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Anti-Racism Task Force Initiatives

The Department of Medical Education feels compelled to identify and address racism within ourselves, within the structures of healthcare education and clinical work, and within our community. Our anti-discrimination work is predicated on the mission of Providence Health to serve the poor and the vulnerable. Our actions are shaped by our core values of compassion, justice, and dignity. We recognize the critical importance of intersectionality in this work. We attend to the impact of a variety of identities, including but not limited to race, ethnicity, spiritual orientation, gender identity, sexual orientation, SES, size, and ability.

All faculty, residents and staff are invited to participate in the planning and implementation of this work. Ongoing initiatives include:

Recruiting and Retention: We believe recruiting and nurturing diverse members of our medical education community benefits the health care we deliver. This informs our recruitment of residents, faculty and staff. Currently, we are focused on mentorship for residents that addresses their professional needs in entering residency and on actively welcoming residents coming to live in Portland.

Diversity Dialogues: Workshops focusing on identifying and responding to microaggressions and a variety of other anti-racism topics. Facilitated group discussion includes all clinic staff, residents and faculty. The conversations and the role plays develop greater understanding and improve skills for creating a welcoming environment in the clinic, hospital, and the conference room.

Microaggression Reduction and Responding: Having developed a tracking / reporting mechanism for microaggressions experienced by residents, staff, and faculty, this year's work focuses on developing language and culture that helps us address, in real time, microaggressions as they occur. Whether experiencing, witnessing, or even committing a microaggression, we want everyone connected to the residency to have the tools needed to respond in a constructive manner that step by step builds a welcoming and nurturing environment.

Clinical Experiences: We have developed grant funding to support salary and housing URM to do Sub-I as medical students and for college students from historically underrepresented in healthcare backgrounds to shadow within our clinic.

Cultural Awareness and Celebrations: Highlighting important dates and celebrations from a multicultural perspective. We highlight celebrations by sharing information and decorating clinic space whenever possible.

Visual Representations: Clinic leadership, partnering with our patient advisory council, is working to update artwork in the clinic to be more inclusive, representative, and celebratory. Artwork will come from local artists whenever possible.

Community Partnerships: Bringing medicine and health education to marginalized communities through health fairs and presentations, as requested by local groups. Faculty and residents are involved in these efforts.

Actions 2022-2023:

  1. Developed second series of Departmental Dialogues focusing on "Identifying and Responding to Microaggressions"
  2. Outreach to selected medical schools for a more racially diverse applicant pool.
  3. Grant funding for creation of URMiM rotations in our clinic
  4. Strengthening of connections for clinical and educational work with immigrant community organizations

Actions 2021-2022:

  1. Anti-discrimination dialogues for all members of department
    1. Topics: Racism, Sexual orientation, Disability, and Gender
  2. Tracking microaggressions during clinical rotations
  3. PMG-NE is a pilot clinic for a grant project to improve diabetes and hypertension control for Black patients
  4. Increase diverse and inclusive educational material and visual representations in the department and clinic
    1. Community artwork in waiting room
  5. Evolution of recruiting process to increase residency and faculty diversity
  6. Coordination with Providence regional DEI office for mentorship opportunities.

Actions 2020-2021:

  1. Equity survey of all members of the department (October 2020)
  2. Listening sessions with BIPOC residents on their educational experiences at PPMC
  3. Clinic based listening sessions with BIPOC patients (November 2020)
  4. Community engagement for residents
    1. Educational and clinical work with Immigrant and Refugee Community Organization (IRCO)
    2. High School presentations encouraging BIPOC entry into healthcare
  5. Anti-racism book clu for residents, faculty and staff (October 2020-June 2021)
  6. Encouraged inclusion of health disparities' data into each week's conference theme. 42% inclusion rate of disparity data in first six months of tracking.
  7. Curated a recommended set of self-study materials for all residents, faculty, and staff.