Department of Family and Preventive Medicine

Goals

Develop a diversity, equity, and inclusion action plan by which the department will be held accountable for reaching its internal goals.

Promote and proliferate the development and retention of a diverse workforce including faculty, staff, and training programs.

Evaluate the department for structural racism and develop action plans to eliminate biased policies that hinder the development, promotion, and retention of diverse faculty and staff.

Incorporate evidence-based high-quality diversity, equity, and inclusion educational curricula into training initiatives for faculty, staff, trainees, students, and community members, centered on patients.

Advocate for the department to advance diversity, equity, and inclusion as one of the cornerstones for all new and current department initiatives

Foster high-quality research and quality improvement initiatives aimed at social justice reform, improvement of patient outcomes, and decreased healthcare disparities in the community.

Affinity Groups

Our DEI Council has formed affinity groups for staff development, faculty development, education, and social media.

Affinity groups are groups with common interests and issues. We anticipate that these groups and networks will exist not only to benefit their own group members; but also that they work both inwardly and outwardly to edify group members as well as the department as a whole.

Ideally, affinity and ally groups should:

  • Support DOM efforts to attract and retain the best talent
  • Promote leadership and development at all ranks
  • Build an internal support system for faculty and staff
  • Encourage diversity and inclusion at all levels

Resources

Department Resources

As a testament to our commitment to recruiting and retaining talent from various backgrounds, the department offers opportunities to participate in Emory's RYSE Underrepresented Minority Faculty (URM) Development program, which promotes career development through didactics, peer mentoring, and discussion.

2022 SOM Affinity Month Celebrations

  • Black History Month (February)
  • Women’s History Month (March)
  • Arab-American Heritage Month (April)
  • National Asian American and Pacific Islander Heritage Month (May)
  • LGBTQ+ Pride Month (June)
  • National Hispanic Heritage Month (September)
  • National Disability Employment Awareness Month (October)
  • National Native American Heritage Month (November)

Recommended Reading and Listening

Sanders, J. J., Gray, T. F., Sihlongonyane, B., Durieux, B. N., & Graham, L. (2021). A Framework for Anti-Racist Publication in Palliative Care: Structures, Processes, and Outcomes. Journal of Pain and Symptom Management. 2021 Oct 16.

Armstrong K, Ritchie C. Research Participation in Marginalized Communities—Overcoming Barriers. New England Journal of Medicine. 2022 Jan 15.

Swenor B, Deal JA. Disability Inclusion as a Key Component of Research Study Diversity. The New England Journal of Medicine. 2022 Jan 15.

Marcewicz L, Kunihiro S, Curseen KA, Johnson K, Kavalieratos D. Application of Critical Race Theory in Palliative Care Research: A Scoping Review. Journal of Pain and Symptom Management. 2022 Feb (online).

Klein R, Ufere NN, Schaeffer S, Julian KA, Rao SR, Koch J, Volerman A, Snyder ED, Thompson V, Ganguli I, Burnett-Bowie SM, Palamara K. Association Between Resident Race and Ethnicity and Clinical Performance Assessment Scores in Graduate Medical Education. Acad Med. 2022 May 17. doi: 10.1097/ACM.0000000000004743. Epub ahead of print. PMID: 35583954.

Our PA program hosts an annual reception for underrepresented minority students, faculty, and alumni during orientation week.

Diversity - 1
Minority reception
PA speaking diversity