www.insightintodiversity.com April/May 2015 $3.99

Bridging the Gap

How U.S. medical, dental, and veterinary schools are working to fill the pipeline with more underrepresented minority students

Also: Dedicated programs empower college students with autism spectrum disorder Measure General Education Outcomes — in just 40 minutes

As the conversations around student learning outcomes and the shifting higher education landscape continue, it is important to work with a market leader who can provide valid and reliable data for accreditation and other accountability initiatives. If your institution does not have an established, research-based assessment program, it’s time.

Measure core skills for accreditation and more in just one, efficient test session! The ETS® Proficiency Profile is a general education outcomes assessment for undergraduate students that is designed to measure student learning outcomes in a single, convenient test. It provides timely feedback on the four core skills needed for success in academia and beyond: reading, writing, mathematics and critical thinking.

Test anywhere, anytime and get actionable data to meet your assessment needs. Choose the type of test that works best for you: proctored on-campus, proctored off-campus or nonproctored online. The abbreviated form takes just 40 minutes and delivers reliable, powerful group-level data. The two-hour standard version gives you a more robust array of data, and provides a more in-depth view of individual-level performance. Best of all, no matter which version you choose, you get insightful reports PLUS comparative data for 550,000 students at more than 500 institutions nationwide. Learn more about ETS Proficiency Profile at www.ets.org/learning_outcomes.

Copyright © 2015 by Educational Testing Service. All rights reserved. ETS, the ETS logo and LISTENING. LEARNING. LEADING. are registered trademarks of Educational Testing Service (ETS). 30114

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Special Focus: Medical, Dental, and Veterinary Schools

Measure General Education 38 The University of Vermont College of Outcomes — in just 40 minutes Medicine Connects with the Community By Tannette Johnson-Elie and Rebecca Prinster As the conversations around student learning outcomes and the shifting higher education landscape continue, it is important to work with a market leader who can provide valid and reliable data for accreditation and other accountability initiatives. If your institution does not have an established, research-based assessment program, it’s time. A National Imperative: How Higher Louisville School of Medicine Tackles LGBT 37 Education Is Working to Improve 48 Health Disparity with Competency Training Measure core skills for accreditation and more in just one, efficient test session! Our Health By Alexandra Vollman The ETS® Proficiency Profile is a general education outcomes assessment for undergraduate students that is designed to measure student learning outcomes in a single, convenient test. It provides timely feedback on the four core skills “Lone Soldier” Recruits American Indian Health Professions Schools: Bridging the needed for success in academia and beyond: reading, writing, mathematics and critical thinking. 42 Dentists to Serve the Community 52 Gap for Underrepresented Minorities By Rebecca Prinster By Alexandra Vollman Test anywhere, anytime and get actionable data to meet your assessment needs. Choose the type of test that works best for you: proctored on-campus, proctored off-campus or nonproctored online. Student Group Addresses Role of Interprofessional Education and Holistic The abbreviated form takes just 40 minutes and delivers reliable, powerful group-level data. The two-hour standard 44 Spirituality in Medicine 58 Admissions Are Key to the Future of version gives you a more robust array of data, and provides a more in-depth view of individual-level performance. Best By Tannette Johnson-Elie Healthcare Providers of all, no matter which version you choose, you get insightful reports PLUS comparative data for 550,000 students at By Rebecca Prinster more than 500 institutions nationwide. UCSF Delivers on Its Commitment 46 to Diversity First Impressions: Program Helps Prepare Learn more about ETS Proficiency Profile at www.ets.org/learning_outcomes. By Alexandra Vollman 60 Undergrads for Dental School By Michael Rene Zuzel

Copyright © 2015 by Educational Testing Service. All rights reserved. ETS, the ETS logo and LISTENING. LEARNING. LEADING. are registered trademarks of Educational Testing Service (ETS). 30114 On the Cover: The University of Vermont Medical Center Above: The Health Science Research Facility at the University of Vermont College of Medicine

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30329 EPP Insight into Diversity Ad.indd 1 2/25/15 10:35 AM | ALSO IN THIS ISSUE |

Empowering Students with Autism Spectrum Disorder 22 As the number of students with autism entering postsecondary education increases, colleges and universities offer more programs and accommodations to help them manage the demands of college life By Nina Rao

Wealth Gap Must Be Factored into Education Attainment Debate 16 By Edna B. Chun, DM

If You Want Business Benefits from Collaborating Across Boundaries 20 Diversity, Focus on Inclusion 28 for the Benefit of All Students By Joseph Santana A coalition of 11 universities shares innovative ideas for improving educational outcomes for students from all backgrounds By Rebecca Prinster Above: A coach in the University of Arkansas’ Autism Support Program works with students

4 April/May 2015 | In Every Issue | Connecting Diverse Professionals To Diverse Careers TM April/May 2015 Volume 85 No. 1 & 2

In Brief 11132 South Towne Square, Suite 203 St. Louis, Missouri 63123 Diversity and Inclusion News Roundup 314.200.9955 • 800.537.0655 • 314.200.9956 FAX 6 [email protected] [email protected] www.insightintodiversity.com Diversity Visionary Awards ISSN: 2154-0349 © 2015 Potomac Publishing, Inc. 10 This Issue’s Honorees Contacts: Lenore Pearlstein | Publisher Holly Mendelson | Publisher New Directions Alexandra Vollman | Editor Daniel Hecke | Art Director 14 Diversity Leaders on the Move Rebecca Prinster | Senior Staff Writer Editorial Board: Pamela W. Arnold Vicky Ayers Recruiter’s Corner Brooke Barnett Kenneth J. Barrett 18 The Art of the Interview: The Candidate Perspective Edna B. Chun, DM Deborah Dagit By Vicky Ayers Tia T. Gordon Jeffrey W. Larroca, JD William Lewis Sr., PhD Frank McCloskey HEED Award Spotlight Kevin McDonald, JD Julia Méndez Tanya M. Odom 26 Creating a Culture of Inclusiveness at Columbia University James O. Rodgers College of Dental Medicine Joseph Santana By Tannette Johnson-Elie Shirley J. Wilcher, JD, CAAP Anise D. Wiley-Little Damon A. Williams, PhD Shane L. Windmeyer CDO Corner: Dental Medicine Contributing writers: Vicky Ayers 31 A Need for Diversity in the Oral Health Workforce Edna B. Chun, DM Kauline Cipriani Davis, PhD By Dennis A. Mitchell, DDS Mekbib Gemeda Lisa Greenhill, EdD Tannette Johnson-Elie Dennis A. Mitchell, DDS CDO Corner: General Medicine Rebecca Prinster Nina Rao 32 Graduate Medical Education: The Gateway to Joseph Santana Alexandra Vollman Diversity in the Physician Workforce Michael Rene Zuzel By Mekbib Gemeda

The views expressed in the content of the CDO Corner: Veterinary Medicine articles and advertisements published in INSIGHT Into Diversity are those of the authors and are not to be considered the views 34 Diversity, Inclusion, and Veterinary Medicine: expressed by Potomac Publishing, Inc. At the Least, We Are Changing By Kauline Cipriani Davis, PhD, and Lisa Greenhill, EdD

Careers Formerly the Affirmative Action Register

63 Job Opportunities

insightintodiversity.com 5 [ In ] Brief

First Indian American Surgeon General Focuses on Community Health

Since being confirmed as U.S. Surgeon to help people all over the world achieve Harvard in 1997 and went on to earn General in December, Dr. Vivek and maintain good health.” an MD and an MBA from Yale, where Murthy has been busy making the The son of Indian immigrants, he did research on vaccine development rounds on his “House Call Listening Murthy began advocating for and the participation of women and Tour.” Topics of discussion have community health as a student through minorities in clinical trials. included public health issues such as VISIONS Worldwide Inc., a nonprofit His nomination by President obesity, tobacco use, the Ebola virus, he co-founded to focus on HIV/ Obama in November 2013 stalled vaccinations, mental illness, and health AIDS education programs in India in Congress for more than a year. insurance enrollment. and the U.S. He also helped develop Some conservatives and the National An attending physician and the Swasthya project to train women in Rifle Association opposed Murthy’s instructor of medicine at Brigham and rural India to be healthcare providers nomination because of comments Women’s Hospital (BWH) at Harvard and educators — a program that grew he made on social media calling gun Medical School, Murthy is the first out of a partnership between VISIONS violence a healthcare issue. They argued Indian American surgeon general, and and a hospital in southwestern India. that Murthy would push for stricter at age 37, he is also the youngest. Swasthya, a word derived from Sanskrit, gun control laws, but he has stated that “I truly believe that we will be a means “health and well-being.” would not be the case. stronger and healthier nation with Murthy’s interest in science and Instead, Murthy plans to focus on Dr. Murthy’s leadership,” said BWH medicine began when he was a child community-driven efforts to combat President Betsy Nabel in a statement. “I growing up in Miami, spending time obesity and tobacco-related diseases, can think of no one better suited for this in the clinic where his father was a as well as on improving access to important role. Dr. Murthy is driven in physician and where his mother also treatment for mental illness. all of his endeavors by an innate desire worked. Murthy graduated from — Rebecca Prinster

Dates to Remember

Diversity Thought Leaders: April One to Follow Celebrate Diversity Month April 23 Yom Ha’Atzmaut The day many Jewish Americans Tanya Odom (@TMODOM) is recruitment and retention, remember Israel’s Independence Day the director of innovation and work-life balance, mentoring, social media and an executive coaching, and global diversity. May coach with The FutureWork With nearly 5,000 followers Asian American/Pacific Islander Institute, a diversity and and more than 52,000 tweets, Heritage Month Older Americans Month inclusion consulting firm. She Odom’s personal Twitter page is a highly regarded consultant, is a valuable resource for May 21 facilitator, trainer, and speaker diversity and inclusion news World Day for Cultural Diversity for who works with corporations in from a wide range of sources. Dialogue and Development the U.S. and Europe to address You can find many of her A day set aside by The United diversity issues and create tweets, and others like them, by Nations to deepen our understanding sustainable change within searching #diversity. of the values of cultural diversity organizations. Odom is also a member Her areas of expertise of the INSIGHT Into Diversity May 22 Harvey Milk Day include race and racism, Editorial Board. A day observed in California to gender dynamics, disabilities, celebrate the achievements of gay rights activist Harvey Milk

6 April/May 2015 Aspire. Everything starts with the desire to be more than you are today. A highly recognized contributor. A more skilled researcher. A better partner. A legacy.

