FSM DEI Committees

Committee Goals

Provide tools & resources to support community-academic partnerships to address racism and other forms of oppression in research and community-academic research engagement (learn more)

Audience: Faculty, staff and trainees

ARCC Website

 

Committee Goals

The newly formed CDB DEI Committee's initial goals are to gather community feedback to support creation and implementation of a DEI action plan.

CDB is committed to holding at least one diversity, equity, and inclusion centered Departmental activity during each academic quarter.

Audience: Faculty, staff, students, trainees

Committee Website

Committee Goals

We will develop an anti-racist, equity framework to create a community governance structure for CCH.

We will have identified a set of opportunities and actions to improve hiring, retention, and mentoring within CCH.

Audience: Faculty and staff

Committee Goals

The CHIP DEI Committee has set the following goals for FY22:

• Foster Diversity, Equity, and Inclusion (DEI) in the workplace
  • Engage the whole CHIP team
  • Offer opportunities for connection, discussion, and action
  • Ensure everyone at CHIP feels included and supported
• Focus on the priority areas identified by the CHIP team
  • Promote communication about DEI in the workplace
  • Assess and improve DEI in hiring and onboarding processes
  • Address harassment in research and project recruitment
• Partner with others at the university to increase DEI at Northwestern
  • Collaborate on joint initiatives
  • Aid in developing and enforcing university policies
  • Raise visibility of CHIP DEI Committee activities to encourage other groups

Audience: Faculty, staff, students, trainees

Committee Goals

The primary goal of this task force will be to evaluate the ongoing efforts in the Northwestern Graduate Program in Genetic Counseling and develop recommendations for a sustainable strategy for the implementation and execution of anti-racist work.

• Identify gaps in anti-racism efforts based on current and past work that could adversely impact current, planned and future REDI (Restorative, Equity, Diversity and Inclusion) initiatives.
• Determine priority areas of anti-racism initiatives.
• To make recommendations regarding a program infrastructure which would support and sustain REDI and anti-racism efforts for the future.
• To make recommendations regarding stakeholder roles, needs, and engagement in these efforts.
• Explore potential opportunities to challenge systemic racism within the graduate program and institution.

Stakeholders: Current students, potential students, alumni, faculty, donors

Committee Goals

Galter Library's DEI Working Group aims to support DEI at Feinberg School of Medicine by fostering a culture of belonging and inclusion for faculty, staff, students, and trainees on campus and in our community through environment; policies, procedures, and resources; and FSM initiatives.

Audience: Faculty, staff, students

Committee Website

Committee Goals

The primary goal of this working group will be to determine how to foster a safe and healthy learning environment for the students while on their fieldwork placements.

Stakeholders: current students, supervisors, potential students (future communications)

• Examine the needs of the students
• Examine the needs of the fieldwork supervisors
• Evaluate existing fieldwork policies and evaluations with a JEDI lens
• Create materials that can be utilized by the supervisor and the student to foster dialogue regarding JEDI issues (include aspect of holistic view of site/healthcare team and institution)
• Consider options for continuing education and opportunities for new and existing supervisors to continue growth in JEDI
• Consider messaging and communications for potential applicants regarding fieldwork placements and JEDI implications
• Sustainability of reevaluating these initiatives

Audience: Faculty and students

Committee Goals

• Focus on social justice curriculum for entire department
• Incorporation of search committees with hiring process
• Equity focused research

Audience: Faculty, staff, students, trainees

Committee Goals

Cultural M&M

Audience: Faculty, staff, and trainees

Go to the DEI webpage

 

Committee Goals

The diversity and inclusion committee is composed of faculty, residents and staff and co-chaired by Drs. Julia Mhlaba and Roopal Kundu. The committee meets quarterly to work towards expansion of our mission and goals.

Audience: faculty, staff, trainees

Committee Goals

• See committee website for immediate, short-term, and long-term goals

Stakeholders: students

Go to the DEI webpage

Audience: Faculty, staff, students, and trainees

Go to the DEI webpage

Committee Goals

• Foster DEI best practices for the Department of Anesthesiology
• Creation of DEI rounds for the Department of Anesthesiology

Audience: Faculty, staff, students, trainees

Committee Goals

• Ensure a culture of inclusivity and safety for all ED staff and trainees
• Continue to address issues of equity facing staff and patients
• Promote workforce diversity where possible

Audience: Faculty, staff, students, trainees

Committee Goals

• Lead diversity initiatives aimed to provide our trainees and faculty members with tools and skills necessary to deliver inclusive and bias free care of our patients
• Create an environment of diversity and inclusion that provides support and opportunity for all members of diverse backgrounds
• Become committed community partners with the communities that we serve
• Our community engagement goals are to host quarterly community engagement and social activities to promote a greater sense of community and belonging for students, trainees, and faculty
• Our goals for trainee recruitment include partnering with Program Directors to implement best practices in holistic review of applicants and to support URM recruitment throughout the application season
• Goals for faculty recruitment and retention include the development of a set of welcome resources and to implement a peer mentorship program for new faculty

