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
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.
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.
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
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.
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.
Year 2: Fall 2019 to Summer 2020
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.
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.
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.
Fall 2019 develop and implement a plan to increase D&I funding to support office needs and scholarships for students.
Year 3: Fall 2020 to Summer 2021
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.