Office of Diversity, Equity and Inclusion

Diversity
Welcome

The School of Medicine believes that a vibrant and diverse institutional climate is essential to the medical education and work environment, both promoting a culture of inclusion and the ability to effectively deliver healthcare in diverse communities.  A diverse learning and work environment should include, but not be limited to, community members from different racial and ethnic origins, socioeconomic backgrounds, rural and urban communities, geographic origins, sexual orientation, religious backgrounds, and academic backgrounds.  It should also include both men and women who can contribute to the medical education community through different personal experiences, such as overcoming hardship, demonstrating involvement within the community, possessing multilingual abilities, and/or exhibiting different life experiences that may contribute to achieving a diverse and inclusive environment. 

The School of Medicine established an office of diversity in October 1980.  Since its inception, the Office of Diversity and Inclusion has worked closely with students, faculty and staff to develop and promote programs and initiatives that support an inclusive environment.  The goals of the office include: 

  • Promote policies, initiatives and resources that build an environment and community of success for all students, faculty, and staff, including those underrepresented in medicine.
  • Increase the diversity of our faculty, staff and student population through recruitment, retention and development activities.
  • Strengthen connections between the School of Medicine and the community in which it serves through service learning, research and/or other opportunities for collaboration.
  • Encourage initiatives that promote cultural competency in teaching, learning and healthcare delivery.

 

Equity & Access

The UMKC School of Medicine adheres to all policies and procedures adopted and approved by the University of Missouri system and the University of Missouri – Kansas City.  UMKC does not discriminate on the basis of race, color, ethnic or national origin, sex, sexual orientation, gender identity, religion, age, ancestry, disability, military status, veteran status, in admissions, educational programs or activities and employment.  The University complies with all federal and state laws and University of Missouri System policy regarding nondiscrimination and affirmative action, including Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964 and the State of Missouri Human Rights Act Chapter 213 RSMO.  

Any person who feels they have been discriminated against or who have inquiries regarding this institution’s compliance with the foregoing regulations may contact the UMKC Office of Affirmative Action at 816-235-1771.  Additional resources are also available:

Division of Diversity and Inclusion

Office of Affirmative Action

You may also contact the School of Medicine Office of Diversity and Inclusion at 816-235-1780.

Office of Diversity, Equity and Inclusion

Diversity
Welcome

The School of Medicine believes that a vibrant and diverse institutional climate is essential to the medical education and work environment, both promoting a culture of inclusion and the ability to effectively deliver healthcare in diverse communities.  A diverse learning and work environment should include, but not be limited to, community members from different racial and ethnic origins, socioeconomic backgrounds, rural and urban communities, geographic origins, sexual orientation, religious backgrounds, and academic backgrounds.  It should also include both men and women who can contribute to the medical education community through different personal experiences, such as overcoming hardship, demonstrating involvement within the community, possessing multilingual abilities, and/or exhibiting different life experiences that may contribute to achieving a diverse and inclusive environment. 

The School of Medicine established an office of diversity in October 1980.  Since its inception, the Office of Diversity and Inclusion has worked closely with students, faculty and staff to develop and promote programs and initiatives that support an inclusive environment.  The goals of the office include: 

  • Promote policies, initiatives and resources that build an environment and community of success for all students, faculty, and staff, including those underrepresented in medicine.
  • Increase the diversity of our faculty, staff and student population through recruitment, retention and development activities.
  • Strengthen connections between the School of Medicine and the community in which it serves through service learning, research and/or other opportunities for collaboration.
  • Encourage initiatives that promote cultural competency in teaching, learning and healthcare delivery.

 

Equity & Access

The UMKC School of Medicine adheres to all policies and procedures adopted and approved by the University of Missouri system and the University of Missouri – Kansas City.  UMKC does not discriminate on the basis of race, color, ethnic or national origin, sex, sexual orientation, gender identity, religion, age, ancestry, disability, military status, veteran status, in admissions, educational programs or activities and employment.  The University complies with all federal and state laws and University of Missouri System policy regarding nondiscrimination and affirmative action, including Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964 and the State of Missouri Human Rights Act Chapter 213 RSMO.  

