washington university school of medicine february 25, 2015
TRANSCRIPT
Pediatric LeadershipMeeting on Diversity
Washington University School of MedicineFebruary 25, 2015
Thank you for coming today, your attendance and participation is important.
We have a charge to reach every faculty and staff member on the WUSM campus to establish a baseline level of awareness of, and a common language concerning ‘Diversity and Inclusion’ (D&I).
This presentation covers content from the first, second, and third in a series of training sessions; focused on awareness and understanding and more increasingly focused on commitment, and action pertaining to D&I initiatives. This is an opportunity to go into the deep water; which will require that we move out of our comfort zones.
The presentation includes experiential activities, as well as short lectures and group interaction. Participants will increase their understanding of unconscious bias and strategies to limit negative impact on campus climate. Objectives: Assert SoM Mission on Diversity and Inclusion. Observe how biases can affect one’s thoughts and actions. Understand the impact of bias and how it can define communication. Learn about strategies to combat unconscious bias in the WUSM environment.
Welcome / Why Are We Here?
Creating and sustaining a climate that IS diverse AND inclusive takes conscious effort and honest reflection. We are making strides in the right direction. Over the past year, more than 6,300 students, faculty and staff have participated in an initiative aimed at improving diversity and inclusion. Yet there are more to train and a need to reinforce the message in all we do. In the months ahead I hope to continue this conversation with you, share new initiatives and celebrate successes. Our ambition is clear: to become an environment that supports diversity, inclusion, critical thinking and creativity…and in doing so, be the best medical school in the world and contribute to a better St Louis community. Sincerely, Larry J. Shapiro, M.D.Executive Vice Chancellor for Medical Affairs and Dean
A Message From Our Dean
“Washington University School of Medicine will lead in advancing human health through
the best clinical care, innovative research and the education of tomorrow’s leaders in
biomedicine in a culture that supports diversity, inclusion,
critical thinking and creativity”
WUSM Mission Statement
•
Department of Pediatrics Diversity Vision
The mission of the Department of Pediatrics is to improve the health of children and adolescents through excellence in patient care, research, teaching and community service.
The Mission of the Office of Faculty Development within the Department of Pediatrics at Washington University School of Medicine is to:
* Promote the career development of faculty * Assist with recruitment and retention of pediatric faculty * Increase leadership opportunities for women and minorities
Diversity is about understanding and contextualizing differences – the variety of perspectives, opinions and contributions that we each bring to the institution.
Inclusion is about leveraging diversity to create an environment and culture that is welcoming, collaborative and productive.
To make this work for any organization, our challenge as leaders is to create an inclusive environment wherein diversity is immersed into institutional operations.
Definition: Diversity and Inclusion
Leveraging Diversity > > > > >
Highest Performan
ce
Lowest Performan
ce
Diverse Teams• Inclusive• Working
Together
Diverse Teams• Not Inclusive• Not working
together
Homogeneous
Teams
Average Performan
ce
WUSM Office of Diversity Programs DBBS Office of Diversity Office of Faculty Affairs Faculty Diversity Committee (FDC) WUSM Diversity and Inclusion Leaders WUSM Facilitators trained by NCCJSTL Campus-Wide Town Hall Forum on Diversity and Inclusion Campus Diversity Collaborative (CDC) Barnes-Jewish and Children’s Hospital Center for Diversity and
Cultural Competence GME Diversity Healthcare Disparities Committee Danforth Campus Mosaic Project on Diversity and Inclusion Diversity Engagement Survey Race & Ethnicity: A Day of Discovery and Dialogue symposium
Current Efforts to Improve the Cultural Climate
Based on the 2000 census… Staying competitive
….the U.S. workforce (generally ages 25 to 64) is in the midst of a sweeping demographic transformation.
From 1980 to 2020, the white working-age population is projected to decline from 82 percent to 63 percent.
During the same period, the minority portion of the workforce is projected to double from 18 percent to 37 percent, and the Hispanic portion is projected to almost triple from 6 percent to 17 percent.
“…larger corporations are embracing the demographic changes; they see the need to have a more diverse workforce and the value that a diverse workforce will bring to them in terms of the clients and vendors they are going to work with…”
The Changing Face of the Workforce
Karen Elzey, VP & Director of the Institute for a Competitive Workforce at the U.S. Chamber of Commerce…
Advancing cultural competency“…professionals cannot become culturally competent solely by reading textbooks and listening to lectures. They must be educated in environments that are emblematic of the diverse society they will be called upon to serve.”
Increasing access to high-quality health care servicesDespite improvements, differences persist in health care quality among racial and ethnic minority groups. People in low-income families also experience poorer quality care.
NIH recognizes the importance of the case for D&I and they are funding initiatives to support the effort.
