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Diversity & Inclusion

 

Our program provides an inclusive, diverse, supportive and equitable learning environment that values all individuals through our equity curriculum and actions.  Our goal is that our residents and faculty reflect the diverse population we serve. 

Why are we committed to Equity?

  1. Our differences are our strengths.  All are valued and valuable, and contribute much to our environment and each other’s success.
  2. There is no gold standard sex, race, religion, gender, sexual orientation, ethnicity, culture or language.
  3. Diverse and inclusive teams with high trust are twice as accurate, creative and productive as non-diverse and non-inclusive teams.
  4. It is the right human thing to do.

Our Equity Curriculum

  • Do the work, learn, listen and wake up.  We hold regular trainings for residents, faculty and staff on the roots and outcomes of sexism and racism, implicit bias, micro-aggressions, bystander/ally training, health care disparities and mentoring across differences.  We even collaborate with the University of Michigan on a quarterly joint anti-racism teaching conference.
  • Create and sustain supportive and safe space. The Association of Minority Residents and Fellows (AMRF) originated from within the Med-Peds residency program in 2014.  We continue to sponsor and hold monthly meetings of this organization.  We actively invest in each and every trainee’s success.
  • Hold ourselves and each other accountable.  Responding as a bystander to inequity is a tenet of professionalism for us.  We train you how to report, how to intervene, and how to resolve instances of inequity.  We train you to have a growth mindset on your own anti-racism journey. 
  • Hire for diversity.  Build the pipeline through coordination with SNMA and LMSA.  Holistic reviews of applicants and mandated diverse faculty and resident recruitment committees work us toward our goal of reflecting the population we serve. 

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