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:
-
The GME DEI group will join the PHC DEI Committee as a separate Sub-Committee
effective at the September 9, 2020, meeting
-
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
- Educational strategies for residents around DEI issues, acknowledging the
need for personal and professional growth and development
- 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
-
Identification of best practices for:
- Hiring a diverse pool of physicians who complete PHC/STHC residency programs
- 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
- Program recruitment to help ensure that all residency programs attract
a diverse pool of applicants
- 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
- There may need to be a change in the DEI Committee Charter language to
reflect the creation of this new sub-committee
- 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.