In Orlando, the University of Central Florida has evolved into the nation’s second-largest university by implementing innovative growth strategies.

But we aspire to be even better.

Now, we’re hiring 200 faculty members for our 12 colleges. Visit ucf.edu/jobs.

UCF is an equal opportunity/affirmative action employer. UCF. Think insightintodiversity.com 7 [ In ] Brief

America’s VetDogs Partners with Western Kentucky University for PTSD Service Dog Pilot Program

America’s VetDogs is partnering with Based on the PCL-M, a PTSD That’s on a five-point scale. We’re Western Kentucky University as part checklist utilized by the U.S. military, looking for changes over time.” of a pilot program to study the effects this questionnaire gauges the ways In addition to providing concrete service dogs can have on veterans with in which PTSD affects each veteran. evidence, O’Brien says she hopes post-traumatic stress disorder (PTSD). According to Gary English, department the program also fosters a better America’s VetDogs is a nonprofit head for public health at Western understanding of the issues faced by organization that provides disabled Kentucky University — who designed veterans with PTSD and creates a U.S. veterans and first responders with guide or service dogs to help them lead more independent lives. Through this study, the organization hopes to collect evidence on the ability of service dogs to alleviate the symptoms of psychological disabilities such as PTSD. Of the 20 veterans who applied to the program in September, about 13 of them were placed with their dogs in April to kick off the five-day, in- residence training program. Prior to being placed with their veteran, the dogs went through advanced training tailored to their veteran’s specific disabilities. Some trained tasks include nightmare interruption, turning lights on and off, and retrieving medicine.

“[One of ] the real trained tasks that Veterans with disabilities work with service dogs trained by America’s VetDogs we’re concentrating on is turning light (photos by Rebecca Eden/America's VetDogs) switches on so [dogs] can go into a dark room,” says Sheila O’Brien, director of and is overseeing the study — tracking model for the rest of the country. external affairs for America’s VetDogs. veterans’ responses will help determine “I would love for people to “Many veterans also have light whether service dogs actually help understand that there are a lot of sensitivity from their PTSD, so you do mitigate the symptoms of PTSD and, invisible wounds these veterans just the opposite — you can send the thus, improve quality of life. actually carry home with them,” she dog in to turn the lights off.” “We’ll do four measures throughout says. “We want to be able to present Once training is completed, the course of the year to see if there this to the assistance dog industry and participants return home with their are changes in individuals who receive say this is reality, this is what happens. dog. An America’s VetDogs field these guide dogs compared to those [We] want it to be kind of a baseline representative then conducts several who did not,” English says. “It asks for the whole industry.” follow-up visits, and veterans fill out questions about stress, dreams, their To find out more about America’s questionnaires throughout the yearlong feelings; are they easily upset, or do they VetDogs, visit vetdogs.org. study to assess the impact the dog is have physical reactions; do they have — Alexandra Vollman having on their daily life. avoidance issues, trouble remembering.

"It is time for parents to teach young people early on that in diversity there is beauty and there is strength." — Maya Angelou

8 April/May 2015 INSIGHT [ Partner Profile]

Who they are: Career Opportunities for Students with Disabilities (COSD) is an association that partners with colleges and universities, employers, and college together with 10 select national and regional employers students/recent graduates who have disabilities. COSD for this annual networking and education event. On was founded by Alan D. Muir, winner of the 2011 Fred November 6 and 7, COSD will host its 16th Annual Strache Award for Leadership from California State National Conference in Chicago. University Northridge Center on Disabilities, and The power of partnering: Robert M. Greenberg, who oversaw the development of In summer 2014, COSD a series of handouts titled “What Can I Do With This partnered with global consulting and accounting Major?,” which are now used by more than 400 colleges firm EY, the National Association of Colleges and and universities. Employers, and the Association on Higher Education and Disability to produce a webcast series bringing What they do: COSD connects 800 colleges and higher education professionals up to speed on changes universities with 650 major employers from across the to Section 503 of the Rehabilitation Act of 1973, which U.S. to assist students/recent graduates with disabilities includes new regulations to improve job opportunities in their career development and in attaining a career. for individuals with disabilities. Making news: Find out more: COSD hosted its FULL ACCESS Contact Alan Muir at (865) 974-7148 or Student Summit in early April in Atlanta, Ga., which [email protected], or visit cosdonline.org. brought college students/graduates with disabilities

A complete list of our partners can be found at insightintodiversity.com.

Baylor College of MediC ine INSIGHT Into Diversity Presents: congratulates Inspiring James PhilliP s, m D Women senior associate Dean for Diversity in STEM and community outreach recipient of this year’s Diversity Visionary award “Supporting women STEM students and researchers is not only an essential part of America’s strategy to out- innovate, out-educate, and out-build the rest of the world; Dr. Phillips has made seminal it is also important to women themselves.” contributions to bringing healthcare disparities to the forefront of national - The Office of Science and Technology Policy, policy setting. His sustained advocacy The White House catalyzed ongoing efforts to promote fairness and diversity in medical education. Dr. Phillips is the founder and director of Baylor’s Saturday Morning Nominate your colleagues for our upcoming Science Program, a community outreach recognition of women who make a difference program designed to excite interest in science and healthcare in 7th through in STEM fields — to be featured in the August 12th graders students. Dr. Phillips has 2015 issue of INSIGHT Into Diversity magazine. received numerous honors over his career including, the James M. Whittico Jr. Health Advocate Award from the National Medical Association and an Visit insightintodiversity.com for more honorary doctorate from his alma matter, Washington and Jefferson College. information, and to make a nomination

insightintodiversity.com 9 Diversity [ Visionary Awards ]

April/May 2015

INSIGHT Into Diversity honors individuals who have made significant past and present contributions to diversity in higher education with our Diversity Visionary Award. These honorees were nominated by colleagues and selected by INSIGHT staff. We profile award recipients in each issue of INSIGHT Into Diversity magazine.

Nominate a Visionary

If you would like to nominate someone for the INSIGHT Into Diversity Visionary Award, submit a nomination letter no more than two pages long detailing your visionary’s contributions.

Please include specifics on any accomplishments that went above and beyond the routine to make a real difference. Include your contact information, along with contact information and a mailing address for your nominee.

Email your letter of nomination to [email protected]. VISIONARYDiversity AWARDS 10 April/May 2015 Erik Brodt, MD

Director of the Native American Center for Health Professions, Associate Director of the Collaborative Center for Health Equity, and Clinical Assistant Professor in the Department of Family Medicine at the University of Wisconsin-Madison School of Medicine and Public Health

In 2012, Dr. Erik Brodt conceptualized and created the Native American Center for Health Professions (NACHP) at the University of Wisconsin-Madison (UWM) School of Medicine and Public Health (SMPH). His visionary leadership for increasing outreach, recruitment, and educational programming and cultural immersion opportunities for Native American students and faculty at the SMPH is laudable. Brodt’s ideas and energetic planning led to the development of the NACHP. Its mission is to improve the recruitment, support, retention, and graduation rates of Native American health professional students and promote research, health education, and community partnerships with Native American communities. NACHP is nationally recognized as an innovative center serving health professional students. Since Brodt joined the UWM SMPH faculty, there has been an increase in the number of Native American students, residents, and faculty affiliated with the school. He has forged multiple partnerships across diverse departmental and programmatic boundaries to facilitate the recruitment of Native Americans to campus. He has worked closely with the SMPH Rural and Urban Scholars in Community Health Program and secured funding to allow for increased recruitment of Native American students to the program. He has also helped develop nationally recognized programs like the Association of Native American Medical Students chapter at UWM, which hosts unique cultural immersion events, such as a traditional Native American foodways weekend. The event incorporates traditional Native American food and preventive health education into students’ learning experience. Although he’s still in the early stages of his career, Brodt’s programs have touched Native American students, healers, and citizens in Wisconsin and beyond.

