http://www.ncbi.nlm.nih.gov/pubmed/23886998
Building Diversity in a Complex Academic Health Center.
Source
Dr. South-Paul is Andrew W. Mathieson Professor and Chair, Department of Family Medicine, University of Pittsburgh School of Medicine and University of Pittsburgh Medical Center, Pittsburgh, Pennsylvania. Dr. Roth is associate senior vice chancellor for clinical policy and planning, Health Sciences, University of Pittsburgh, Pittsburgh, Pennsylvania. Ms. Davis is assistant vice chancellor for diversity, Schools of the Health Sciences, University of Pittsburgh, Pittsburgh, Pennsylvania. Mr. Chen is pursuing a master's degree in public health with a focus in health policy and management, University of Pittsburgh, Pittsburgh, Pennsylvania. Dr. Roman is senior vice president for administration, University of Pittsburgh Physicians and University of Pittsburgh Medical Center, Pittsburgh, Pennsylvania. Dr. Murrell is associate professor of business administration, psychology, and public and international affairs, and director, David Berg Center for Ethics and Leadership, University of Pittsburgh, Pittsburgh, Pennsylvania. Dr. Pettigrew is assistant dean for student affairs and director of diversity programs, University of Pittsburgh School of Medicine, Pittsburgh, Pennsylvania. Ms. Castleberry-Singleton is chief inclusion and diversity officer, University of Pittsburgh Medical Center, Pittsburgh, Pennsylvania. Dr. Schuman is the Eye and Ear Foundation Professor and chairman, Department of Ophthalmology, University of Pittsburgh and Eye and Ear Institute, Pittsburgh, Pennsylvania.
Abstract
For 30 years, the many diversity-related health sciences programs targeting the University of Pittsburgh undergraduate campus, school of medicine, schools of the health sciences, clinical practice plan, and medical center were run independently and remained separate within the academic health center (AHC). This lack of coordination hampered their overall effectiveness in promoting diversity and inclusion. In 2007, a group of faculty and administrators from the university and the medical center recognized the need to improve institutional diversity and to better address local health disparities. In this article, the authors describe the process of linking the efforts of these institutions in a way that would be successful locally and applicable to other academic environments. First, they engaged an independent consultant to conduct a study of the AHC's diversity climate, interviewing current and former faculty and trainees to define the problem and identify areas for improvement. Next, they created the Physician Inclusion Council to address the findings of this study and to coordinate future efforts with institutional leaders. Finally, they formed four working committees to address (1) communications and outreach, (2) cultural competency, (3) recruitment, and (4) mentoring and retention. These committees oversaw the strategic development and implementation of all diversity and inclusion efforts. Together these steps led to structural changes within the AHC and the improved allocation of resources that have positioned the University of Pittsburgh to achieve not only diversity but also inclusion and to continue to address the health disparities in the Pittsburgh community.