Any person who feels they have been discriminated against or who have inquiries regarding this institution’s compliance with the foregoing regulations may contact the UMKC Office of Affirmative Action at 816-235-1771.  Additional resources are also available:

Division of Diversity and Inclusion

Office of Affirmative Action

You may also contact the School of Medicine Office of Diversity and Inclusion at 816-235-1780.

Trainees/Residents and Fellows

School of Medicine Multicultural Affairs

U.N.I.T.E.D.

Uniting Numerous medIcal Trainees for Equity and Diversity

Mission Statement

“We are a trainee advisory group that aims to foster and develop relationships across specialties, as well as advocate for diversity among all UMKC and CMH residency and fellowship programs. Through planning and hosting social events and educational workshops, we aim to bring people from all backgrounds together, to inspire collaboration and support the exchange of ideas on how to make UMKC a more diverse, welcoming, and inclusive workspace for all.”
Currently Seeking New Members for 2020-2021 Academic Year
Register Here
(1-2 representative openings per program)

Leadership

Rachel McCommon, MA.Ed.

UNITED Advisor and Creator

mccommonr@umkc.edu

Zuri Hudson, MD

CMH Pediatrics Resident

Shanice Robinson, MD

UMKC Obstetrics and Gynecology Resident

Current 2020-2021 Membership

Seenu Abraham, MD

UMKC Family Medicine Resident

Rebecca Aguayo, MD

UMKC Family Medicine Resident

Jwan Alallaf, MD

UMKC Pathology Resident

Sarah Alshami, MD

UMKC Internal Medicine Resident

Sara Anderson, MD

UMKC Psychiatry  & Arts and Medicine Resident

Darius Blanding, MD

CMH Pediatrics Resident

Bianca Cherestal, MD

CMH Pediatric Cardiology Fellow

Allison Drummond, MD

UMKC Ophthalmology Resident

Abigail Halleron, MD

UMKC Emergency Medicine Chief Resident

Seba Hasan, MD

UMKC Critical Care Medicine Fellow

 

Vittal Hejjaji, MD

UMKC Cardiology Fellow

 

Hiba Ibad, MD

UMKC Orthopedic Surgery Resident

 

Traci Johnson, MD

UMKC Maternal-Fetal Medicine Fellow

 

Nate LaVoy, MD

CMH Pediatric Critical Care Fellow

 

Johana Mejias-Beck, MD

UMKC Pediatric Medicine Resident

Sindhuja Palle, MD

UMKC Internal Medicine Resident

 

Sha’Ray Shaw, MD

UMKC Neurology Resident

 

“Being a part of UNITED has shown me that UMKC really values diversity and through the support of its administration, we can make a sustainable change to our program. This has been very gratifying.”
“The UNITED community has given me a sense of pride, a family within residency outside of my program; it has given me courage, a voice and refuge to speak my mind and share ideas and advocate!”

Uniting Numerous medIcal Trainees for Equity and Diversity (UNITED) is a residency and fellowship advisory group founded in 2019 from the spirit and need of residents and fellows across the Hospital Hill campus who recognized the need for creating safe spaces to develop community and build relationships among under-represented in medicine (UIM) physicians.  UIM physicians are not limited to racial and ethnic identities, but also include those identifying as LGBTQIA+, numerous religious faiths and beliefs, diverse geographical locations, and varying ability levels.

The goal is to develop and foster relationships across medical specialties while advocating for diversity, equity, and inclusion among residency and fellowship programs. Through social events and educational workshops, we aim to bring together people from different backgrounds to inspire collaboration and support the exchange of ideas on how to make our graduate medical education programs more diverse, welcoming, and inclusive workspaces for all.  Training programs affiliated with UMKC School of Medicine are different, but all strive to create a learning environment that prepares physicians to care for a global community of patients.

“This [UNITED] provides a way to connect with our colleagues that are simply across the street.”