Sandy Cayo, DNP, FNP-BC

Clinical Faculty Member at Fairfield University School of Nursing

The origin of Fairfield University School of Nursing’s diversity initiative, Zero Attrition Mission (ZAM), can be traced back to Dr. Sandy Cayo. As a doctoral student, Cayo took on the topic of increasing the diversity of the nursing student population, faculty, and resulting workforce through an article published in the Journal of the National Black Nurses Association. An African American nurse herself, Cayo joined the school after graduation as a clinical adjunct faculty member. ZAM is an initiative that aims to develop a culture of inclusivity in a traditionally homogenous environment and improve attrition rates of underrepresented nursing student populations. The vision and purpose of ZAM is to promote the needs of underrepresented nursing students at Fairfield University School of Nursing and to serve as an additional resource to these students through professional nursing mentorship, the improvement of academic supports, and the exploration of environmental factors contributing to success. With her passion and ambition, Cayo was brought on board as the perfect leader, and ZAM was born. The initial interest meeting for ZAM was attended by eight students from five underrepresented backgrounds. Students were offered the opportunity for discussion and were also issued a questionnaire. The results from the first meeting revealed that students from low-income or urban schools believed they would benefit from assistance with study techniques. ZAM was truly a grassroots effort that began, in part, as a result of Cayo’s passion and scholarly efforts. It not only launched a statewide dialogue in Connecticut about improving diversity, but has also become a statewide model for implementation at other nursing schools.

insightintodiversity.com 11 Diversity [ Visionary Awards ]

Wanda Heading-Grant, EdD

Vice President for Human Resources, Diversity, and Multicultural Affairs at the University of Vermont

During her more than 20-year tenure at the University of Vermont (UVM), Dr. Wanda Heading-Grant has provided vision, leadership, and coordination for major programs and institutional efforts that have changed the culture and climate at UVM. The programs she has created and the initiatives she has led have brought together members from all areas of the university to build and sustain a more diverse, inclusive, and academically and socially dynamic institution. Heading-Grant has served as a trusted adviser to two UVM presidents and is an advocate for individuals from all backgrounds. She was the first person to serve as chief diversity officer and special assistant to the president for multicultural affairs at UVM. She is viewed as a strong, passionate, ethical, and effective leader. Despite the lack of diversity during her early years as a student at UVM, Heading-Grant has devoted her life and career to creating a more inclusive climate at the university. Her gift of being able to bring people together from all areas of the institution and her political acumen have enabled her to create powerful and sustained change. She is a visionary who has helped transform the institutional culture at the university. Among her accomplishments, Heading-Grant led the implementation of a diversity course requirement for all undergraduate students at UVM; provided the vision, coordination, and leadership for Blackboard Jungle, an annual diversity professional development symposium for faculty, staff, administrators, and people beyond the university community; designed and coordinated the annual week- long Martin Luther King Jr. celebration and learning program for the campus and surrounding community; and formed a partnership with the major performing arts institution in Burlington to use the arts to teach social justice.

James Phillips, MD

Senior Associate Dean for Diversity and Community Outreach and Professor of Pediatrics at Baylor College of Medicine

Since the 1950s, Dr. James Phillips has been a pioneer for increasing healthcare diversity. He matriculated prior to the former U.S. Surgeon General David Satcher and served as a trailblazer at his alma mater, Case Western Reserve University. Phillips was also the first African American pediatric resident at Rainbow Babies and Children’s Hospital in Cleveland, Ohio. Over the last 20-plus years, Phillips has been a change agent at Baylor College of Medicine (BCM) and has helped many others achieve their diversity goals. He has developed and implemented pipeline programs to increase the academic preparedness of middle school, high school, and undergraduate students who are underrepresented in medicine. He also established an educational elective at BCM that strives to foster cultural sensitivity for future physicians. His programs have been funded by the National Institutes of Health (NIH); the Howard Hughes Medical Institute; the Robert Wood Johnson Foundation; and the National Heart, Lung, and Blood Institute of the NIH. He has inspired and mentored junior and mid- career faculty members across the nation. Because of his outstanding contributions to medical education and diversity, Phillips has held numerous leadership positions and been recognized by several organizations, including the Association of American Medical Colleges, the National Association of Medical Minority Educators, the National Medical Association, the Houston Medical Forum, and the Hispanic American Medical Association, as well as by the mayor of Houston.

12 April/May 2015 The INSIGHT Into Diversity HEED Award Benchmarking Report

In 2014, 83 colleges and universities throughout the U.S. received the INSIGHT Into Diversity HEED Award, which annually recognizes outstanding commitments to creating a more diverse and inclusive campus. What does it take to achieve this measure of success, and what can other institutions of higher education learn from recipients’ experiences?

The 2014 INSIGHT Into Diversity Benchmarking Report is the first and only national report on leadership and performance in working toward a goal of a truly diverse and inclusive learning environment. Based on results submitted by HEED Award recipients, this report will provide colleges and universities with the means to more clearly understand what the diversity landscape requires.

What you’ll gain: • The opportunity to study and evaluate the success in diversity and inclusion efforts at leading institutions throughout the United States • Practical, sustainable, and cost-effective ways to help your campus become more inclusive across all areas of underserved student, faculty, and staff populations • Read profiles of successful programs your school can choose to model • Measures to help assess the progress of your school’s diversity and inclusion programs

Expert Authorship A respected leader on diversity and inclusion in higher education, Damon A. Williams, PhD, prepared the 2014 INSIGHT Into Diversity Benchmarking Report. He is the author of several groundbreaking books on the subject, including Chief Diversity Officer and Strategic Diversity Leadership.

With much of his work focused in higher education, Williams is a lecturer, scholar, researcher, and former vice provost and chief diversity officer at the University of Wisconsin-Madison. He is considered one of the world’s foremost authorities in the areas of diversity and inclusion management, educational achievement, youth development, corporate citizenship, educational achievement, and change management. Williams currently works to expand the pipeline into higher education as the senior vice president for programs, training, and youth development for Boys and Girls Clubs of America (BGCA). In this capacity, he serves as chief education and youth development officer for more than 4,000 BGCA clubs around the world.

Find out what your college or university can do today to make your campus more diverse and inclusive for current and future generations of students.

The INSIGHT Into Diversity HEED Award Benchmarking Report is available for the price of only $495!

For more info: [email protected]; 301-219-6464 2014 e only national higher education diversity award

2015 HEED Award applications are available now.

Please visit insightintodiversity.com for more information about the 2015 HEED Award and to apply. e only national higher education diversity award insightintodiversity.com 13 New [ Directions ]

ARKANSAS at the University of South Carolina associate vice president for Maurice Gipson, in Columbia. affirmative action and Title IX JD, has been officer at Grand Valley State named assistant KANSAS University in Allendale, Mich. vice chancellor for Jameelah Jones is serving as diversity at Arkansas the first director of diversity and Sean Huddleston has been named State University inclusion for the Student Senate chief diversity and inclusion officer in Jonesboro. He at the University of Kansas in at Framingham State University. He previously was special assistant Lawrence, where she is a graduate was assistant vice president for the to the vice president for diversity student in African and African strategic implementation, inclusion, and community engagement at the American studies. and equity division at Grand Valley University of Texas at Austin. State University in Allendale, Mich. LOUISIANA MarTeze Hammonds, Lorrie Gaschen, Sundar EdD, has been PhD, DVM, has been Kumarasamy is appointed associate named associate now vice president dean for diversity and dean for diversity for enrollment inclusion at Arkansas and faculty affairs management Tech University at Louisiana State at Northeastern in Russellville. In University School University in his previous position, he served of Veterinary Medicine in Baton Boston. He previously served as assistant dean of students Rouge. She retains her position as as vice president for enrollment for retention and academic professor of diagnostic imaging at management and marketing at the engagement at the College of the university. University of Dayton in Ohio. Wooster in Ohio. Taniecea Arceneaux MICHIGAN CALIFORNIA Mallery, PhD, is Jesse Bernal, EdD, Yvette Gullatt, PhD, now director of has been appointed has been named the equity, diversity, vice president first vice provost and community of inclusion and for diversity and engagement in the equity at Grand engagement for Office for Campus Valley State the Office of the Diversity at the University of University in President of the Louisiana at Lafayette. She was Allendale. He was formerly director University of California system, previously senior diversity research of the Office for Diversity and where she had been vice provost specialist for the Association of Inclusion at Santa Clara University for educational partnerships. American Medical Colleges in in California. Washington, D.C. Becky Petitt, EdD, is MINNESOTA now vice chancellor MASSACHUSETTS Trenda Boyum- for equity, diversity, Mark Brimhall- Breen, PhD, has and inclusion at Vargas, PhD, has been named the University of been appointed president of California, San Diego. chief diversity Rasmussen College She was associate officer at Tufts in Minneapolis. She vice president for diversity and University near previously served chief of staff to the office of the Boston. In his last as chief academic officer at vice president and associate position, he was deputy chief the university. provost for diversity at Texas A&M diversity officer at the University of University in College Station. Maryland, College Park. MISSOURI Adrian Clark is now ILLINOIS Dwight Hamilton, associate provost Michael Amiridis, PhD, has been JD, is now chief for the Office appointed chancellor of the diversity officer of Institutional University of Illinois at Chicago. He at Smith College Effectiveness, had been executive vice president in Northampton. Accreditation, and for academic affairs and provost He was formerly Inclusion at Kansas

