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Equity, Diversity and Inclusion

Equity, Diversity and Inclusion

Equity, Diversity, and Inclusion




The words 'Diversity and Inclusion' will be removed from the page titles once the pages are ready to publicize. It is needed right now for organizational purposes.



The Tulane School of Medicine’s mission includes a commitment to developing the next generation of distinguished clinical and scientific leaders, which includes recruiting, retaining, and supporting a diverse workforce, and attracting a multicultural and diverse student body.

We value diversity, and define it broadly to include persons of color, members of the LGBTQIA community, members of diverse ethnic groups including those typically underrepresented in medicine, members of economically disadvantaged groups, and any others who bring a different perspective to the learning environment. The School of Medicine encourages a rich educational experience for all students through the infusion of cultural competency, sensitivity, and attentiveness. Additionally, we value the sum total of ideals and perspectives of all individuals engaged in and connected to the educational process. The School’s Diversity Statement can be read in full here.

Focused Efforts to Address Equity, Diversity, and Inclusion at the SOM

In 2020, the SOM established three working groups each tasked with reviewing the School's EDI efforts through the eyes of residents, students, and faculty.  These groups will report on the work of their respective committees with recommendations and suggestions moving ahead.

  • EDI Dean’s Coalition:  The Coalition is an advisory group, formed in August 2020, comprised of faculty, staff, students, and residents to advise the School of Medicine on strategies to increase EDI in its educational, clinical, and research missions. This group, which includes the OMA Director, is working to design and implement initiatives that will make the School of Medicine a more inclusive and equitable educational environment.
  • Graduate Medical Education Taskforce on Equity, Diversity, and Inclusion: In July 2020, the GMEC formed an EDI Taskforce, consisting of four residents and eight faculty members who were peer nominated to make recommendations to the Graduate Medical Education Committee for how to advance meaningful change in EDI in the GME program at the School of Medicine. The Taskforce is charged with reviewing GME Policies and Procedures, Recruiting Best Practices, Cross-Program Collaboration, Residency Program Curriculum, Medical School Pipeline, and the creation of Diversity and Inclusion Committees.
  • Liaison Committee on Racial & Social Justice in Medical Education (RSJME): In July 2020, The Liaison Committee on Racial & Social Justice in Medical Education (RSJME), a medical student-led committee, was established in response to the School's Call to Action denouncing the murder of George Floyd and this country’s extensive history of racial and social injustice. The Committee’s charge was to address racial and social justice in TUSOM’s medical education. Its primary aim has been to work, under the guidance of the Curriculum Committee, to enhance education in racial and social justice across the curriculum by reviewing curricular content, providing feedback and offering recommendations.

The University has also invested resources into expanding Equity, Diversity, and Inclusion work at the Institutional level.

Tulane appointed Dr. Anneliese A. Singh to be the first Associate Provost for Diversity and Faculty Development and Chief Diversity Officer, effective July 20, 2020. In this role, Dr. Singh has begun leading efforts to coordinate and enhance Tulane’s EDI work across campuses so that it has greater impact. She has begun sharing best practices in building diversity across Tulane to bring attention to and support for existing efforts focused particularly on recruiting, supporting, and retaining a diverse faculty.

Interfolio: Until 2017, the School of Medicine's ability to collect applicant and hiring diversity data was inadequate, as tracking, monitoring, and recording of data was completed only for those applicants offered an interview. To address this, the University licensed the Interfolio database system to track applicants for all faculty positions electronically, which now facilitates tracking of offers by diversity categories throughout the institution.