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Recruit Diverse Learners, Faculty, and Staff

Recruit an array of people from widely diverse backgrounds; provide tools and supports that encourage people to stay at URMC and advance as far as talent takes them; expand work opportunities for the least privileged in our community.

Major Themes

  • Academic and career pipeline programs
  • Workforce development programs (MCC, city of Rochester)
  • Professional networks 
  • Robust and centralized diversity recruitment office
  • Career Paths
  • Scholarships

Key Milestones for FY2021

  • All pipeline and networking relationships inventoried
  • Search committee members trained in implicit bias
  • Staff career path program in development
  • Workforce development program with city, MCC, and others
  • Baseline metrics established for key areas of recruitment


  1. Improve and sustain academic and career pipeline programs proven to increase diversity
    • Inventory of current pipeline programs throughout UR/URMC; survey past participants and determine funding mechanisms
    • Targeted workforce development programs (city of Rochester, MCC, etc.)
    • Align workforce learning needs/opportunities with University tuition program (certificates, masters)
  2. Bolster professional networks to identify and increase diverse candidates
    • Build and/or strengthen relationships with professional networks and affinity groups 
    • Connect employees and learners to Rochester affinity groups and resources
  3. Recruit diverse faculty, staff, students, trainees, postdoctoral researchers
    • Implement and follow best practice recruitment strategies to attract diverse candidates; focused effort on Leadership roles
    • Grow a centralized recruitment function
    • Provide financial assistance to students/trainees underrepresented in health care and science (scholarships, travel support, academic prep work, etc.)
  4. Improve career tracks for all; focused effort on retaining diverse candidates already recruited to URMC
    • Professional and mentorship programs targeted at junior faculty
    • Inclusive leadership certification 
    • Career Path Modernization Project; a multi-year initiative to completely transform job title and compensation program creating a modern and relevant library of job titles and job descriptions; career paths to guide employees’ professional development


In Progress

  • Developed talent acquisition and metrics structure for leadership positions.
  • Currently piloting the Faculty Recruitment Best Practices and Toolkit with the CheT Director and Office of Health Equity Research Directors searches.
  • Developed eight career pathways for high need positions with associated budget to support education for advancement. This pilot program includes partnerships with MCC, FLPPS, East High and others (Phillip, LPN).
  • Providing Implicit Bias training for all search committees.
  • Professional network development—IBERO.
  • Started a search for Associate Dean of Research and Education.


  • Develop Career Ladder/Mentorship Program for staff. Got funding which begins July 1st. Identified 10 positions to pilot.
  • Modification of tuition reimbursement policy. Approved for pilot.
  • Katherine Greenberg, M.D., has accepted the interim position of Associate Dean of Equity and Inclusion. Dr. Greenberg will focus on mentorship and coaching of learners, trainees, and early career faculty.
  • Hired Director for Staff Diversity, URMC. Dominica Ranieri will help measure, monitor and track EARAP progress.