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Equity & Inclusion

 

Our program is committed to providing an inclusive, diverse, supportive, and respectful learning environment that values all individuals through our aims of equity and anti-racism actions. We recognize that the diversity of our residents does not match the diversity of our patients and endeavor to actively recruit and support residents who identify as historically excluded and underrepresented in medicine (EUiM) in a culture that celebrates each person’s unique experiences and perspectives. The anti-racism plan below is in addition to ongoing efforts to support historically EUiM residents beyond race such as the broader LGBTQI+ community.

Residency Program Anti-Racism Plan

In light of the culminating events of 2020 that reflect hundreds of years of systemic racism, our residents and program have committed to an intentional anti-racist position with guidance from our Black residents, our institution’s Actions Speak Louder campaign, and the Black Physicians Network of Greater Rochester as well as in collaboration with Dr. Katherine Greenberg, Pediatric Vice Chair for Diversity and Culture Development.

Culture, Curriculum, Support, Recruitment

Culture

  • Adjust our program aims with an intentional anti-racist position rather than solely focusing on diversity and inclusion
  • Commit to physical residency space reflective of our community and commitment
  • Collaborate with, advocate for, and support larger departmental and institutional efforts

Curriculum

  • Develop intentional, longitudinal curricular opportunities for resident engagement with health equity and anti-racism within clinical and didactic settings
  • Employ community experts to train program leadership and residents in anti-racism and addressing microaggressions
  • Champion our new Susan B. Anthony and Fredrick Douglass Scholars Program to train pediatricians and support their development in understanding and addressing health inequity through community health advocacy or research, a broad mentorship team, endowed funding, and optional Certificate programs

Recruitment

  • Strive for resident compositional diversity on par with or exceeding national pediatric resident diversity
  • Holistically review all applicants with a focus on EUiM
  • Engage with local and national organizations that support EUiM students
  • Support Visiting Clerkship Program for EUiM students (not available 2020-21 due to COVID)

Support

  • Establish intentional mentorship for residents who are Black, Indigenous, and People of Color (BIPOC)
  • Support resident attendance at Association for Minority Residents and Fellows (AMRF) monthly meetings by proactively providing coverage
  • Proactively address any resident concerns regarding perceived hostile actions including utilization of the newly forming departmental Ombuds program

About URMC: Anti-Racism Action Plan

The School of Medicine and Dentistry, is partnering with the University's Office of Equity and Inclusion to develop a comprehensive Medical Center anti-racism plan. The new plan will include specific recommendations from anti-racism advocacy groups and allies, committing to strategies and actions that strengthen institutional diversity, identifying leaders, measuring progress and providing transparency through regular reporting.

Adrienne Morgan, Ph.D.

 

Adrienne L. Morgan, Ph.D.
Sr. Associate Dean for Equity and Inclusion, School of Medicine and Dentistry
Associate VP, Office of Equity and Inclusion
Pronouns: She, Her, Hers.

Additional Resources