Diversity & Inclusion
Brown University strongly supports and leads many diversity initiatives at all levels of the organization, including the President's office. For example, Brown's Office of Institutional Diversity provides leadership for the formulation and oversight of policies related to pluralism and equity, and initiates programs and practices that promote diversity, inclusion, and fair treatment of all members of the community. More specifically, Brown University directs multiple recruitment strategies toward the goal of achieving greater diversity among its faculty and students. Within the Medical School, the Dean of Biology and Medicine, Associate Dean for Diversity, and Department of Psychiatry and Human Behavior are partners in this enterprise.The Division of Biology and Medicine's Office of Diversity and Multicultural Affairs (ODMA) focuses on: 1) coordinating recruitment efforts of individuals from underrepresented minority groups; 2) providing academic, personal, and professional career development and social support to these students, faculty, and trainees; and 3) collaborating across the university to offer culturally educational curricula. Below are several specific initiatives of ODMA:
Diversity Publication (article by Dr. Guthrie)
The goals of the Council are to provide a forum to identify current diversity and inclusion activities within each clinical department, share these activities and ideas so that we may all learn from them; eliminate barriers to diversity and inclusion; educate and empower committee members to be able to evoke change within their departments; create a centralized knowledge base about the status of diversity and inclusion activities within each department and create a unified vision of what diversity and inclusion looks like at Brown.
Formerly the Race in Medicine Taskforce, this committee is made up of students, staff, and faculty and is charged with implementing a coherent and inclusive curriculum at Alpert Medical School.
The ODMA Fellowship is a one year funded position. The fellow is a Brown medical student who works to develop skills in leadership, collaboration, and program development through the creation of initiatives that address the mission of the ODMA and the priority areas of Brown's Diversity and Inclusion Action Plan (DIAP).
Petersen Educational Enhancement Fund
The Petersen Educational Enhancement Fund supports innovative service or research initiatives designed to have a positive impact on individuals, families, and communities.The Fund encourages students to undertake projects in the United States or abroad that not only will foster their own development and enrich their educational experience but, just as importantly, will enable them to give back to the community at large.
The Brown Minority Housestaff Association (BMHA) became a recognized housestaff organization in 2013. BMHA is advised through faculty, the GME Department and the Office of Diversity and Multicultural Affairs (ODMA). The BMHA is an organization that strives to promote the advancement of underrepresented housestaff through community building, mentorship, networking, and advocacy. The strength of a diverse workforce more effectively meets the needs of the diverse population of patients we serve. http://www.brownmedicine.org/2/bmha/index.htm
Brown's Support of Individuals with Disabilities
Students and trainees with disabilities are welcomed at Brown and provided with services through the Student and Employee Accessibility Services (SEAS), which ensures adequate accommodation for physical or mental disabilities. SEAS coordinates accommodations with departments throughout the university, provides updates on access conditions, and offers a wide array of assistive technologies.
The Department of Psychiatry and Human Behavior's Commitment to Diversity
Our department has a longstanding history of being a leader in diversity recruitment, mentoring, and education. The department's Diversity Committee has been very active in recruiting diverse trainees to our training programs, enhancing education on diversity for trainees and faculty, and developing a programmatic approach to diversity mentoring.
This committee assists in recruiting and supporting trainees and faculty from diverse backgrounds or with diversity-related research interests, and to promote cultural competence in training and research. The committee sponsors core seminars to integrate diversity-related topics in seminars throughout the DPHB, provides training opportunities on diversity-related topics. The committee has also developed two specific initiatives focused on 1) mentoring trainees and 2) providing continuing education opportunities for faculty. The committee launched a diversity mentoring program in 2010 to facilitate networking and career development among trainees and faculty in the DPHB and to offer trainees and faculty opportunities to discuss clinical, research, and professional issues relevant to diversity in a supportive collegial environment. Drs. Tyrka and Guthrie are mentors in this program. Through informal meetings with mentors, this program offers trainees and junior faculty from diverse backgrounds and/or with interest in working with diverse populations the chance to explore professional and personal issues. A competitive departmental research award of $10,000 is awarded to a early career faculty member from an under-represented or disadvantaged background, and the Diversity Committee has a formal initiative to match talented minority investigators with funded researchers to facilitate the submission of Diversity Supplements to NIH. Recently, one of our research residents was awarded the research funding award. The Diversity Committee also launched a Faculty Cultural Competence Initiative to ensure that our faculty receive additional opportunities to enhance their cultural competence with respect to teaching, supervision, and research responsibilities. In 2004 and 2012, the Diversity Committee was awarded funding from the American Psychological Association Commission on Ethnic Minority Recruitment, Retention, and Training to support ongoing development of multicultural competence among DPHB faculty via continuing education programs. Presentations are given to highlight discussions of race, ethnicity and differences in cultural identities in teaching, supervision, clinical work and research. This program has partnered with us to enhance diversity in our residency training program and the Research Training Program (RTP).