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Policy on Diversity and Inclusion

The Zucker School of Medicine is committed to promoting diversity at all levels in the working and learning environments and to meeting the needs of the diverse body of students, house staff, faculty, staff, and communities we serve.

We foster diversity as a means to prepare our students to serve the needs of the increasingly multicultural and racially diverse patient population, enhance the cultural sensitivity of our medical students and workforce, and work towards attaining health equity for all sectors of our community.

We take responsibility for contributing to a climate that supports the distinctive contribution of every individual to high quality outcomes in patient care, education, and research. Our goal is to create an environment in which individual differences - including but not limited to differences in gender, age, race, ethnicity, socio-economic status, sexual orientation, life experience, disability, veteran status, educational and geographic backgrounds - are respected and valued by everyone.

In accordance with this policy, the School does not discriminate in the admissions of students, nor does it discriminate in the hiring, pay, or promotion of faculty or staff members. The School seeks out and actively recruits talented students, faculty members and staff members from diverse backgrounds, actively oversees compliance with this policy, and measures and reports on its actual success. Strategies for improvement are developed and reviewed regularly to produce a richly diverse, tolerant, and vibrant learning community.

Based on national demographic data, longstanding historical data describing medical schools, and regional census data, the School has developed focused initiatives aimed at recruiting and retaining Black, Hispanic, and socioeconomically disadvantaged medical students. To address the national gender disparities in academic rank and the underrepresented groups at academic medical institutions, the School has implemented sustained programs to recruit and retain Black, Hispanic, female faculty members and senior administrative staff members.

We are committed to developing pipeline programs to increase the numbers of underrepresented individuals in the regional and national applicant pool as well as to ensure retention of these individuals in the health care field.

References to Regulations and/or Other Related Policies:
LCME Element 3.3: Diversity/Pipeline Programs and Partnerships

Last Updated: October 2018


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