14 April/May 2015 City University of Medicine and her roles as special adviser to Opportunity in Gainesville, Fla. Biosciences. He retains his position the president on sexual assault as executive director of the Office prevention and response at the Benjamin Hughes has been of Institutional Assessment and university and as a professor at appointed program coordinator for Accreditation at the university. Columbia Law School. the Office of Multicultural Affairs at Haverford College. Prior to this James Paine, PhD, Bea González has been appointed appointment, he was on the staff of has been appointed special assistant to the chancellor the Office of Intercultural Education the first assistant at Syracuse University. She retains at Bates College in Lewiston, Maine. vice president for her role as dean of University student affairs and College at the university. TENNESSEE dean of students at Moses Goldmon, EdD, is now Logan University in Cristen Kromm is now dean of executive vice president at Lane Chesterfield, where he was formerly undergraduate student life for College in Jackson. He was dean of student services. Columbia College and the Fu previously assistant professor of Foundation School of Engineering religious education at the Shaw MONTANA and Applied Science. She was University Divinity School in Beth Weatherby, PhD, has been previously associate dean of Raleigh, N.C. named chancellor of the University residential life for the college. of Montana Western in Dillon. She Karen Weddle-West, PhD, has was formerly provost and vice Barry Wells has been appointed been named provost at the president of academic and student special assistant to the chancellor University of Memphis, where affairs at Southwest Minnesota at Syracuse University, where he she previously served as interim State University in Marshall. was formerly senior vice president provost and the former director of and dean of student affairs. diversity initiatives. NEBRASKA Susan Foster, JD, has been Chris Woods has been named TEXAS appointed director for institutional assistant director of multicultural Jimmy Case, PhD, is now executive equity and compliance at the affairs and LGBTQ outreach vice president and provost of Sul University of Nebraska-Lincoln. at Columbia University. In his Ross State University in Alpine, She was a senior associate last position, he was program where he was formerly dean of the attorney at the Jackson Lewis PC administrator for the LGBTQ College of Arts and Sciences. law firm in Omaha. Student Center at New York University. WASHINGTON NEW YORK Mark Pagano, PhD, has been José Aviles, PhD, is NORTH CAROLINA appointed chancellor of the now associate vice W. Kent Guion, MD, University of Washington Tacoma. provost and director is now chief diversity In his former position, he was of admissions at the officer at the provost and vice chancellor for University at Buffalo. University of North academic affairs at Montana State He was director of Carolina Wilmington. University Billings. admissions at the He previously served University of Delaware in Newark. as vice president for WISCONSIN diversity and inclusion at Georgia Ameerah McBride, JD, has Tiffani Blake has been appointed Regents University in Augusta. been named director of equity dean of students at the College of and affirmative action at the New Rochelle, where she had been PENNSYLVANIA University of Wisconsin Oshkosh. special assistant to the president Cecil Howard, JD, has been She was previously deputy Title for mission and board relations. named executive director of IX coordinator in the Office of the Office of Social Equity at Institutional Equity at Kansas State Suzanne Goldberg, JD, has been Shippensburg University. He University in Manhattan. named the first executive vice was formerly equal opportunity president for university life at director and chief diversity Columbia University. She retains officer for the Office of Equal

Has your campus recently hired a new diversity administrator? INSIGHT Into Diversity would like to publish your news. Please email: [email protected].

insightintodiversity.com 15 Wealth Gap Must Be Factored into Education Attainment Debate

By Edna B. Chun, DM

report recently issued by the inequality exceeds the level of income passed between generations. This Pew Research Center reveals inequality in America. Conley notes gap cannot be rectified easily as it is that the median wealth of research indicating that up to 80 deeply embedded in the structure of Ablack households dropped 34 percent percent of lifetime assets are a result American society, its institutions, and between 2010 and 2013, while that of of gifts bequeathed from preceding its historical legacy. white households grew by 2.4 percent generations of relatives. Social theorist Joe Feagin identifies during the same period. And in Wealth Mobility and mechanisms of unjust enrichment The contrast is stark. The median Volatility in Black and White, Conley transferred across generations as the white household is now worth and co-author Rebecca Glauber find key to continuing racial hierarchy and $141,900, and the median black that individuals are more likely to systemic racism that have fostered household is now worth only $11,000. maintain wealth than attain it. Low- and extended the impoverishment In fact, the median wealth of white wealth children are unlikely to become of large groups of people, such as households in 2013 was 13 times the high-wealth adults, and high-wealth African Americans. Feagin also median wealth of black households and children are more than six times more accents the systemic and structural 10 times that of Hispanic households. likely to remain high-wealth adults. nature of racism in terms of an The recent recession resulted in a Furthermore, the authors note that organized societal whole composed decrease in asset ownership that was African Americans have more difficulty of interconnected elements that more pronounced among minorities, sustaining relative wealth status. undergirds networks, institutions, with home ownership slipping by The authors conclude, “One cannot organizations, and the interactions of 6.5 percent. discuss issues of race and opportunity major social groups. As sociologist Dalton Conley points in the United States without taking From a historical perspective, such out in The Black-White Wealth Gap, these issues on.” structural wealth inequality has been equity-inequity, more than any other The black-white wealth gap is created and legitimized through federal statistic, captures the depth of racial an incontrovertible example of how and state government programs such inequality. A high degree of wealth inequality is socially reproduced and as the Federal Homestead Act, which,

16 April/May 2015 from its enactment in 1863 until 1935, were unmarried, childless, young collateral damage to neighboring areas provided approximately 246 million white adults from middle- or upper- in the form of lost property wealth. acres of land at low or no cost to class backgrounds who received A study of 31 highly selective predominantly white beneficiaries. parental financial support and had private colleges and universities found Research findings by Jennifer moved steadily along the path to that 10 percent of graduates from Mueller demonstrate the significant degree completion. these institutions go on to earn a scale of generational acquisition of In a 2012 study, University of doctorate as compared to 3 percent economic assets, with white families in California, Berkeley Professor nationwide. As a result, researchers a southwestern state averaging more Rucker Johnson documented the Jeffrey Green, Matthew Nagowski, than six times the transfer of monetary intergenerational impact of housing and Ronald Ehrenberg suggest that assets than that of minority families. market volatility on postsecondary increasing the numbers of talented These transfers included land, property, educational decisions, including black and Hispanic students who and businesses, with five times as many college attendance, delayed attendance, attend these institutions will likely instances of such assets deriving from type and quality of institution increase the number of those pursuing the federal and state governments. attended, student work hours during doctoral degrees nationwide. Yet During the time of the New Deal college, and completion rates. The economics play a pivotal factor in the and Fair Deal, the creation of many study indicates that home ownership pursuit of degrees that take a number

A deepened understanding of how privilege and wealth have been transmitted inequitably across generations will assist policy makers, scholars, and practitioners in developing programs that enhance educational attainment for America’s diverse citizenry.

large-scale national programs helped accounts for 80 percent of the average of years to complete and require further racial inequality. The Social U.S. household wealth and that blacks extensive, ongoing funding. Security Act of 1935 left 65 percent have lost more wealth due to the real A deepened understanding of of African Americans out of the estate and foreclosure crisis than from how privilege and wealth have program. Federal Emergency Relief any other single event in recent history. been transmitted inequitably across Administration grants managed by local A one-standard deviation decrease in generations will assist policymakers, administration offered unequal grants the MSA housing price index during scholars, and practitioners in to minority families. And the Fair the time when a teenager is between developing programs that enhance Labor Standards Act of 1938 provided ages 13 and 17 is associated with a educational attainment for America’s an extensive exemption for agricultural substantially greater likelihood of that diverse citizenry.● workers from minimum wage and teen attending a community college. overtime requirements, which affected A 2013 analysis by Thomas Shapiro, Edna B. Chun, DM, is an educational many African American laborers. Tatjana Meschele, and Sam Osoro leader and award-winning author Systemic and interlocking factors pinpoints the main drivers of the with more than two decades of human of social and wealth inequality need to growing racial wealth gap: years of resource and diversity leadership be taken into account when addressing home ownership, household income, experience in public higher education unequal educational outcomes. college education, inheritance and in the California, Florida, and Ohio Consider the findings of a report family wealth, and unemployment. state systems. She currently serves as from the American Council on Furthermore, in terms of home associate vice chancellor for human Education, titled “With College ownership, residential segregation resource services at the University of Degree in Hand,” which conclude affects demand for housing and places North Carolina at Greensboro and that individuals earning baccalaureate a ceiling on home equity for African is a member of the INSIGHT Into degrees in 2007-2008 were not Americans who own properties Diversity Editorial Board. as racially diverse as the overall in non-white neighborhoods. undergraduate student body. Most Foreclosures have resulted in serious

insightintodiversity.com 17 Recruiter’s [ Corner ]