Audience: Faculty, students, and trainees

Go to the DEI webpage

Committee Goals

• Consultation to faculty and staff on the intersection of DEI, mental/behavioral health, and education
• Experience and expertise on developing a logic model that includes tangible steps/actions for accomplishing DEI goals within academic and medical institutes
• Lectures/didactics about trauma responsive care, including methods for safe behavior management
• Consultation about DEI and community-based research
• Mentorship in and development of pipeline curriculum and activities

Audience: Faculty, staff, students, trainees

 

Committee Goals

The Feinberg School of Medicine Development and Alumni Relations IDEA Advisory Group (Inclusion, Diversity, and Equity for Action) serves as an important community champion of our office’s efforts in achieving objectives related to diversity, equity and inclusion (DEI) in the workplace. It is a resource to the department in creating and sustaining a diverse and inclusive work environment.

IDEA is a group of FSM development staff who are working to drive change in office culture, recruitment practices, onboarding, and training by:

• Embracing and empowering all backgrounds, learning styles, office roles, and any other quality that makes a person unique, pertaining, but not limited, to race, gender, religion, age, identity, faith, ancestry, citizenship, national origin, and physical and mental ability.
• Growing staff members through trainings, pertaining, but not limited to diversity and inclusion, emotional intelligence, and healthy dialogue that leads to change.
• Moving recommendations to actionable solutions to enhance the office culture related to diversity, equity, and inclusion.

Audience: Staff

Committee Goals

To serve as an advisory voice and change-agent within MSS for matters relating to professional development, diversity and inclusion, and staff engagement. We are committed to fostering a work environment that supports and promotes a culture of equity and belongingness. This is accomplished through active partnership with all members of MSS (staff, faculty, trainees), department leadership, and central university administration and regulatory offices. The committee includes three subcommittees, which were established to honor the Department’s commitment to improving our conversations about race, racism, and further developing our efforts toward diversity, equity, and inclusion in our workforce and our research. The subcommittees are:

1. Hiring, Retention, and Recruitment
2. Mentorship and Career Development
3. Departmental Culture

Audience: Faculty, staff and trainees

 

Committee Goals

The primary goal of this working group will be to determine how to foster a safe and healthy learning environment for the students while on their fieldwork placements.

• Examine the needs of the students
• Examine the needs of the fieldwork supervisors
• Evaluate existing fieldwork policies and evaluations with a JEDI lens
• Create materials that can be utilized by the supervisor and the student to foster dialogue regarding JEDI issues (include aspect of holistic view of site/healthcare team and institution)
• Consider options for continuing education and opportunities for new and existing supervisors to continue growth in JEDI
• Consider messaging and communications for potential applicants regarding fieldwork placements and JEDI implications
• Sustainability of reevaluating these initiatives

Stakeholders: Current students, supervisors, potential students (future communications)

 

Committee Goals

The mission of the DEI Committee is to serve as a resource to the Northwestern Mesulam Center for Cognitive Neurology and Alzheimer’s Disease Staff and Faculty in order to:

• Promote an environment of inclusiveness that supports our hospital, university, and Center’s mission in providing exceptional clinical care and research opportunities
• Support professional development, leadership goals, recruitment, and retention initiatives to meet the needs of historically underrepresented groups.
• Assist the Center in creating and sustaining a diversity, equity and inclusion plan that recognizes, respects and leverages the individuality of all Mesulam Center employees as a competitive advantage.

Audience: Faculty, staff, students, trainees

Committee Goals

• Setting up free neurology/neurosurgery clinic in Chicago
• Improving diversity in recruitment of staff
• Community Health Clinic Volunteer Program
• HEDIC Noon Lecture Series
• Bi-annual HEDIC Grand Rounds on health disparities and health equity
• Biannual Careers in Neurology & Neurosurgery Events

Audience: Faculty and trainees

Committee Goals

• Faculty, staff, and student education, discussions, and training
• DEI in healthcare
• Curriculum review

Audience: Faculty, staff, students, trainees

 

Committee Goals

• Improve underrepresented in medicine (URiM) representation amongst faculty, trainees, staff and students
• Create diverse, equitable, and inclusive environment for URiM career development
• Develop sustainable mechanisms for ongoing DEI efforts (recruitment, programming, research and community engagement)

Audience: Faculty, staff, students, trainees

Committee Website

Committee Goals

• Monitor and analyze staff demographics striving to mirror the communities we serve
• Identify professional development opportunities to promote culturally aware and inclusive environments for Lurie Cancer Center staff.
• Assist with developing cultural conversations and resources library containing materials related to anti-racism, health disparities, community development, and other culturally relevant topics
• Create partnerships with community organizations in efforts to increase Lurie Cancer Center’s presence through the catchment area
• Identify internal and external engagement and volunteer opportunities

Audience: Staff

Committee Goals

• Increase the diversity among the pediatric trainees at Lurie.
• Increase the diversity of the workforce at Lurie Children's.
• Conduct implicit bias training throughout the hospital

Audience: Faculty