student & employee diversity pipelines and...
TRANSCRIPT
Winona Kaalouahi Lee, MDAAMC Diversity OfficerJune 30, 2019
Student & Employee DiversityPipelines and Partnerships
JABSOM Annual ReportAY 2018-2019
1st Annual JABSOM Diversity Matters DayApril 25, 2019
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Health Careers ExplorationKamehameha Kapālama HS students
Diversity Game Changers Plenary Session
Drs. Dean Hamer, David Sing & Lisa Montes
Rise of the Wahine: Champions of Title IX
Film ScreeningWinona Lee, Yunji de Nies, Dave Shoji, Beth McLachlin,
& Jill Nunokawa
Institutional Diversity Statement
The John A. Burns School of Medicine (JABSOM) embraces diversity and inclusion aspart of our shared Hawaiian, Asian and Pacific values. These shared values areresponsive to our unique location in the center of the Pacific. We uphold that anenvironment of inclusiveness, equal opportunity and respect for the similarities anddifferences in our communities advances our mission of education, research andinnovation, community service and clinical healing. JABSOM is committed topreparing a culturally competent health and science workforce that meets the needsof Hawaiʻi. We strive to reflect the demographics of Hawaiʻi, includingrepresentation of Native Hawaiians and Pacific Islanders, individuals fromrural areas of Hawaiʻi, first generation college students and those fromeconomically, socially, and educationally disadvantaged backgrounds. JABSOMis cultivating a transformative teaching and learning environment that promotes therecruitment and retention of students, faculty, and staff, who are representative of thediverse population of Hawaiʻi.
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Objective 1 – Student DiversityInstitutional Diversity Policy Objective 1. The medical school supports initiatives including the ʻImi Hoʻōla Post-Baccalaureate Program, the Native Hawaiian Center of Excellence (NHCOE), the Area Health Education Center (AHEC) program and the Health Careers Opportunity Program (HCOP). These programs are designed to promote medical student diversity in the dimensions of gender, ethnicity, geographic origin and economic background, with the goal of having an inclusive student body that reflects the diversity of Hawaiʻi.
Activities & Outcomes to be monitored:
1.The medical school will maintain post-baccalaureate program and medical student admission policies and practices that are aligned with the institutional diversity policy.
2.The maintenance and/or growth of programs to recruit or retain a diverse medical student body, with annual tracking of the results of these programs in terms of contributing to the diversity of the medical student body.
3.Diversity of the medical student body along the abovementioned dimensions will be tracked and reviewed on an annual basis. Progress will be made towards the objective by providing feedback to those involved in the admissions process and assessing the availability of scholarships and other incentives for qualified student applicants meeting diversity needs.
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Increase in Native Hawaiian and Filipino JABSOM graduates
n One of the largest number of Native Hawaiian students (12 out of 73) in the history of the school received their MDs in 2019
n Filipino graduates from JABSOM also showed an increase from past years
n JABSOM’s kīhei ceremony and UH Mānoa’s FilGrad ceremonies celebrated the students’ accomplishments
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• AMCAS2050 Applicants
1785 (87%) Non-Residents 265 (13%) Residents
• Letters of Recommendation
• JABSOM Essays
275 Interviews
107 (39%) Non-Residents
168 (61%) Residents
• Admissions Committee72 Matriculants11 ʻImi Hoʻōla
10 Non-Residents
51 Residents
Source: JABSOM Admissions Database AY 2018-2019
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Matriculant Demographics 2018 Entering Class
Japanese, Japanese/White, Japanese/Other
15%
Chinese, Chinese/Other
13%
Filipino, Filipino/White, Filipino/Other
11%
NHOPI, NHOPI/Other
14%
Korean, Korean/White
7%
White25%
Other Asian11%
Other4%
Sex Race/Ethnicity
Source: JABSOM OSA/Admissions AY 2018-2019
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Male40
56%
Female32
44%
Matriculant Origin
n 72 Matriculantsn 62 Residents (86%)
n 50 Honolulu County
n 9 Neighbor Islands
n 2 Hawaiʻi County
n 2 Kauaʻi County
n 5 Maui County
n 3 Pacific Islands
n 2 Guam
n 1 CNMI
n 10 Non-Residents (14%)
n 8 Continental US
n 2 Canada
Hawaiʻi2
Oʻahu50
Maui5
Source: JABSOM OSA/Admissions AY 2018-2019
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Kauaʻi2
JABSOM 1st Generation College Students2018 Entering Class
Yes12
17%No60
83%
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Source: JABSOM Diversity Survey 2018
ʻImi Hoʻōla Program
61Applicants
Class of 2017-2018
10
11Completers
12Enrollees
Source: IH Database AY2017-2018
ʻImi Hoʻōla: Student Demographics
Hawaiian2
18%
Chinese3
27%
Taiwanese1
9%
African American
19%
Filipino4
37%
Class of 2017 – 2018 (Matriculants to JABSOM in 2018)
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Gender Race/Ethnicity
Male5
45%Female6
55%
ʻImi Hoʻōla: Student Geographic Origin
1
2
8
12
Source: IH Database AY2017-2018
ʻImi Hoʻōla: 1st Generation College StudentsClass of 2017-2018
Yes4
36%No7
64%
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Source: IH Database AY2017-2018
Objective 2
Institutional Diversity Policy Objective 2. The medical school is committed to creating a diverse workplace within the school, whereby faculty, staff and administrative leadership reflect the ethnic diversity of Hawaiʻi and promotes gender equity.
