UW Medicine is committed to fostering and sustaining a working, learning, and healing environment that is diverse, equitable and welcoming of all people. Fostering and sustaining this institutional culture is essential to fulfilling the core mission of UW Medicine to improve the health and wellbeing of the peoples and communities in our region and nation. To this end, the UW Medicine Office of Faculty Affairs, in collaboration with our institutional partners, aims to provide tools and resources necessary to enhance excellence through diversity and to build and retain a more inclusive faculty.
The School of Medicine acknowledges and honors that the University stands on the unceded land of the Coast Salish peoples, land which touches the shared waters of all tribes and bands within the Duwamish, Suquamish, Tulalip and Muckleshoot nations.
Resources to Support a More Inclusive Environment
UW Medicine is a community where support and respect are expected at all levels. This tool was created for any member of the UW Medicine community to formally report incidents of racism, bullying, and other negative biases ranging from one-time micro-aggressions to more severe and sustained behavior. Print this flyer for your workspace.
Find information on UW Medicine’s commitment to healthcare equity. Resources include the Healthcare Equity Toolkit to support and guide UW Medicine leaders and staff in our effort to embrace diversity, foster inclusion and advance equity for our patients and workforce, and Healthcare Equity Blueprint to help reduce disparities in healthcare delivery.
Our goal is to address the healthcare disparities for this community by creating a patient-centered and gender-affirming environment across the UW Medicine network. The TGNB Health Program creates an integrated approach to ensure and coordinate access to primary care, behavioral health, and specialty care.
The Praxis and CLIMEcasts
The Praxis Podcast connects theory and practice for health justice, aiming to directly address and explore the effects of racism and other forms of marginalization so that we can collectively achieve health justice.
The Center for Leadership and Innovation in Medical Education (CLIME) has a series of podcasts to advance health equity and justice in medical education.
- Office for Faculty Advancement – UW Wide
- OMAD (Office of Minority Affairs & Diversity) – UW Wide
- QFS (Q Faculty, Staff, & Allies Association) – UW Wide
- Disability Services Office – UW Wide
- URM Faculty Development – School of Medicine
- CMFA (Committee on Minority Faculty Advancement) – School of Medicine
- BRIM (Bias Reduction in Internal Medicine) – Department of Medicine
- Department Diversity
- NURF (Network of Underrepresented Residents and Fellows)
- Seed Grants for Research in Diversity, Equity, & Inclusion
- National Center for Faculty Development and Diversity (NCFDD)
Office for Faculty Advancement – UW Wide
The Office for Faculty Advancement promotes the hiring, retention, and success of a diverse and inclusive faculty at the University of Washington.
OMAD (Office of Minority Affairs & Diversity) – UW Wide
The University of Washington Office of Minority Affairs and Diversity works to increase diversity on campus and enrich the collegiate experience of all UW students, faculty, and staff.
QFS (Q Faculty, Staff, & Allies Association) – UW Wide
The University of Washington Queer (Q) Faculty, Staff, and Allies Affinity Group is an association whose vision is to foster a campus climate where all Q Faculty, Staff and Allies are valued and respected, regardless of sexual orientation or gender identity.
Disability Services Office – UW Wide
The Disability Services Office mission is to provide leadership to the University community in achieving employment and educational access for individuals with disabilities.
- Services to faculty and staff with disabilities
- Accommodation advice and resources for departments
- Assistive equipment
- Classroom or examination accommodations for nonmatriculated students
- Interpreters (sign language, oral, and tactile) and real-time captioning
- General access accommodations for members of the public attending University events
- Support to mitigate barriers to access throughout the University
URM Faculty Development – School of Medicine
The Office of Faculty Affairs, in collaboration with the Office of Healthcare Equity, have launched programming to support our underrepresented minority (URM) faculty across all departments. Dr. Kemi Doll is leading this effort, in her role as the inaugural Director of URM Faculty Development. We are investing in this important work to ensure the success, retention, and recruitment of URM Faculty, and to realize the UW Medicine mission of an anti-racist institution that maximizes the potential of all faculty to improve the health of the public. By actively supporting the success of our URM faculty through collaborations and building community, we will be able to strengthen retention and bolster recruitment.
In 2021, we are launching the URM Faculty Success Initiative. This is a small-group 12-month program focused on career development, coaching, and peer co-learning and the first pilot cohort will begin in September 2021. Applications for the 2022 cohort will open in early 2022. We anticipate starting a variety of additional initiatives over the next several months.
To date, there is no way to consistently identify URM faculty members to ensure connection to these new initiatives. Racial/Ethnic Underrepresented Minority Faculty (also more recently referred to as ‘historically excluded’ in medicine or underrepresented in medicine) refer to faculty who identify as Black/African American, Latinx/Hispanic, Native Hawaiian, Pacific Islander, American Indian / Native American, and Vietnamese. To that end, we encourage you to complete this survey to help facilitate our outreach to identify faculty who may benefit from this programming.
CMFA (Committee on Minority Faculty Advancement) – School of Medicine
CMFA addresses the professional developmental need of faculty from underrepresented groups in medicine and biomedical sciences by facilitating the dissemination of knowledge, skills and resources necessary to achieve successful careers in academic medicine.
BRIM (Bias Reduction in Internal Medicine) – Department of Medicine
The BRIM initiative can help improve your departmental climate by addressing implicit bias among faculty members. Learn more here.
NURF (Network of Underrepresented Residents and Fellows)
NURF’s aim is to promote cultural diversity in medicine through community involvement, mentorship, professional networking and recruitment of underrepresented minorities in medicine (URMs).
Seed Grants for Research in Diversity, Equity, & Inclusion
The Vice President for Minority Affairs & Diversity and University Diversity Officer is pleased to offer Diversity and Inclusion Seed Grants. These small grants support projects for institutional transformation across the University of Washington’s tri-campus community that align with the goals of the 2017-2021 UW Diversity Blueprint.
National Center for Faculty Development and Diversity (NCFDD)
UW has a partnership with the National Center for Faculty Development and Diversity (NCFDD).
If you haven’t already activated your personal membership through our institutional partnership with NCFDD, you can join online now: www.facultydiversity.org/join.
As members of NCFDD, faculty (as well as post-docs and graduate students) have access to these resources: www.facultydiversity.org/membership.
In additional, NCFDD has developed a list of support resources specific to COVID-19: https://www.facultydiversity.org/covid19.
NCFDD offers an entirely virtual space where faculty can learn, connect with other NCFDD members, and access a variety of trainings based on their specific needs. The NCFDD’s online library offers 150+ webinars related to strategic planning, writing & research productivity, work-life balance, and more: https://www.facultydiversity.org/library?page=1.
For faculty members looking for additional support, NCFDD will hold its next Faculty Success Program (also known as the 12-week “bootcamp”) from January 16 – April 9, 2022 and registration is open now: https://www.facultydiversity.org/fsp-bootcamp.
The Office for Faculty Advancement may be able to offer one-third of FSP tuition if faculty apply for cost-sharing by October 11. (Typically, OFA offers cost-sharing for up to 10 UW faculty per FSP cohort, with priority given to faculty preparing for tenure or promotion review.) To apply for cost-sharing, faculty should send an email to Simone Willynck (email@example.com), Manager in the Office for Faculty Advancement, with a brief proposal that includes the following required information:
- Copy of their 3-page CV
- One-page description of how their participation in FSP will contribute toward their professional development and plans for tenure or promotion
- Evidence of seeking support from their unit (e.g., department and/or school or college).
The Department of Medicine offers a list of additional diversity, equity, and inclusion events and lectures. For more information, click here.