UNITED provides a platform bringing residents and fellows together in the exchange of ideas to diversify their respective training program.  UNITED gives trainees a safe space outside of clinical responsibilities to harness their passion for advocacy, community engagement, and providing excellent medical care to patients while serving as ambassadors of their respective UMKC School of Medicine training program.  Group members strive to improve the health of patients and Greater Kansas City communities through education about health care disparities and social determinants of health while increasing awareness about diversity, equity, and inclusion.

“It [UNITED] has made me feel less alone, knowing that there are other people who are committed to this and understand the challenges that come with being a minority trainee.”

 

Three-Year Roadmap

Key Time Periods and Action Items

The SOM Diversity Council developed a number of action items to implement a three-year Diversity Strategic Plan. Closely aligned with the SOM Strategic Plan and UMKC Diversity Strategic Plan, the initial 31 action items were developed to improve the living, learning, and working environment of faculty, staff, residents, students and especially those in underrepresented communities. This is a living document that will grow and evolve over time.

Status Key:
  Completed   On time   Timeline shifted   Project restructured

Year 1: Spring 2018 to Summer 2019
Dimension 1: Representation, Access & Success

Spring 2018 start Hispanic/Latinx student group. Completed


Summer 2018 develop and implement a SOM mentoring program to support URM students and residents. On time


Summer 2018 start a Diversity Graduate Program Welcome.  On time


Summer 2018 develop and implement a Building Our Own Career Advancement Program where URM faculty, staff, and residents meet for professional development, networking, sense of belonging, and securing leadership and professional opportunities at UMKC SOM or affiliates.  On time


Summer 2018 create a collaborative group with affiliates to share, develop, and implement strategies that include unconscious bias and cultural sensitivity training with leaders and search teams to recruit and retain URM faculty and residents.  On time


Summer 2019 increase the number of qualified, competitive URM applicants to the 6 year BA/MD program, MD program, and SOM grad programs by 10% annually.

More Info

Dimension 2: Climate & Campus Environment

Summer 2018 create and implement a group to develop strategies to report mistreatment incidents so data can be tracked and issues addressed. On time


Fall 2018 identify, review and assess data that impacts underrepresented faculty, staff, resident, and student working and learning environments, their sense of belonging, and success.


Fall 2018 develop and implement a plan to address concerns on the AAMC faculty survey and any staff surveys regarding perceptions of institutional climate.


Fall 2018 develop and implement a plan to address concerns in the AAMC graduate questionnaire and student survey regarding perceptions of institutional climate.

More Info

Dimension 3: Responsive Teaching, Research & Learning

Summer 2018 develop proposal to implement cultural competency into the curriculum.  On time


Summer 2018 Diversity Council suggests books related to social justice to increase Dr. Cattaneo’s Yr1 students’ learning about diversity & inclusion. Completed

More Info

Dimension 4: UMKC & the Urban Community

Fall 2018 identify and report the number of activities the SOM has across departments with URM communities (i.e., Poverty Simulation).


Fall 2018 quantify the human and financial capacity provided to URM communities.


Spring 2019 develop a plan to identify and increase SOM department community engagement where there is a lock of involvement with URM communities.

More Info

Dimension 5: Institutional Infrastructure

Summer 2018 apply for HEED award.  On time


Summer 2018 develop strategy to strengthen collaboration with Diversity Office affiliates to enhance diversity recruitment and retention, professional development, and issues related to mistreatment.  On time


Summer 2018 update diversity webpage.  On time


Summer 2018 develop a template to support and hold SOM departments accountable for the implementation of D&I action items.  On time


Fall 2018 develop and implement a ODI mini symposium with SOM administrators to support their leadership with understanding D&I strategic initiatives, celebrate strengths, discuss opportunities, and address gaps.


Fall 2018 provide an annual report that highlights D&I strengths and successes across the SOM by UMKC D&I Dimensions.

More Info

 

Year 2: Fall 2019 to Summer 2020
Dimension 1: Representation, Access & Success

Fall 2019 create a toolkit for success to support UR faculty, resident, and staff experiences in work and learning environments.


Fall 2019 develop a database to identify, outreach, and build relationships to recruit URM faculty and residents to UMKC SOM.