Activities & Outcomes to be monitored:
1.The medical school will establish hiring policies and practices that are aligned with the institutional diversity policy.
2.Diversity of the faculty, staff and administrative leadership of the school along the abovementioned dimensions will be tracked and reviewed on an annual basis.
3.Progress will be made towards the objective by providing feedback to those involved in the selections process and assessing the strategies used to enhance the diversity of qualified applicants.
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4th Annual Women in Medicine Forum
“The advancement of women in medicine and in our larger society requires us to incorporate four kinds of power [expert, reward, reverent, generative] to create new cultural narratives where women build and direct power that end the current sociocultural inequities and hierarchy that ignore the voice and presence of women.”
~ Dr. Naleen Andrade
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Dr. Naleen Andrade and Dr. Reni SoonWomen in Medicine Leadership Panel
September 2018
JABSOM Employee Overview
Civil Service163% Leadership
203%
Grad Asst56
10%
APT10819%Faculty
36965%
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N = 569
SOURCE: JABSOM HR AY 2018-2019
African American, 1%Mixed Race/Ethnicity, 3%
Hispanic or Latino, 3%
Other Asian, 6%
South Asian, Asian Indian, 4%
Filipino, 6%
NHOPI / AIAN, 9%
Chinese, 12%
Japanese, 28%
White, 28%
All Departments(N = 569)
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Sex Race/Ethnicity
Male26246%
Female30654%
Intersex1
0%
SOURCE: JABSOM HR AY 2018-2019
Leadership(n = 20)
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Sex Race/Ethnicity
Chinese2
10%
Filipino1
5% Hispanic/Latino1
5%
Japanese5
25%
NHOPI3
15%
South Asian, Asian Indian
210%
White6
30%
Male13
65%
Female7
35%
SOURCE: JABSOM HR AY 2018-2019
Faculty(n = 369)
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Sex Race/Ethnicity
Male19052%
Female17848%
Intersex1
0%
African American4
1%
Hispanic/Latino123%
Mixed Race134%
Filipino164%
South Asian/Asian Indian195%
Other Asian247%
NHOPI277%
Chinese43
12%
Japanese94
25%
White11732%
SOURCE: JABSOM HR AY 2018-2019
Staff(n = 180)
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Sex Race/Ethnicity
Mixed Race3
2%
Hispanic/Latino4
2%
African American5
3% Other Asian9
5%
Filipino18
10%
Chinese21
12%
NHOPI / AIAN22
12%
White38
21%
Japanese60
33%
Male59
33%
Female12167%
SOURCE: JABSOM HR AY 2018-2019
Summary
n JABSOM’s admissions and pipeline (pathway) programs are aligned with its institutional policy and are effective contributors to student diversity within JABSOM
n Strengths – Increase in NHOPI students and matriculants from rural areas, particularly from neighboring islands, Strong representation of women among students and faculty/staff
n Challenges – Need to continue to expand pathways/pipelines for first generation college students
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Mahalon JABSOM Diversity Task Force and
Diversity Dashboard Working Group
n Dr. Mālia Purdy, Dept of Native Hawaiian Health
n Dr. Ivy Nip Asano, JABSOM Director of Admissions
n Mr. Craig Morimoto, Registrar/Admissions Officer, Office of Student Affairs
n Ms. Kathy Matsumoto, Interim Director JABSOM Human Resources
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