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Summary of Tulane School of Medicine EDI Initiatives and Action Items

Updated as of 10/27/2021

Creating a culture of equity, diversity, and inclusion is a top priority at the Tulane School of Medicine.  There are a number of EDI initiatives underway throughout the school. Here we highlight a few that are completed, in progress, or planned.

I. Expanded Diversity Leadership Opportunities

  • Hired an Assistant Dean for Equity, Diversity, and Inclusion and a Curriculum Director for Equity, Diversity, and Inclusion medical student education. Completed
     
  • Institute search for a Chief Clinical Diversity Officer who will work with the Assistant Dean for Equity, Diversity, and Inclusion to coordinate and support EDI efforts and enable accountability through the School of Medicine. In progress
     
  • Added a position in the GME Office with survey and data analytics expertise to support the development, collection, aggregation, and analysis of GME metrics. Completed

II. Strategic Planning Improvements

  • Leading the School of Medicine’s participation in the University-wide Strategic Planning Initiative – “Strategy for Tomorrow” to create a 5-year EDI and Anti-Racist Strategic Plan. Ongoing
     
  • Launched the Anti-Racism Leadership Program (ARLP) and the Emerging Leaders Program (ELP) to improve the diversity of the university’s management and leadership ranks. Ongoing
     
  • Established the Dean’s DEI Coalition to provide recommendations in the areas of Education, Research, Clinical, and Leadership. Completed

III. Enhanced Education and Training

  • Requiring every member of the SoM community to complete an online training module focused on “Diversity in the Workplace” by November 30, 2021. In progress
     
  • Mandated EDI training for executive faculty, faculty search committee members, admissions committee members, and residency and fellowship program directors and coordinators. Ongoing
     
  • Established a Professionalism Task Force to evaluate the SoM’s Professionalism/Environment of Learning Program and mechanisms to report and track unprofessional (including racist/discriminatory) behavior. In progress

IV. Cultural Commitments

  • Created the student-led Liaison Committee on Racial and Social Justice in Medical Education to provide input regarding the curriculum and serve as a liaison with the Curriculum Committee; initial recommendations are in the process of being implemented. Completed
     
  • Building a centralized list of existing SoM resident affinity groups to share with programs for recruiting and retention purposes, to supplement the University’s existing list. In progress
     
  • Residency/fellowship programs are including discussions of EDI perspectives in clinical, educational, and research venues in program meetings and in didactics on implicit bias and inclusivity. Ongoing

V. Improved Communications

  • Developing a “hot-line” for students to be able to express concerns about any content that is presented with a goal of ensuring that all content is presented in a just and un-biased mode. In progress
     
  • Institute a series of events that allow more direct communication with SoM Leadership, i.e. Community Meetings, Open Office Hours, etc. Ongoing
     
  • Establish regular communications from the GME office (DIO and others) to residents and fellows. Ongoing