More Info

Dimension 2: Climate & Campus Environment
Dimension 3: Responsive Teaching, Research & Learning

Fall 2019 develop and implement a plan to provide equity, diversity and inclusion training to 100% of faculty, residents, and staff over 3 years: all new individuals and 33% of individuals Year 1, Year 2 and Year 3.


Fall 2019 develop and implement a plan to provide a cultural competency and cultural appropriate care course to 100% of students over 3 years: all new students complete and 33% of students Year 1, Year 2 and Year 3.


Summer 2020 the SOM Diversity Council will evaluate and summarize responses from Annual Student Feedback Questionnaire and the content of the curriculum for cultural competency and cultural appropriate care learning objectives, using TACCT or another relevant tool.

More Info

Dimension 4: UMKC & the Urban Community

Fall 2019 identify and report the number of activities the SOM has across departments with URM communities (i.e., Poverty Simulation).


Fall 2019 quantify the human financial capacity provided to URM communities.

More Info

Dimension 5: Institutional Infrastructure

Fall 2019 develop and implement a plan to increase D&I funding to support office needs and scholarships for students.

More Info

 

Year 3: Fall 2020 to Summer 2021
Dimension 1: Respresentation, Access & Success
Dimension 2: Climate & Campus Environment
Dimension 3: Responsive Teaching, Research & Learning
Dimension 4: UMKC & the Urban Community

Fall 2020 identify and report the number of activities the SOM has across departments with URM communities (i.e., Poverty Simulation).


Fall 2020 quantify the human and financial capacity provided to URM communities.

More Info

Dimension 5: Institutional Infrastructure

Resources

Contact Us

Who we are & Where we are

Tyler Smith, M.D., M.P.H.
Associate Dean, Office of Diversity, Equity, and Inclusion
816-235-1780
Email: smithtk@umkc.edu 
Office: M1-109 Medical School

Doris Agwu, M.P.H.
Assistant Dean, Office of Diversity, Equity, and Inclusion
Email: doris.c.agwu@umkc.edu

Rachel McCommon, M.A. Ed.
Coordinator of Strategic Initiatives, Office of Diversity, Equity and Inclusion
816-235-6251
Email: mccommonr@umkc.edu 
Office: M3-225 Medical School

Diana Dark, M.D.
Associate Dean for the Learning Environment
816-932-3408
Email: ddark@saintlukeskc.org

UMKC School of Medicine
2411 Holmes Street
Kansas City, MO 64108

STAHR LEADERSHIP – Ambassadors and Scholars

STAHR Director
Scott Guerrero / 816-235-1813 | guerreros@umkc.edu

STAHR Manager
Tamica L. Lige / 816-235-6169 | liget@umkc.edu

STAHR Coordinator
Madi Smith / 816-235-1813 / madisonsmith@umkc.edu

Summer Scholars Program
Zumi Urueta / 816-235-1954 / uruetaz@umkc.edu

SMART Liaison for the School of Medicine
Rachel McCommon / 816-235-6251 / mccommonr@umkc.edu

Faculty Recruitment

UMKC School of Medicine recognizes that a diverse faculty is important to providing medical education that addresses the effective delivery of healthcare in diverse communities. We also understand that leadership, faculty members and search committees benefit from helpful tools and information to assist in the recruitment and selection process. We invite you to access the following resources:

 

What You Don’t Know: The Science of Unconscious Bias and What To Do About it in the Search and Recruitment Process

There is overwhelming scientific evidence that unconscious bias may influence the evaluation and selection of candidates from entry-level to leadership positions in all types of organizations, including medical schools and teaching hospitals. This presentation, created for academic medicine audiences, is designed to acquaint search committees and others with this research as one step toward mitigating the effects of unconscious bias.

To learn more about unconscious bias and how it impacts search processes, access the AAMC-sponsored webinar, entitled “What You Don’t Know: The Science of Unconscious Bias and What To Do About it in the Search and Recruitment Process”.

 

Take the Implicit Bias Test

Unconscious Bias Bibliography