The University of Colorado Division of Hospital Medicine (DHM) is committed to diversity, equity, and inclusion. Diversity and equity drive excellence in clinical care, scholarship, and medical education. As a division, we lead and support programs and initiatives that address inequities and injustices in underserved patient populations, as well as inequities within our healthcare workforce. We are dedicated to working with students, residents, fellows, faculty, and staff from diverse backgrounds to continuously foster a culture of inclusivity.
It Takes a Village: Harnessing the power and strength of individual members within the DHM, as well as through collaboration and support from the DOM, SOM, local, and national organizations, we have been able to make progress in several key areas of DEI.
Appointing a DEI Director
In 2018, our Division implemented a step-wise approach to critically assessing DEI within our group, which included appointing a Director of DEI to help lead and oversee these efforts. We appointed Amira del Pino-Jones, MD, Assistant Professor of Medicine (photo to the right).
Primary charges of the Director of DEI:
Research, apply, and promote a broad scope of DEI initiatives and best practices within the DHM, including faculty development, educational programs, and scholarship
Work with the Department of Medicine (DOM) Vice Chair of Diversity and Justice and School of Medicine (SOM) Associate Dean of Diversity to develop innovative forums to promote DEI, and improve DEI in the student, house staff, administrative staff, and faculty ranks, i.e. recruitment, retention, promotion, implicit bias training, and career coaching programs
Support health disparities research and community engagement
Several members of our Division worked on Departmental and SOM committees to help develop family leave policies and advocate for more flexible work schedules. The collective efforts of many people on campus helped advance the policy at the Departmental and Institutional levels.
Several members of our Division have worked closely with hospital leadership to enhance support for lactation rooms (space, pumps, computers). We have acquired sufficient space and facilities such that nursing mothers can pump and still provide patient care (answer pages, enter orders, complete documentation, etc.).
We are partnering with national organizations to develop a hard stance on “zero tolerance” in regards to abuse (verbal, physical, or other), sexual harassment, and discrimination in healthcare settings
With the assistance of our DHM Compensation Committee members and leadership within the Division and SOM, including collaboration with the DOM Program for Advancing Gender Equity (PAGE) we developed transparent and consistent processes for achieving salary equity. Using local and national benchmarking, we aimed to ensure that our faculty (physicians and Advanced Practice Providers) were receiving “equal pay for equal work” in regards to years in rank and/or equivalent years of practice or training. Using a 2-phase approach to increasing salaries over one year, we were able to get all of our faculty’s salaries to benchmark.
In collaboration with the American Association of Medical Colleges (AAMC), we developed toolkits and checklists aimed at achieving equity and diversity within candidate pools and on major committees, including but not limited to search and promotion committees, as well as amongst speakers for local, regional, and national conferences. The toolkits and checklists are available on the AAMC website (GWIMS Equity Recruitment Tool) and are being utilized within our Division and DOM.
We are currently developing electronic methods for tracking diversity and equity metrics, which will allow for Departmental wide reporting and accountability.
Faculty within the DHM have worked closely with the SOM and DOM to deliver curricular content to medical students and residents that focuses on race, racism, and healthcare disparities. We are developingworkshops that teach faculty how to address microaggressions and best support their learners.
Faculty across our Divisional sites have developed pipeline programs for undergraduate students bound for health professions as well as programs developed specifically for medical students (LEAD, HISP)
We are developing mentoring structures to eliminate disparities that are seen around childbirth (delayed promotions, leaky pipelines) as well as assisting with the development of mentorship programs geared at women and underrepresented minorities (URMs).