The Art of the Interview: The Candidate Perspective

By Vicky Ayers

fter submitting your whether your professional persona — insight into the kinds of questions credentials, responding let’s call it your “style” — is going to they might ask you. For example, if the to requests for additional work best to the employer’s advantage. institution has been cited in the media Ainformation, engaging in various By the time you interview, the search as having had a budget shortfall, you levels of preliminary interviews, and committee or employer knows a lot might anticipate a question on the generally being kept on tenterhooks about you. The questions they are order of: “How would you handle for three months, you have been likely to ask aren’t going to be about telling team members that requests invited to meet with a representative information they already have, but for expenditures have been denied?” of the organization you hope to make about you as an individual — how you Consider the job responsibilities and your next career home. Until this communicate, how you think, and what activities you would likely be involved point, your credentials and experience you value. They are likely to ask you in. Many questions will address those have been the objects of assessment. how you function rather than what you areas. Similarly, understanding the Now it’s just you being weighed and have done. For example, an employer philosophy, mission, and history of the measured — your personality; your may ask if you have ever had to fire organization can clue you in on what ability to converse; your appearance, someone, and will likely follow that up is important to them. If, for instance, whether you want to admit it or not; with “how” questions: How did you an institution prides itself on the and the intangible “chemistry” that manage the situation? How did you deal diversity of its workforce, anticipate contributes to the impressions we all with the colleagues of the individual questions focusing on your own make on one another. you fired? If issues arose from the firing, attitudes toward diversity. In today’s employment climate — how did you handle them? Second, spend time thinking where there are often multiple viable These are known in the parlance of about yourself. It may sound odd, but candidates for most positions — the recruiting as “behavioral questions,” often we don’t know what we think interview process has moved toward and the Internet is full of examples. is valuable or effective about the an increased emphasis on who is Take a look at them. They are all way in which we function until we the best fit and who, out of six or intended to give you an opportunity deliberately consider those factors. So seven viable candidates, would be to express your individuality and set do it. Outline for yourself what you most likely to quickly and effectively yourself apart. So, how do you prepare think are the most important traits engage with the organizational for such an interview? you bring to the employer’s company culture. The kinds of questions you First, learn all you can about the or organization and how you use will be asked are going to focus on employer. This research can give you them in performing your job. Are

18 April/May 2015 you a collaborator who wants most something they really weren’t and to do well thought-out, taking a proactive decisions to be made by the team, a something they really couldn’t. It never approach to engaging with employer convener who wants to get facts and turns out well, and the disaster it may specifics in this way can provide strong opinions from the team and then cause can follow you until you retire. support for your candidacy. make the decision, or an authority If you are truly interested in the I’ve said it before, and I’ll say it who conveys decisions to the team position, consider two or three key again: An interview is a first date. It for development of an action plan? things you want to know about could lead to spending a long time All are viable approaches, and each the employer and/or the position, together. While you want to appear at will work for specific organizations. and use the interview to ask those your best, you don’t want to create a The key here is to understand how questions. Most employers will leave false impression you are then going to you behave as an employee and how room in the process for this step, but have to maintain for the next decade. that can work in circumstances the if they don’t, work your questions Be your best self, and if you get the employer is likely to encounter. into your responses. For example, if job, you will know you were the most Third, plan to be dead honest. Don’t you are asked about how to handle viable candidate for the position.● try to figure out what you think the a budget shortfall, it is perfectly “right” answer may be — whether acceptable to request clarification Vicky Ayers is the senior director they are looking for a convener or before responding: “What instructions for executive recruitment at RPA a collaborator — but instead, just has the administration given to Inc. Vicky is also a member of the be truthful. The recruiting world is department heads about the overall INSIGHT Into Diversity Editorial full of dreadful tales of people who approach to dealing with fiscal Board. If you have a question, email faked responses, who were hired to be problems?” If your questions are Vicky at [email protected].

www.uvm.edu - www.uvm.edu/~hrdma Dr. Wanda Heading-Grant Visionary Award Winner

Looking for a faculty Congratulations to Dr. Wanda Heading-Grant, Vice President for position in higher Human Resources, Diversity and Multicultural A airs at the education? University of Vermont, for receiving the Diversity Visionary Award from INSIGHT Into Diversity magazine. With Dr. Heading-Grant’s vision, Looking for qualified and leadership, commitment, and strategic partnerships, the University of diverse candidates for open Vermont has become a more diverse, inclusive and dynamic institution. faculty positions?

insightintodiversity.com 19 If You Want Business Benefits from Diversity, Focus on Inclusion

By Joseph Santana

ooks, articles, and research recruit two new members to their ranks performance or improved market share studies about the competitive who are completely different from their resulting from diversity. advantages of leveraged legacy members. However, influenced Recently, the Institute for Corporate Bdiversity have been steadily increasing by the invisible but powerful forces Productivity (i4cp) completed a first- in number over the past several decades. of their subconscious biases and the of-its-kind study titled “Diversity and As this body of empirical evidence application of dated policies, the original Inclusion Practices That Promote continues to grow, along with rapidly five marginalize these new managers. Market Performance.” Guided by exploding local and global demographic The new members sit on the sidelines a board of leading chief diversity diversity, even the most lagging while the original five managers make officers, this research project went organizations have begun to recognize all the big decisions as usual. Thus, the beyond other studies in the field of the need to take action. Often, this company remains unchanged. diversity and inclusion by examining action consists only of outreach efforts Instead of benefiting the team and comparing the practices of designed to bring greater diversity to with new ideas and strategies, the two high-performing organizations with the company. However, a solid body recent additions have become “chair- those of poorer performers; high- of research and experience now tells warmers.” The outcome — assuming performing organizations are defined us that diversity achieved through nothing changes in the organizational as companies that enjoy increases outreach efforts without organizational culture and policy, or in the behaviors in revenue growth, market share, inclusion efforts will never produce the of the other five managers — will not profitability, and customer satisfaction sought-after business benefits, nor will be a competitive advantage. More over a five-year period. To no one’s it be sustainable. likely, these two new managers will surprise, the study found that high- Imagine a group of five relatively either continue to collect a salary performing companies “realize that homogeneous senior managers who while remaining disengaged, leave true business advantage can only be seek to benefit from the variety of for greener pastures, or conform and realized once diverse skills, talents, and new perspectives and ideas offered become like the other five. None of backgrounds are fully engaged and by diversity. Driven by this goal, they these alternatives leads to superior aligned to the organization’s success.”

20 April/May 2015 In other words, business benefits only example, one of my clients provided newly branded “Parental Policy.” accrue when diversity is brought into a select group of executives, who If approved, the newly evolved an environment of inclusion. had gone through unconscious approach will recognize and include So what can leaders in organizations bias training, with effective peer- a broader spectrum of team members that want more than just compliance, coaching skill training. These performing the role of child PR, and vanity awards for diversity “trained” executives were then caregivers in the 21st century. do to get on the road to realizing true invited to attend meetings chaired business benefits? Here are three ideas by other executives to act as A careful review of people policies — to get started: meeting monitors and coaches to especially those that have long been ensure that the people immersed in in place and perhaps have not been 1. First, begin by raising your the process of making assessments critically examined for some time — managers’ and executives’ awareness about people and projects were will offer opportunities for refining of their unconscious biases. not overly influenced by bias. existing practices and increasing the Specifically, provide learning When an executive attended a opportunity for greater inclusion in programs that help executives peers meeting to play this role, an authentic manner. It is paramount and managers of people recognize he or she was referred to as the to an organization’s inclusion efforts and manage their own bias meeting’s “inclusion champion.” to ensure that all team members view filters. Eric Davis, author of The result was a dramatic increase processes as clear and transparent while the aforementioned study and in inclusivity and the leveraging of also providing a good team experience. i4cp’s creative director and senior diverse resources and ideas. In a recent TED Talk, Rainer

It is paramount to an organization’s inclusion efforts to ensure that all team members view processes as clear and transparent while providing a good team experience.

editor, has much to say about the 3. Finally, examine your institutional Strack of the Boston Consulting research findings. “It’s amazing policies with a critical eye and seek to Group noted that in the near, more how quickly the micro-inequities make them more inclusive of today’s global and diverse future, creating and stemming from unconscious biases workforce. Jacqueline Robertson, maintaining an inclusive culture will can pile up and become a poison the senior director of inclusion and become as vital to an organization’s within the culture,” Davis says. diversity at W.W. Grainger — success as financial management. The “While no amount of training can a Fortune 500 industrial supply bottom line is that the time to start eliminate biases, awareness of them company — and a member of i4cp’s paying more attention to inclusion, and willingness to confront the Chief Diversity Officer Board, offers and not just outreach, is right now. behaviors go a long way toward re- a good example of refining fairness I invite you to take these first establishing the equity needed for via a bit of policy updating. three steps to embark on your an inclusive culture to flourish.” According to Robertson, Grainger journey toward turning your local formally offered a short-term and global diversity into a powerful 2. While raising awareness is a good disability policy governing maternity business asset.● start, it will not — as Davis noted — benefits that, upon further inspection eliminate biases that create obstacles — and external benchmarking by its Joseph Santana is chairman of the to inclusion. It simply gives us a Women’s Business Resource Group Institute for Corporate Productivity higher probability of recognizing — was found not to be completely (i4cp) Chief Diversity Officer Board, them. Therefore, the next step is inclusive of adoptive, surrogate, and president of Joseph Santana, LLC, to develop specific techniques and foster parents. The name alone — and a member of the INSIGHT Into tools that managers and executives short-term disability — did not seem Diversity Editorial Board. For more can use to manage biases in their inclusive of all that the policy could about Joe, visit joesantana.com. day-to-day activities. potentially offer team members. After Techniques for managing bias in careful research and consideration, an organization can be simple. For the company is now considering a

insightintodiversity.com 21 Empowering Students with Autism Spectrum Disorder

As the number of students with autism entering postsecondary education increases, colleges and universities offer more programs and accommodations to help them manage the demands of college life

