Strategy 6
Create a diverse, equitable, and inclusive UI COM-munity
Foster community and provide resources for students, trainees, faculty and staff, to encourage and support cross-campus and discipline engagement and interaction.
Strategy 6
Target Completion Date: Q2 2024; Progress: 75%
Develop and implement a diversity, equity, and inclusion framework that will coordinate efforts at the individual, unit, department, campus, and college level
Key Activities
- Conduct a UICOM Climate Assessment, understand and address the gaps.
- Review and update policies, standards and bylaws for DEI language.
- Determine the appropriate level and type of DEI support services and resources needed to effectively create a productive environment, enabling all students, residents, faculty, and staff to thrive in their study and career pursuits.
- Conduct College and Hospital-wide Anti-Bias/Reduction Training and provide educational programming to help improve UICOM stakeholders’ understanding of health disparities in the social context of medicine.
- Publicly recognize innovation, collaboration, and outstanding communication efforts across individuals, units, departments, and/or campus levels around DEI initiatives and goals.
- Recruit, support, matriculate, and graduate a diverse body of students and trainees.
- Grow a diverse candidate pool of faculty and staff, utilizing more creative recruitment methods in an effort to advance diversity conversion rates.
- Develop and make public a UI COM DEI Report Card designed to evaluate the progress of DEI Committees, Action Steps, and Initiatives.
Subcommittee Membership
Jo-Ann Archey, Evelyn Figueroa, James Hall, Holly Rosencranz, Constance Umbles-Sailers
Target Completion Date: Q4 2024; Progress: 50%
IRecruit, matriculate, support, and graduate a diverse body of students and trainees who embrace UI COM’s vision and values [e.g., leverage community outreach programs, pre-admissions pathways, and pipeline programs.
Key Activities
- Compile and review baseline data of current/past admission trends at UI COM (for students and trainees), and develop methodologies to address any gaps.
- Ensure members of admission and selection committees, interviewers, and other key members involved in the UI COM admission and selection process participate in formal bias reduction training, and as needed, receive additional identified support.
- Survey URM students and trainees periodically to assess resource needs to help improve learning, wellness, and environmental experiences.
- Provide periodic updates to the UI COM community on the committee’s established DEI metrics and initiatives, in alignment with the UIC Diversity Strategic Plan.
Subcommittee Membership
Alesia Hawkins-Jones Jo-Ann Archey, Terri Blevins, Hana Hinkle, Alyssa Lawrence, Constance Umbles-Sailers
Target Completion Date: Q4 2024; Progress: 24%
Enrich faculty/staff diversity through recruitment by growing the diverse candidate pool and improving the conversion rate (i.e., hires) of candidates. Build tools, protocols, and systems for growth and retention.
Key Activities
- Review and adjust UI COM faculty and staff job description templates to enhance inclusivity and to ensure that content communicated UI COM’s desire and commitment to attract, retain, and advance a diverse workforce.
- Identify and establish resource advisors/advocates to help in the hiring and recruitment process; develop and provide ongoing training to help mitigate biases in recruitment and hiring practices; and to help improve recruitment and conversion rate of faculty and staff candidates.
- Build an incentive system that properly recognizes departments that create additional pathways for development and advancement, including recognizing efforts and achievements in areas that enhance diversity, equity, and inclusion.
- Provide periodic updates and recommendations on the established DEI metrics to UI COM community, in alignment with the UIC Diversity Strategic Plan.
Subcommittee Membership
Elsa Vasquez-Melendez, Memoona Hasnain, Hana Hinkle, Pauline Maki, Steven Sims, Marcelo Soares, Constance Umbles-Sailers, Kelvin Wynn
Metrics
Number of student applications and yield rate among diverse candidates
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Educational outcome metrics such as step, graduation rate, and match
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Interview and conversion percentages (staff, faculty, and trainees)
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Faculty composition % by each major diversity category by campus
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Faculty composition % at Assoc Prof and Prof levels by each major diversity category by campus
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Diversity promotion/growth metric for staff
DRAFT ONLY
Values
| Current Value:0 | Target Value: 0 |
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Faculty & Staff retention rate by diversity category by campus
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Percent of workforce and students receiving (at least annual) diversity training/education
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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Minority/DEI satisfaction survey; anti-dsicrimination/DEI report card; DEI Climate Survey
DRAFT ONLY
Values
| Current Value: 0 | Target Value: 0 |
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