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Equity, Diversity, and Inclusion


Mission Statement

To promote diversity among faculty, staff, and trainees within the Department of Orthopaedic Surgery through education, mentorship, advocacy, and outreach in accordance with the UC San Diego Principles of Community.

Vision

Our vision is to cultivate an inclusive, supportive, and creative environment to meet the needs of faculty, staff, trainees, and patients in academic Orthopaedic Surgery.

Values

Our work will be guided and informed by our beliefs and commitments to:

  1. Inclusiveness
  2. Collaboration
  3. Equity
  4. Outreach
  5. Proactive engagement in Diversity
  6. Mentorship and Professional Growth

Our commitment to diversity represents recognition that each individual is unique. Our definition of diversity includes, but is not limited to, differences in race, ethnicity, gender, sexual orientation, socioeconomic status, heritage, age, physical ability, religious belief, political or ideological belief, or intellectual perspective.

Scope

  1. With support from the Orthopaedic Surgery Executive Committee, an Equity, Diversity, and Inclusion (EDI) Committee (and Chair) will be convened and report to the Department of Orthopaedic Surgery Executive Committee and Faculty Meetings.
  2. The EDI Chair will report to the Executive Committee and will report at faculty meetings
  3. The EDI Committee will convene, generate a strategic plan, and propose a support structure from the Department.
  4. The Department will support EDI work in the form of time and academic files.
  5. Some potential area for strategic planning and goal setting for the EDI Committee:
    1. K-12 and undergraduate Outreach
    2. Training and Education for Trainees, Faculty, and Staff
    3. Recruitment and Retention strategies for Trainees, Faculty, and Staff
    4. Participation in and Alignment with collaborative grant-writing and development initiatives across UCSD SOM and Main Campus
    5. Endorsement to participate in Campus and UCOP initiatives, including, but not limited to UC Women’s Initiative, EMERGE Program, UC San Diego Health Leadership Academy, UC San Diego Women’s Conference, Task Force on Anti-Racism, Equity, Diversity, and Inclusion in Health, and Diversity Events and Work Luncheons (ex: Staff Association Diversity at Work, Cesar E. Chavez Celebration, Native American Heritage Month, Asian and Pacific Island American Heritage Celebration, Black Staff Association Black History Month).

To achieve our vision, specifically the underrepresented in medicine (URiM) community:

  1. We will provide and require anti-racism training for all new hires; and annual training for all department members, including residents, fellows, faculty, staff, and visiting scholars (this can count toward CME for the physicians/clinicians).
  2. We will review/evaluate the use of race in ‘History of Present Illness’ (HPI)
  3. We will document/evaluate the use of ‘Chronic Exposure to Racism/Bias’ as a risk factor in health/disease
  4. We will incorporate ‘Chronic Exposure to Racism/Bias’ into patient reported outcomes or follow-up questionnaires
  5. We will involve residents and fellows in the Equity, Diversity, and Inclusion (EDI) Advisory Council, as one resident will participate in this Advisory Council.
  6. We will provide transparency on the numbers of URiM residents, fellows, staff, and faculty members through regular queries and departmental communication.
  7. We will provide transparency about the process of selecting residency applicants to interview and evaluating them during rank list meetings. We will include a representative from Ortho’s Individual Diversity Committee or the GME Office of Diversity as a participating member in rank list meetings.
  8. We will consider equity, diversity, and inclusion in our residency rank list.
  9. We will provide protected time for leadership to deliver a diversity curriculum to residents and fellows, such that the burden to create and deliver this curriculum is not placed on the residents and fellows themselves. This can be a unified curriculum created at the GME level, and leadership can utilize resources such as Advancing Health Equity to develop and implement this curriculum.
  10. We will expand the outreach of UC San Diego to regions of San Diego County where underserved communities of color are more highly concentrated.
  11. We will increase the value placed on community/diversity engagement in the faculty promotion and advancement process.
  12. We will require that any PI with NIH R01 funding or the equivalent participate in at least one internal/external academic enrichment program for underrepresented minorities/underserved students (i.e., McNair Scholars, CAMP, NASPA).
  13. We will require PIs with K01/K08/K23 equivalent funding to participate in the same by way of application preferences for internal funding.
  14. We will increase the value placed on community/diversity engagement in the staff promotion and annual performance evaluation process.
  15. We will participate in shadowing experiences for underrepresented minorities/underserved students (e.g., ULMSP, Preuss School program, HiTech High).
  16. We will participate in K-12 outreach activities including classroom lectures and demonstrations, field trips, and career discussions.
  17. We will collaborate with partners within and beyond UC San Diego SOM and Main Campus, in proposal-writing, fund-raising initiatives, task forces, events, workshops, and/or celebrations.
  18. We will work with Equity, Diversity, and Inclusion (EDI) Advisory Council to promote an inclusive environment supporting professional growth for trainees, faculty, and staff including peer-to-peer (lateral) and mentor-mentee (vertical) connectivity.

Committee Members

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Cultural Calendar

Embedded calendar?

Upcoming Events

AAOS Medical Student Session

LMSA Conference