By Nina Rao

hree years ago, Aleza enrolled five students. By the 2015- Greene started the Autism 2016 academic year — the program’s Support Program at the fourth year — Greene believes the TUniversity of Arkansas. Greene, a number will increase to about 15, clinical assistant professor in the closer to its maximum of 20. Now she College of Education and Health finds herself fielding inquiries from Professions at the university, previously students and families interested in worked for a private company that the University of Arkansas mainly supported students with disabilities because of this program. in postsecondary settings, so she had Trends toward programs like this experience with this type of work. are likely to continue as autism, and More important, perhaps, she has an awareness of it, grow more prevalent Aleza Greene, founder of the Autism Support Program at autistic son. nationwide. At this point, the numbers the University of Arkansas “He was getting older and I wanted represent only students who ask for there to be something available for help. The real number of college him,” Greene says. “And I assumed students with autism is assumed to be that if he needed [help], there were much higher. other kids who needed it, too.” As autism awareness increases, What Greene saw was a need for the number of students with autism a program that would help students who ask for help is expected to with autism who were intellectually grow. This means that colleges and capable of postsecondary work handle universities are being forced to learn the logistical parts of college life, such how to accommodate them, either by as timeliness and prioritization of expanding programs already in place tasks, that these students frequently or by creating new ones. struggle with. “[Dedicated programs] are still The need for a program such as rare, but more are popping up every David Kearon, assistant this proved even greater than year,” says David Kearon, assistant director of adult services Greene expected. director of adult services at Autism at Autism Speaks In its first year, her program Speaks, a nonprofit autism advocacy

22 April/May 2015 Coaches in the University of Arkansas’ Autism Support Program work with students

organization. “It makes a lot of sense autism succeeding in secondary school for [colleges and universities] to be is also rising — thanks to the success prepared to accommodate more and of inclusion programs and to greater more students with autism.” parent advocacy, says Joy de Leon, dean In the coming decade, 50,000 of students and director of learning young adults with autism will enrichment and disability services at graduate from high school every Beloit College, a private liberal arts year — a half million students over college in Beloit, Wis. “We’re doing a lot 10 years. Some will move on to life better at getting these students through skills programs or into vocational or K-12 to get to college,” she says. technical schools, Kearon says, but an For de Leon, who runs the increasing number will likely apply college’s disability services program, Joy de Leon, assistant dean of to and enter colleges and universities. this has meant that the number students and director of learning This is due, in part, to the jump in the of students with autism spectrum enrichment and disability sheer number of autism diagnoses. disorder (ASD) asking her office services at Beloit College In 2000, the Centers for Disease for accommodations has increased Control and Prevention (CDC) from about three in 2001 to about needs vary greatly as the autism reported that one out of every 150 10 (out of 1,250 students) in recent spectrum is wide, and autism is often children was diagnosed as having years. These accommodations might accompanied by other diagnoses such autism. In 2010, the most recent year include low-distraction areas for as attention-deficit/hyperactivity for which the CDC has data, that test taking or more time for taking disorder (ADHD) or anxiety disorder. number increased to one in 68. tests; some parents even hire private As de Leon says, “If you’ve seen one Not only is the base number coaches for their child. However, student with ASD, you’ve [only] seen increasing, the number of students with the accommodations each person one student with ASD.”

insightintodiversity.com 23 To manage the increased number of students asking for help, de Leon [ moreINSIGHT ] hired several students to serve as organizational tutors. These tutors provide guidance with time management and prioritization, not with actual schoolwork. $ $$ $ Offered through Beloit’s disability services office, this service is currently provided at no cost because de Leon does not consider the college large The Price Tag for ASD Programs enough to justify a dedicated program at this time. Though costs vary widely among programs dedicated to college students with autism spectrum disorder (ASD), they all have one nlike Beloit, where the thing in common — they do not come cheap. program is still relatively new, Marshall University • The University of Arkansas’ Autism Support Program costs in West Virginia has had a dedicated $5,000 per year, in addition to regular tuition and fees. U • New York Institute of Technology’s Vocational Independence program for more than a decade. This public university is home to the Program costs almost $59,000 per year, which includes tuition, Autism Training Center, created by fees, room, and board — compared with less than $45,000 for the West Virginia legislature in 1984 regular tuition, fees, room, and board. as a resource center for families and • Marshall University’s College Program for Students with Autism teachers. When a parent asked the Spectrum Disorder costs $4,000 per semester, in addition to training center about postsecondary base tuition and fees. options, the staff organized a pilot program called the College Program for Students with Autism Spectrum Disorder, which launched with only one student in 2002. That program has grown over the years to include more than 50 says. “The under-the-radar folks are community has gained in size and participants, all of whom take regular really the challenge.” visibility, more people feel safe being classes at the university, augmented This is where organizations like open about who they are. It’s been with coaching to help them manage the Autistic Self Advocacy Network really encouraging to witness.” independent living, study skills, and (ASAN) come in. ASAN’s goal is ASAN does not necessarily other logistics of university life. For the to empower and organize people advocate for autism-specific programs. past 10 years, more than 50 students with autism. Among other efforts, Instead, ASAN advocates for choice, have applied for admission each year, the organization has produced a individualization, universal design, of whom the university is only able to handbook called Navigating College, and eliminating barriers to accept 10, says Program Coordinator which has been downloaded more obtaining accommodations. Rebecca Hansen. than 27,000 times. Also, for the past “We’ve found that many autistic “The need is very great,” Hansen says, three years, ASAN has been holding students are perfectly happy being adding that of the 54 students currently a week-long workshop called the served through the standard disability enrolled, 47 are from out of state. Autism Campus Inclusion Summer services office at their university,” In fact, the need is far greater than Leadership Academy, during which Bascom says. the numbers suggest. participants learn to advocate for For others, however, a specific Unlike in primary and secondary changes — such as increased funding support program can be helpful. school, students at the postsecondary for student disability services — on People with autism typically level can choose whether to register their home campuses. struggle with executive functioning with the school’s disability services “I think we’ve definitely seen an skills, such as organization and office or whether to participate in a increase in students who are willing timeliness, in addition to social skills. dedicated program. to proudly identify as autistic as of Support programs help close that gap. “College students may not want to late,” says Julia Bascom, director of Greene’s Autism Support Program disclose that they have ASD,” Hansen programs for ASAN. “As the autistic at the University of Arkansas, for

24 April/May 2015 example, provides academic coaches higher education have been able to who help students organize their time, apply for status as a comprehensive prioritize tasks, and sometimes help postsecondary and transition program decipher a professor’s instructions. The through the U.S. Department of program also provides peer mentors to Education. This status allows students help students navigate the social side at these colleges and universities with of university life — by taking them to documented intellectual disabilities — football games, for example. who are unable to carry a full course The program was a deciding factor load — to receive federal grants and in Nathaniel Trowbridge’s decision to work-study positions. Previously, only attend the university. Trowbridge had students carrying a full course load struggled with ASD first in middle were eligible, but a 2008 congressional Rebecca Hansen, program school and then in high school, as well amendment changed this restriction. coordinator for the Autism as during his two years of community Nationwide, fewer than 40 schools Training Center’s College Program for Students with college. Although he understood have received this designation. ASD at Marshall University the subject matter, he had trouble “The problem is no one knows completing his homework. about this,” says Ernst VanBergeijk, Nonetheless, Trowbridge wanted associate dean and executive director to attend college, in part because he of New York Institute of Technology’s wanted a chance at better jobs than the Vocational Independence Program, one he had at that time — at Wal-Mart one of the first schools to receive the — but also because he felt he had more designation. “It’s like the best kept to offer. secret in federal aid.” “Even though I have a hard time It’s so little known that when doing my schoolwork, I still love to VanBergeijk called federal student learn,” he says. aid help lines posing as a parent, the So when his mother heard about people advising him didn’t even know the University of Arkansas’ program about it. three years ago, Trowbridge jumped A second option is to apply for at the opportunity. vocational rehabilitation money, federal Nathaniel Trowbridge, student at the University of “It was the reason I came, and I’m dollars earmarked to help individuals Arkansas sure I’m not alone in that,” he says. with disabilities gain employment. “I can’t imagine some of [the other Some students with ASD have students in the program] going to successfully applied for and received college at all without the kind of help this money for degree-seeking studies, postsecondary programs for students they have in the program.” using the argument that a degree with ASD. The University of Like Trowbridge, other students would make them more employable. Arkansas’ Autism Support Program with autism are seeking out colleges However, the way individual states has received this grant money, and universities that offer programs distribute the money and interpret allowing the program to provide and services like the one at the vocational rehabilitation varies funding to students. University of Arkansas, Kearon says. greatly. For example, VanBergeijk But these options usually only defray “[Colleges and universities] are says, New York will not disburse costs, not cover them, and VanBergeijk recognizing that a larger number funds to students in degree-seeking wishes more help was available. of students are looking for these programs, but New Jersey will. “You know what doesn’t come cheap services — so a cynical [way to] look At Marshall University, Hansen is ignoring the problem,” he says. “We at it is as a business decision,” he says. estimates that 13 of 54 students know intervention works because we “A less cynical view is that they’re enrolled in the College Program for now have this group of kids ready for recognizing a growing need among Students with Autism cover the entire college. A generation ago they would incoming students.” cost of the program with vocational have been in an institution; now they’re But programs like these do not rehabilitation funds. dreaming about college.”● come cheap. “The bottom line is it’s Some private scholarships are expensive,” Kearon says. also available, including the Brian Nina Rao is a contributing writer for Luckily, there are ways to help and Patricia Kelly Postsecondary INSIGHT Into Diversity. families offset these costs. Scholarship Fund. Since 2013, Since 2012, institutions of this fund has granted money to

insightintodiversity.com 25 HEED Award [ Spotlight ]

