Diversity

Our department has a longstanding history of being a leader in diversity recruitment, mentoring, and education. Learn more about our initiatives, programs and partners below.

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. 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).

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Summer Fellowship for Medical Students from Underrepresented Groups

In the last two years (2018, 2019) we have offered a summer fellowship for two medical students from underrepresented groups. This program provides an excellent opportunity for medical students from diverse backgrounds to experience psychiatry and research training in medical school to increase interest, training and opportunities in research. The long-term goal is to expand the diversity of the National Institute of Mental Health research workforce. For more information about upcoming summer research opportunities for medical students, please contact Dr. Audrey Tyrka at [email protected].

 

The Brown Minority Housestaff Association (BMHA) became a recognized housestaff organization in 2013. BMHA is advised through faculty, the GME Department and 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. 

A march on June 14, 2020 in solidarity with Brown Minority Housestaff Association, Brown Sexual and Gender Minority Alliance, Office of Women in Medicine and Science, Alpert Medical School at Brown University SNMA, LMSA Brown Med, Brown APAMSA, Brown AMWA, and Spectrum LGBTQ of Alpert Medical School .

Watch "#CodeBlackRI" on Vimeo: https://vimeo.com/437930594?ref=em-v-share

Students and trainees with disabilities are welcomed at Brown and provided with services through 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.

Brown University executed Pathways to Diversity and Inclusion: An Action Plan for Brown University (DIAP) in 2016. This strategic plan outlines concrete, achievable actions that must be taken to make the University more fully diverse and inclusive. Each academic and administrative unit, including the Warren Alpert Medical School and the Department of Psychiatry and Human Behavior, was required to establish their own plans that support the goals put forth in the DIAP.  

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. 

Mentoring and Educating Diverse Students and Trainees to Excel as Physicians

Mission:  

To create community and structured mentorship within AMS for individuals who self-identify as underrepresented in medicine

Objectives:

  • Establish a system of mentorship for all medical students and trainees who self-identify as UIM
  • Utilize the group mentorship model and peer mentorship to leverage the resources of the entire AMS UIM community
  • Prepare mentors and mentees to address challenging professional situations
  • Strengthen the sense of community at AMS for UIM faculty, trainees and students
  • Create a safe space for discussion, education and professional growth

THE OFFICE OF WOMEN IN MEDICINE AND SCIENCE (OWIMS)
Dedicated to the advancement of women faculty, residents, students and trainees in the Division of Biology and Medicine at Brown University and The School of Public Health at Brown University, the Office of Women in Medicine and Science (OWIMS) serves to network women in medicine and science at all levels.  The office offers educational programs to meet the needs of its many constituencies.  

The Office’s primary areas of focus are:

  • Professional advancement of women faculty, house officers, students and trainees
  • Career planning
  • Professional/faculty development
  • Mentorship programs
  • Networking
  • Recognition programs for women in medicine and science
  • Promotion of diversity and gender equity
  • Women’s health research and education

Title IX and Gender Equity

The DPHB is dedicated to supporting and maintaining an academic environment characterized by civility and respect. We follow the policies of Brown University, the affiliated hospitals, and the NIH regarding sexual and gender-based harassment and other prohibited conduct.  The Brown University Title IX office is an important resource for students, trainees, and faculty:  https://www.brown.edu/about/administration/title-ix/. More information about the Brown policies on sexual and gender-based harassment and other prohibited conduct can be found here:  https://www.brown.edu/about/administration/title-ix/policy#policy7A.  Affiliated hospitals also have their own policies and reporting procedures.  The National Institutes of Health (NIH) also does not tolerate pervasive or severe harassment of any kind, including sexual harassment, at research organizations that receive NIH funding as described here: https://www.nih.gov/anti-sexual-harassment   

Mission

The Office of Institutional Equity and Diversity (OIED) serves as a critical leader, resource, and support in sponsoring programs and events related to diversity and inclusion at Brown University. OIED helps lead inclusion efforts across campus through:

  • Accountability: OIED monitors and measures progress of Brown University’s Diversity and Inclusion Action Plan (DIAP) and the Departmental DIAPs, produces an Annual Report for the DIAP, and supports the activities of the Diversity and Inclusion Oversight Board and the President’s Advisory Council on Diversity.
  • Compliance: OIED oversees compliance with University policies and procedures, as well as and with federal, state and local laws related to discrimination and harassment, sexual and gender-based harassment and violence (Title IX), equal employment opportunity and affirmative action (EEO/AA), and disabilities resources and accommodations (ADA/504).
  • Fostering Academic Diversity: OIED supports academic and administrative units with their efforts to recruit a diverse faculty and staff by providing training and assistance to search committees as they develop diverse pools of candidates. OIED also supports the development, implementation, and assessment of professional development and mentoring initiatives for faculty, staff and students from historically underrepresented groups.
  • Promoting Diversity and Inclusion: OIED collaborates with offices across Brown to design, implement and promote programs and events related to diversity and inclusion. 

Institutional Partners

Institutional diversity and inclusion at Brown is led by the Office of Institutional Equity and Diversity. Several councils and boards work in partnership with OIED to ensure Brown commitment to equity, diversity, and inclusion.   

Why Brown? Our Commitment to Diversity.

Brown University executed Pathways to Diversity and Inclusion: An Action Plan for Brown University (DIAP) in 2016. This strategic plan outlines concrete, achievable actions that must be taken to make the University more fully diverse and inclusive.