Goals and Outcomes

Work across both Providence and the GME subcommittee include 3 main targets.

Outcomes first:

We agreed that at least these steps/stages form the direction of our next steps… rationale and details are below:

1. The GME DEI group will join the PHC DEI Committee as a separate Sub-Committee effective at the September 9, 2020, meeting
   1. The GME DEI Sub-Committee will develop a charter that describes its primary purpose, membership, and other aspects of sub-committee identity. Some of the possible elements of this group’s work will include
      1. Educational strategies for residents around DEI issues, acknowledging the need for personal and professional growth and development
      2. Emphasis on fostering a culture of inclusion within each residency program to ensure that every resident experience is one of welcome, inclusion, and engagement with a focus on program and professional retention
      3. Identification of best practices for:
         1. Hiring a diverse pool of physicians who complete PHC/STHC residency programs
         2. Program retention to help ensure that once a diverse group of residents are recruited, they will be provided with the kinds of resources and connections to help them continue to feel welcome and involved in their programs, within Providence/PMG, and within the profession
         3. Program recruitment to help ensure that all residency programs attract a diverse pool of applicants
   2. The GME DEI Sub-Committee will identify two faculty member and two resident physicians– in hopes that, given the busy schedules of all involved, at least 1 person will attend each DEI Committee meeting to represent the new Sub-Committee
   3. There may need to be a change in the DEI Committee Charter language to reflect the creation of this new sub-committee
   4. There may be an opportunity for the GME DEI Sub-Committee to identify as a Caregiver Resource Group or to form the nexus of such a group. Such a group would be open to attendance and participation to physicians interested in sharing ideas and exploring best practice approaches to various aspects of practice around DEI issues.

2. A report from the GME DEI Sub-Committee will become a regular Agenda item at each DEI Committee meeting; whoever attends from that group will have an opportunity to report out about issues that relate to that group’s Charter.

3. There may be a need for – or an interest in – having meetings of DEI Committee leadership with Resident DEI Sub-Committee leadership, faculty, or residents. If this need or interest arises, all parties agree to participate and to involve others who may share an interest.

4. Providence DEI committee leadership will ensure that Peg Currie and John Kleiderer, the DEI Committee’s Executive Sponsors, are aware of these plans and receive appropriate updates about our success in implementing them.

Our rationale for these plans (not necessarily in order of importance):

• We share a broad interest in ensuring that PHC/STHC Residency programs attract and retain as diverse a group of applicants and physicians as possible.
• We acknowledge that the Accreditation Council for Graduate Medical Education (ACGME) requires approved residency programs to develop plans and it is our intention to align our efforts with those requirements.
• We know we need to learn more about best practices in recruitment and retention.
• We are aware that informal strategies are unlikely to be successful in helping to promote a culture of inclusivity for BIPOC physicians
• We want to use data to drive strategy and conversation – to this end, we’ll access and report to the DEI Committee and GME DEI Sub-Committee the most accurate available data describing current resident profiles for race, ethnicity, culture, sexual orientation, gender, etc.
• We believe that we can collaborate with colleagues in HR, the PHC Executive Leadership Team, and with STHC leadership to construct a positive workforce development plan that includes strategies to help area medical students see the PHC/STHC residency programs and future employment with Providence (at a variety of locations) as attractive because the programs and Providence are diverse, because they embrace best practices around diversity, inclusivity, and equity, and because they promote a culture of inclusion.