Transcript Slide 1

Mentoring and Diversity
J. Renee Navarro, Pharm D, MD
Director of Academic Diversity
Associate Dean Academic Affairs
[email protected]
Goals
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Provide information on the current
initiatives to enhance diversity at UCSF
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Snapshot of current demographics
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Discuss challenges to achieving goals
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Suggest strategies to overcome
challenges
UC Diversity Statement
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Diversity – a defining feature of California’s past,
present, and future – refers to the variety of
personal experiences, values, and worldviews that
arise from differences of culture and circumstance.
Such differences include race, ethnicity, gender,
age, religion, language, abilities/disabilities, sexual
orientation, socioeconomic status, and geographic
region, and more.
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Adopted as policy by Regents September 20, 2007
Diversity Initiatives
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The Janitor Strike 1970
Climate for Women Faculty Survey 2003
President Dynes Task Force on Faculty
Diversity 2004-05
UCSF SOM Task Force on Diversity 2005-06
President Dynes Health Science Diversity
Review 2006-07
The Program in Medical Education for the
Urban Underserved (PRIME- US)
Diversity Initiatives (cont.)
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Chancellor’s Faculty Diversity 10 point Initiative 2/2007
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Communications plan
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Faculty database for conducting searches
Best practices for searches
Staff recruitment and retention
Trainee diversity
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Accountability and incentives
Director of Academic Diversity
Coordinated outreach
School specific plans
Strategic planning initiative
Strategic Plan
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Mission
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Advancing health worldwide
TM
Vision
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In advancing health worldwide, UCSF will:
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Develop innovative, collaborative approaches for education,
health care and research that span disciplines within and
across the health sciences
Be a world leader in scientific discovery and its translation into
improved health
Develop the worlds future leaders in health care delivery,
research, and education
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Deliver the highest quality, patient-centered care
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Build upon its commitment to diversity
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Provide a supportive work environment to recruit and retain
the best people and position UCSF for the future
Serve the local, regional and global communities and eliminate
health disparities
Chancellor
Desmond-Hellmann
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Top Five Priorities
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Patients/Health
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Discovery
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Education
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People (management and diversity)
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Business (efficiency and resources)
Faculty Demographics
(by series)
School of Dentistry
School of Medicine
SOM Minority Faculty vs.
AAMC Benchmark
20
18
16
Percent of Faculty
14
12
UCSF
10
AAMC
8
6
4
2
0
African
American
Hispanic
Native
American
Asian
School of Nursing
School of Pharmacy
Challenges
Proposition 209
Article 1, section 31 of the California Constitution
prohibits the University from discriminating against or
granting preferential treatment to any individual or
group on the basis of race, sex, color, ethnicity, or
national origin.
Unconscious Bias - social stereotypes about certain
demographics or Groups of people that individuals form
outside their conscious awareness.
Mentoring relationships across race differences can be
difficult because of negative stereotypes, difficulty with
identification and role modeling, skepticism about
intimacy and protective hesitation.
Thomas D. The Truth about Mentoring Minorities.
Harvard Business Review, 2001
Unconscious Bias
The Implicit Association Test
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IAT consistently demonstrates that people
unconsciously prefer:
 White
 Young
 Thin
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over Black
over Old
over Fat
Associate men with science and careers
and women with liberal arts and family
https://implicit.harvard.edu
2009 Literature Review compiling a decade of research on
unconscious bias as a barrier to achieving workplace equality
despite
a general commitment to diversity
http://www.aamc.org/data/aib/aibissues/aibvol9_no2.pdf
Gender Bias
& Ritzke (1999)
Steinpres, Anders,
In rating the CVs of either early career or later career
fac applicants - 238 academic psychologists
evaluators received one of these CVs with either a
male or female name and were asked:
Would you hire the early career applicant?
Would you grant tenure to the later career candidate?
Results:
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CVs from male applicants were more likely to lead
to hiring as reviewed by both males and females.
Evaluators were 4X more likely to write comments
of concern for the female tenure candidates.
Race Bias
Bertrand & Mullainathan 2003
Goal: To examine the effect of race on receiving job
callbacks
The researchers categorized the new resumes as high
or low quality and assigned them an equal number
of traditionally black names (e.g. Lakisa) or
traditional white names (e.g. Greg).
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Results:
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Resumes with white names received call backs 10.8%
vs. 6.7%.
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Higher quality resumes elicited 30% more call backs
for whites and 9% for blacks.
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Employers who listed “Equal Opportunity” were no
different.
Strategies That Reduce
Bias
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Examine the role of unconscious bias
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Take the Implicit Association Test
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Use structured interviews
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Remember that cultural differences can affect the
first impression of candidates
Allow sufficient time in the interview process (sex
bias and potentially racial/ethnic bias emerge when
we’re under time pressure)
Minority Faculty Voices on Diversity in
Academic Medicine: Perspectives From
One School
Qualitative study of minority faculty to examine
perceptions and experiences in academic medicine
at UCSF.
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Themes
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Balancing Obligation and Expectation
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Impact of Subtle Discrimination
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Gap between Intention and Implementation
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A need for a multifaceted approach to mentoring
Megan Mahoney, MD et al
Academic Medicine, Vol. 83, No. 8 / August 2008
Conclusions
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Receiving mentorship is a crucial element for
achieving success in academic medicine. In
addition to general career guidance, mentors
provide cultural/emotional support and a sense of
belonging.
The low number of minority faculty makes finding
mentorship and meeting the demand for mentoring
minority medical students difficult
We need to enhance the culture of inclusion
Thank you
[email protected]