Mark Hermano, Columbia University College of Dental Medicine, Class of 2015

Creating a Culture of Inclusiveness Columbia College of Dental Medicine is on a mission to increase minority presence in the dental profession

By Tannette Johnson-Elie

t Columbia University, the CDM’s progress in increasing isn’t there, it’s harder for them to Dennis Mitchell is helping minority student enrollment to compete at the highest level,” he says. fill the pipeline for minorities commitment from the top. Thanks to Columbia’s Summer inA the dental profession, a field where “The decision of the dean to Medical and Dental Education they are woefully underrepresented. highlight and target diversity was Program (SMDEP), its dental school Mitchell is an associate professor a huge step toward progress,” says is experiencing significant gains in of clinical dental medicine and senior Mitchell, who accepted his first minority enrollment. associate dean for student development diversity role at Columbia in 2003. When Mitchell was appointed for Columbia’s College of Dental Since joining Columbia’s staff in senior associate dean for student Medicine (CDM). He also is senior 1991, Mitchell has made it his mission development for the College of associate provost for faculty diversity to increase the number of minorities Dental Medicine in 2003, minority and inclusion at Columbia University. represented in the dental profession. enrollment was at a dismal 3 percent. “Ten to 12 years ago, it was just me This is a job for which he has his work Today, minorities make up 20 percent and my staff. Now I have a hundred cut out for him. of the college’s enrolled students. graduates, so when a student of color The most current census data “SMDEP was a big game changer comes in for an interview, I can send show that minorities make up just 6 for us,” Mitchell says. that student to lunch with someone percent of the U.S. dental workforce. This free six-week residential who looks like them,” Mitchell says. One reason for this deficit might program prepares college students “That’s critically important.” be the educational barriers faced by from underrepresented populations to Mitchell came to Columbia 23 years some minorities. One of the biggest pursue careers in medicine or dentistry. ago under a unique partnership with obstacles is inadequate early education, Established in 2005, it is funded by the Harlem Hospital to hire minority Mitchell says. Robert Wood Johnson Foundation, the residents among its faculty. He credits “If the core fundamental education largest foundation in the U.S. devoted

26 April/May 2015 solely to public health. Heights [N.Y.], Columbia has been Students may apply for SMDEP doing great work providing care in through their respective colleges the community, as well as helping and universities, working with their underrepresented, disadvantaged pre-health advisers. Additionally, the young people gain entry into our Association of American Medical profession,” López says. “Columbia Colleges (AAMC) and the American really has been a trailblazer in the Dental Education Association community in this line of work.” (ADEA) participate in recruitment The summer program, combined fairs across the country to find with an array of other minority potential applicants. programs at Columbia, has created a To be selected for the program, culture of inclusiveness — which helps a student must be enrolled as a attract minority candidates to the freshman or sophomore in college; dental school, Mitchell says. have a minimum GPA of 2.5; be a “We have over 200 students of color U.S. citizen or hold a permanent on our campus each summer who are

“Being in the heart of Washington Heights [N.Y.], Columbia has been doing great work providing care in the community, as well as Columbia CDM students (clockwise from top left) Evan Chang, Webster helping underrepresented, disadvantaged Felix, David Farkas, Chelsea Townes, and young people gain entry into our profession,” Deborah Ohevshalom

- Mark A. López, senior director for access, diversity, and inclusion with the ADEA and co-deputy director of SMDEP

resident visa; come from a racially or in a variety of programs. That all feeds ethnically underrepresented group; into the environment of inclusiveness,” have demonstrated interest in issues he says. “When it comes to dental affecting underserved populations; schools, students of color are going to and submit a compelling personal select us. We get outstanding students. statement and strong letters They will help our profession evolve.” of recommendation. Among those students is Dominick “What we have is 80 Ambroise, 25, an African American underrepresented young men and in his senior year at the dental school. women who come to our campus Currently a resident of New York, he Dennis Mitchell, DDS, senior associate provost for faculty every summer,” Mitchell says. “Well is the son of Haitian immigrants and a diversity and inclusion at over 70 percent of graduates from our married father of one. Columbia University summer program have been accepted “I applied to five dental schools into the dental program.” in metro New York,” Ambroise says. Of 12 SMDEP university sites “When I visited Columbia, I saw that nationwide, Columbia is considered the university was making an effort to a model because of its longtime bring along minorities. It’s an over-the- commitment to addressing access to top effort to help you feel that people care issues in the community, says Mark care about you.”● A. López, senior director for access, diversity, and inclusion with the ADEA Tannette Johnson-Elie is a and co-deputy director of SMDEP. contributing writer for INSIGHT Into “Being in the heart of Washington Diversity.

insightintodiversity.com 27 Collaborating Across Boundaries for the Benefit of All Students A coalition of 11 universities shares innovative ideas for improving educational outcomes for students from all backgrounds

By Rebecca Prinster

ccording to the University UIA. “The problem is not that we don’t other. However, the geography also Innovation Alliance (UIA), have enough solutions. The problem is presents a challenge with dissemination. if college completion rates diffusing these solutions.” To overcome that challenge, continueA at their current pace, by 2025 The idea to form the consortium representatives from each university will the U.S. will be short 16 million college was the result of a fateful meeting meet throughout the year at one of the graduates, limiting our country’s ability at the 2013 Aspen Ideas Festival. mentor schools to brainstorm ways to to compete with better-educated global The 11 presidents and chancellors tailor innovations to their home campuses. workforces. Additionally, students from of the institutions that make up the The first year of innovations involves high-income families are seven times UIA realized that improving college using predictive analytics software, more likely to earn a degree than their completion rates would require with Georgia State University (GSU), peers from lower-income families, collaboration, not competition. Spread Arizona State University (ASU), and perpetuating the staggering income gap. across the country, their universities the University of Texas at Austin The UIA is a consortium of 11 U.S. had been making great strides toward (UTA) acting as mentor institutions. In research colleges and universities that have banded together to address these “The goal is not to cut and paste innovations, but to issues in an effort to graduate 68,000 students over the next decade by using borrow what works for the culture of your campus.” proven strategies — at scale — across the country. - Bridget Burns, executive director One of the alliance’s goals is to of the University Innovation Alliance experiment and find ways to adapt innovations so that, for example, what works at Michigan State University can closing the gap on degree attainment February, UIA members met at GSU translate into a functioning solution for low-income and minority college to discuss and strategize ways to scale for a community college in Colorado. students, but they had each been predictive analytics. However, this doesn’t mean that the operating in their own bubbles. The purpose of the meetings is not methods will be identical. Burns says the geographic dispersion to present finished products, Burns “The goal is not to cut and paste of the universities in the “innovation says, but to “crystallize the story of the innovations, but to borrow what works cluster” eliminates competition for innovation experience.” for the culture of your campus,” says funding and resources, which is an “Conversations about what didn’t Bridget Burns, executive director of the advantage of their distance from each work are almost as important as those

28 April/May 2015 about what did work,” she says. “Other schools want to know the first three steps to take, not the outcome.” UIA’s National Network Or as Edward Ray, president of UIA-member institution Oregon State University, says, “We are very honest Oregon State University about what we haven’t accomplished Michigan State University because that’s the only way we’re going Purdue Iowa State University to get to a better place.” University The Ohio State At GSU, ASU, and UTA, University predictive analytics have succeeded University of University of California, Riverside Kansas in streamlining students’ paths to Arizona State graduation. GSU and ASU have saved University Georgia State millions of dollars and had remarkable University results graduating low-income and University of minority students. And at UTA, low- Texas at Austin University of income students are performing better Central Florida than their peers. “I will say, upfront, you do need to make an investment,” says Mark Becker, president of GSU. “Other presidents might say, ‘Well, we can’t afford that.’ And yes, it may cost $1 million or $2 million, but if you do GSU’s investment has certainly paid have leadership to carry it out. It’s not it right, you can afford it — because off. According to Timothy Renick, about buying the software; it’s about with more students staying in school, vice provost and vice president for how you then use that tool.” you generate more tuition, so the enrollment and student success at the Arizona State University investment pays for itself.” university, the number of annually conferred bachelor’s degrees at GSU Under the leadership of ASU President Georgia State University has increased by 30 percent, and the Michael Crow and UTA President About nine years ago, GSU results for minority and low-income William Powers Jr., predictive analytics leadership decided the university’s students are even better. tools have improved the rates of low- 30 to 40 percent graduation rate was The number of bachelor’s degrees income students earning bachelor’s unacceptable. In looking at the issue, granted to African American students degrees. UIA members will next meet they discovered that many students increased 59 percent, 171 percent for at ASU to learn how the university’s were taking anywhere from 10 to 20 Hispanic students, and 93 percent use of advising software has advanced extra credit hours unrelated to their for Pell Grant-eligible students. student progress. major. The extra workload was slowing GSU successfully eliminated racial ASU’s software program, called down students’ progress to graduation achievement gaps and now awards more eAdvisor, has reduced the number of and costing students and the university bachelor’s degrees to African American exploratory majors from one-third to thousands of extra dollars. students than any other nonprofit only 8 percent of the freshmen class. The Burns says GSU hired 42 more college or university in the nation. software not only helps students choose student advisers and selected a The UIA estimates that GSU’s a major, but also helps them track their centralized location for advising, innovation scaled across all U.S. public progress to graduation. ASU estimates rather than housing it across academic universities would retain 335,000 eAdvisor has saved the university an departments. With the help of analytic students and save $2.2 billion in average of $31,000 per student per year. software from the Education Advisory tuition and fees per year, with an However, the most compelling Board, every Monday advisers receive additional savings of $1.5 billion to evidence of eAdvisor’s success is the a list of students who appear to need students and taxpayers. improved graduation rates of low- help in their classes. Those students “It seems simple, but it’s a huge income students. For those from then meet with an adviser to discuss culture change, especially for families making less than $50,000 strategies for improving. universities that maybe haven’t per year, four-year graduation rates “In the past year, we had 40,000 changed much in the last two decades,” jumped from 26 percent in 2006 — advising visits for 25,000 students,” Becker says. “You have to make the before the launch of eAdvisor — to Becker says. organizational and cultural changes and 41 percent in 2009, which is nearly

