Diversity and Inclusion

MEDSTEP Family Reunion 2020
MEDSTEP Family Reunion 2020

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

Our department has a longstanding history of leadership in diversity recruitment, mentoring, and education. The department's Diversity Committee is 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 promotes cultural competence in training and research. The committee sponsors efforts to integrate diversity-related topics into seminars throughout the DPHB and provides training opportunities on diversity-related topics. The committee has also developed two specific initiatives focused on 1) mentoring trainees and 2) providing continuing educational 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 given annually to an 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 psychiatry research track residents was awarded this funding.

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 that highlight how complexities of race, ethnicity and differences in cultural identities impact teaching, supervision, and research are regularly attended by DPHB faculty. 
















Summer Fellowship for Medical Students from Underrepresented Groups

We offer a summer fellowship for medical students from underrepresented groups. This program provides an excellent opportunity for medical students from diverse backgrounds to experience psychiatric research and training. The long-term goal of the summer research fellowship is to expand diversity in our training program and in 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].


We know a diverse workforce more effectively meets the needs of the diverse population of patients we serve. 

The BMHA is an organization that strives to promote the advancement of underrepresented housestaff through community building, mentorship, networking, and advocacy.

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

Code Black was a march that took place 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, LMSABrownMed, 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 (MEDSTEP)


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


  • Establish a system of mentorship for all medical students and trainees who self-identify as UIM
  • Utilize the group mentorship model and peer mentorship model to leverage resources across 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

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.  

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   

Additionally, DPHB affiliated hospitals have their own policies and reporting procedures to ensure and protect gender equity. 


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.