Expanding the Case for Diversity
Health Affairs: The Case For Diversity In the Health Care Workforce
PERSPECTIVES
Awareness Activity
Understanding Bias
We all have biases and personal experiences that become “hard-wired” into daily functioning. Meaning we prefer people who look like us, sound like us and share our interests.
In the past, bias was regarded as aberrant, conscious and intentional.
Today, we understand that often bias is normative (learned), unconscious (second nature) and largely unintentional (applied without overt malicious intent).
Diversity Iceberg
Age, race, eye color, hair, other physical descriptors
Marital status, religion, level of education, hobbies, hopes, fears,Aspirations, etc.
Auditions and Unconscious Bias
https://www.youtube.com/watch?v=RxPZh4AnWyk
1. How does this happen?
2. What are some factors that may have caused the audience and judges to react they way they did?
3. How could something similar happen in our environment?
There is overwhelming scientific evidence that unconscious bias may influence the evaluation and selection of candidates from entry-level to leadership positions in all types of organizations, including medical schools and teaching hospitals.
AAMC benchmarks show that approximately 50 percent of all medical school graduates are women and a growing number are minorities underrepresented in medicine. Yet only 20 percent of full professors are women, and even smaller numbers come from minority or ethnically diverse backgrounds. From these groups, fewer still, become department heads and deans.
Nationally: The AAMC, in collaboration with Cook Ross, is currently offering workshops on unconscious bias for health professions audiences.
Association of Medical Colleges (AAMC) & Unconscious Bias (UCB)
What I Learned Growing Up and Along the Way
Understanding Activity
What I learned growing up or along the way
IDENTITY GROUP 1Positive message heard about this group
1Negative message heard about group
What has been my lived experience?
White/Caucasian
Black/African American
Hispanic
Jewish Americans
Asian/PacificIslander
American Indian
LGBTQ
Differently Abled
Male/Female
Begins with Self reflection – how do I know what I know
Information –the psychological basis of bias
Motivation - internal (vs. external) motivation to change
Individuation – learning to see diverse others as individuals rather than as members of groups.
Direct contact with members of other groups.
Working together on teams, as equals, in pursuit of common goals.
Context/environment – images of leaders from diverse groups helps
Make a decision – think and act through a more accepting lens
How do I mitigate my UCB?
DIVERSITY & INCLUSION 2.0
Awareness Understanding
Commitment
Action
Important Concepts of Diversity and Inclusion Understand the impact of stereotypes and biased statements, even when casually said
Identify the most common reasons people sit silent in the face of bias and stereotypes
Enhance skills for speaking up against stereotypes without blame or guilt
Stereotypes: An oversimplified image or statement applied to a whole group of people, without regard for the individual.
Bias: Bias is a predisposition to see events, people or items in a positive or negative way. Bias is an attitude or belief.
Silent Collusion: To go along with through silence.
Ally: Someone who speaks up on behalf of someone else.
http://youtu.be/fzJCXPK.dMK
OUCH! That Stereotype Hurts
Communicating Respectfully in a Diverse World
© 2007, International Training and Development, LLC
Speaking Up: Six Techniques
Assume Good Intent and Explain Impact
Ask a Question
Interrupt and Redirect
Broaden to Universal Human Behavior
Make It Individual
Say Ouch
© 2007, International Training and Development, LLC
OUCH! Discussion
Which technique(s) do you personally prefer? In what types of situations would you use these techniques?
How can you increase your comfort, confidence and skill in speaking up in these situations?
© 2007, International Training and Development, LLC
The bystander effect, or bystander apathy:
A social psychological phenomenon that refers to cases in which individuals do not offer any means of help to a victim when other people are present.
The probability of help is inversely related to the number of bystanders. In other words, the greater the number of bystanders, the less likely it is that any one of them will help.
Several variables help to explain why the bystander effect occurs. These variables include: ambiguity, cohesiveness and diffusion of responsibility.
Becoming an Ally: Take a moment and write down three personal goals you will accomplish in the next 60 days that will help you become an ally.
© 2007, International Training and Development, LLC
Take Aways
Find ways to be welcoming, inclusive, and supportive
Smile, and greet people you see that you don’t know
Be aware when people in your department may be “excluded” from formal or informal conversations and activities – invite them in
Spend some time in self reflection
Develop a deeper understanding of the filters through which you view and interpret yourself and others
Identify patterns in your own ways of evaluating, assessing, and respecting other people with whom you work
Dialogue for reflection of organizational values and norms, where those values and norms come from, and how they impact the quality of your business and talent management decisions
© 2007, International Training and Development, LLC
Diversity & Inclusion LeadersContact Information
Daniel Blash, Ph.D., LPC, NCC
314-362-4991
Denise M. DeCou
314-362-4994