using "Theater of the Oppressed" as a methodology for interactive group training and one-on-one coaching" is "In Progress."

The Dean of the School of Medicine & Dentistry said that officials strongly supported protesters' goals to "increase student diversity across the school, to strengthen academic and social support for underrepresented students, and to integrate anti-racism education into our curricula. As part of our anti-racism plan, they will form committees representing faculty, staff, and students to achieve clear, measurable progress in each of these areas."

The school's Pediatrics Residency Program created the "Equity Curriculum" and stated, "we are incorporating topics that have not historically been incorporated into medical education. These topics include, but are not limited to racism, implicit bias, trauma-informed care, gender affirming care, care for the LGBTQIA+ community and lifestyle medicine in resource poor settings." In addition, "this curriculum will integrate these topics into the current standard curriculum to further emphasize how integral these parts are to all aspects of medical care."

The school's Internal Medicine Program has pursued a number of specific diversity, equity, and inclusion "interventions over the past few years" aimed at improving its curriculum which include; "Educational conferences dedicated to critical DEI topics (e.g., the history of redlining in Rochester) delivered at resident educational conferences and Department of Medicine Grand Rounds," "an ongoing content strand in our residents' Ambulatory Education sessions that addresses the social determinants of health, health disparities, and health equity," and "Health disparities improvement efforts are woven into our QI curriculum, with the expectation that QI projects will drill down to assess outcomes across different at-risk populations."

To achieve its "Build an Anti-Racism Infrastructure" objective, the school said it will "Build diversity and inclusion competency and accountability among leadership." The school announced, "Senior leaders receive anti-racism training, and focused help on recruitment/retention strategies." The school also said that diversity, equity, and inclusion (DEI) was recently "included in performance reviews and CVs for faculty."

The Dean announced, "A priority I am pushing for is to ensure that search committees for leadership positions include advocates for diversity, and that all committee members for these searches receive mandatory anti-bias training."

The Office of Academic Affairs said, "For faculty with academic appointments being considered for promotion to senior ranks (i.e., Associate Professor or Professor), a self-assessment of DEI now may be provided alongside the self-assessments of teaching and (as applicable) clinical or scholarship/ research. Initially the DEI self-assessment is optional, so we can learn how to help faculty structure this to be of maximum usefulness, but we expect to make it required in the near future."

The Office of Academic Affairs said, "The faculty recruitment best practices toolkit provides a number of methods to improve the size and quality of the candidate pool and to standardize the assessment of these candidates in line with the experience, attributes, skill sets, and accomplishments desired by the hiring department. The toolkit also includes guidance regarding a DEI statement, now required of all faculty candidates."

To achieve its "Engage in Equitable Health Care" goal, the school will "Establish URMC as a national leader in health equity research and education," "Enhance research and education related to health and health care equity that includes local and national/international investigators," "Ensure health equity research informs URMC senior leadership and URMC clinical quality improvement," and "Provide support to schools and clinical departments to implement health equity education."

The Dean of the School of Medicine & Dentistry said, "In response to mass shootings and gun violence that have increasingly threatened schools and other public spaces, I supported the decision to arm the Public Safety officers who are responsible for protecting staff members, patients, and the public in our Level 1 trauma center. I also support and will advocate for additional anti-racism training of Public Safety officers."

The school's Office of Equity and Inclusion offers Diversity Education Training, including "Theater for Healthcare Equity" and "Search Committee Unconscious Bias Training."

The Office for Equity and Inclusion provided "Anti-Racist Resources," including Ibram X. Kendi's "How to Be an Antiracist" and Robin DiAngelo's "White Fragility."

The school's White Coats for Black Lives chapter said, "White Coats for Black Lives at the University of Rochester School of Medicine & Dentistry (URSMD) is a local chapter of the national organization, WC4BL. URSMD WC4BL was chartered within the Student National Medical Association in 2014 by medical students and residents to call attention to racism and police brutality as public health issues. As one of the group’s first actions, 60 students wearing their white coats laid on the URSMD floor in protest of the deaths of Michael Brown and Eric Garner; this Die-In was held in conjunction with students from 70 schools across the country. In 2015 on the undergraduate campus, University of Rochester President Joel Seligman received a petition from multiple minority groups in response to an increased number of racist postings on social media. A Presidential Committee on Race and Diversity was created on 11/23/2015 in response to student activism."

The school created an "Equity & Anti-Racism Action Plan," which consists of five pillars: "BUILD an anti-racism infrastructure," "RECRUIT diverse learners, faculty, and staff," "NURTURE a respectful learning and work environment," "EXEMPLIFY inclusion in places and digital spaces," and "ENGAGE in equitable health care."

The school has repurposed one of its spaces as a "multi-cultural learner space."

The school has an Office of Equity and Inclusion.

The school posted on its Facebook account, "The University of Rochester Medical Center today released its five-year Equity and Anti-Racism Action Plan. The Equity and Anti-Racism Action Plan outlines clear strategies and actions that will strengthen diversity across the Medical Center, identifies accountable leaders, sets metrics for measuring progress, and assures transparency through regular reporting mechanisms."

The school posted on its Facebook account, "On this #Juneteenth, Dean Mark Taubman shared an update on the anti-racism efforts to address inequities at URMC and SMD."