insightintodiversity.com 29 the same rate as students from a scholarship and experiential learning can mean the difference between higher-income families. program started in the 2013-2014 graduating and dropping out. academic year. Twenty-seven colleges and universities University of Texas at Austin Students in UTA’s ULN program have recently asked to be observers of Unlike the way GSU and ASU are receive $5,000 per year for four years the UIA, including some historically using predictive analytics, UTA uses and participate in academic and black colleges and universities and predictive software to pinpoint and professional development seminars, community colleges. For now, the support underprepared students before community service, and an on-campus alliance will remain exclusive. they have a chance to start slipping. internship in their second year. “We don’t want to bite off too much,” UTA’s Four-Year Graduation Rate The 2013-2014 cohort of ULN Burns says. “We have to own the part model is an algorithm that compiles students — 502 students, all of whom we can own and do better with the student performance and demographic are eligible for financial aid — has students we have, and that will impact data from 14 areas — such as parent excelled in persistence rates and future students.” income, first-generation student status, completed credit hours. Of all ULN To launch the collaborative, the and high school credits — to predict the students, 54 percent completed 30 UIA raised $5.7 million from six major likelihood of a student graduating in four or more semester credit hours that charitable organizations, including the years. All entering freshmen receive a academic year, as opposed to only 13 Ford and Lumina foundations, and the predicted graduation rate that helps the percent of the comparison group. 11 member institutions have committed university identify students who need At mentor schools such as UTA, to matching that amount. extra help, financially and academically. predictive analytics have sped up For more information on the UIA, Students who are identified as students’ progress to graduation by visit theuia.org.● underprepared and in need of financial helping them stay on track. For low- aid receive extra support through the income students, cutting down on Rebecca Prinster is a senior staff writer University Leadership Network (ULN), excessive credits and remedial courses for INSIGHT Into Diversity.

UMKC

Advancing health Leading equity in health care through education, service, research At the University of Missouri-Kansas City, & discovery. we believe a diverse and inclusive learning environment — both in the classroom and clinical setting — is vital for building a strong and unified nursing work force.

www.dent.umich.edu sonhs.umkc.edu NHS 14120621

30 April/May 2015 CDO Dental Medicine [ Corner: ]

A Need for Diversity in the Oral Health Workforce

By Dennis A. Mitchell, DDS

he racial and ethnic 25 million individuals and therefore Recommendations for further action at composition of the health are unduly affected by the emotional, the policy, institutional, and provider professions workforce, financial, and physical consequences of levels include financial restructuring includingT the dental workforce, fails poor oral health. of healthcare systems, changes to miserably to reflect the increasing A report published by the Institute admissions procedures for medical diversity of the U.S. population. Census of Medicine titled “Unequal and dental schools, and continuing data from 2010 indicate that African Treatment: Confronting Racial and education on cross-cultural issues for Americans, Hispanics, and American Ethnic Disparities in Health Care” current healthcare providers. With Indians respectively constitute 12.6, illustrates that patients of color — who these recommendations in hand, we 16.3, and 0.9 percent of the U.S. bear the brunt of poor oral health — as oral health professionals need to population, totaling approximately receive a lower quality of care and work in concert with policymakers 30 percent of the overall population. are less likely to receive routine care and other health professionals to However, they represent only 5 percent than their white counterparts. One increase minority representation in of dentists and 9 percent of dental factor contributing to the quality of the healthcare workforce and reduce school faculty members. A look at the care received by these patients is the disparities in the quality of oral racial and ethnic composition of the patient-provider relationship. healthcare received by patients from nation’s dental schools indicates that Because of fewer underrepresented racial and ethnic minorities, as well as this disparity will continue to persist in minorities in the workforce and economically disadvantaged patients. the near future. inadequate training of health As we look to the future — which In fall 2013, African American, professionals on cross-cultural issues, will likely be marked by the lack of Hispanic, and American Indian dental patients who receive the poorest care a distinct racial and ethnic minority students constituted 4.6, 8.1, and 0.2 are the least likely to find a provider group — we must all commit, percent of all students, respectively. who is willing and able to effectively individually and collectively, to Together, they made up 13.3 percent of address their needs. diversifying the health professions all first-year pre-doctoral dental school Although research shows that health in general and the oral healthcare classes nationally. professionals who identify as a racial workforce in particular.● The discrepancy between racial or ethnic minority are more likely to and ethnic minorities’ representation serve in areas of need, diversification Dennis A. Mitchell, DDS, MPH, in the general population and their is not solely a minority concern or is senior associate provost for faculty representation in the oral health responsibility. Increasing diversity in diversity and inclusion at Columbia workforce is a challenging issue in its the classroom and the workforce will University and senior associate dean for own right. In addition, it contributes have a positive impact on the nation’s student development at the university’s to the documented substandard health as a whole and is thus a national College of Dental Medicine (CDM). healthcare received by impoverished imperative. While underrepresented He also chairs the Provost’s Advisory populations and racial and minority faculty members and Council for the Enhancement of ethnic minorities. healthcare providers are obvious Faculty Diversity. He leads the Conservative estimates indicate that candidates to spearhead this mission, university’s efforts in attracting and more than 25 million individuals reside current disparities will not be properly retaining diverse faculty and is in in areas with a shortage of health addressed without the commitment of charge of diversity programs targeted professionals and have limited access to all professionals. at underrepresented minority student quality healthcare. Members of racial Over the past 40 years, steps enrollment and development. Read and ethnic minority groups represent have been made toward addressing more about Columbia’s CDM in our a disproportionate number of these diversity in health professions. HEED Award Spotlight on page 26.

insightintodiversity.com 31 CDO General Medicine [ Corner: ]

Graduate Medical Education: The Gateway to Diversity in the Physician Workforce

By Mekbib Gemeda

andmark reports, including meeting these standards. prepares students to care for patients the Sullivan Commission’s Standards IS-16 and Element 3.3 of diverse cultural backgrounds, “Missing Persons: Minorities of the LCME focus on appropriate socioeconomic statuses, gender Lin the Health Professions” and the engagement of medical schools in identities, and sexual orientations. The Institute of Medicine’s “Unequal developing a diverse pool of trainees standards read as follows: Treatment” and “GME That Meets for healthcare professions in order to the Nation’s Health Needs,” have meet the needs of a diverse population. ED-21 — The faculty and medical highlighted the need for diversity The standards read as follows: students of a medical education in the physician workforce in program must demonstrate an order to address persistent health IS-16 — An institution that offers understanding of the manner in which disparities in the United States. Data a medical education program must people of diverse cultures and belief from the Association of American have policies and practices to achieve systems perceive health and illness and Medical Colleges (AAMC) appropriate diversity among its respond to various symptoms, diseases, show overwhelming interest by students, faculty, staff, and other and treatments. underrepresented minority students as members of its academic community, compared with non-minority medical and must engage in ongoing, systematic, 7.5 Societal Problems — The faculty students to practice in underserved and focused efforts to attract and retain of a medical school ensures that the communities. Studies on the eventual students, faculty, staff, and others from medical curriculum includes instruction practice location of underrepresented demographically diverse backgrounds. in the diagnosis, prevention, minority physicians have also appropriate reporting, and treatment demonstrated the link between Element 3.3 — A medical school of the medical consequences of common physician diversity and the care given has effective policies and practices societal problems. to underserved patients. in place and engages in ongoing, The educational advantage that systematic, and focused recruitment 7.6 Cultural Competence/Healthcare a diverse group of medical students and retention activities to achieve Disparities/Personal Bias — The brings to the training environment mission-appropriate diversity outcomes faculty of a medical school ensures has been shown in numerous studies among its students, faculty, senior that the medical curriculum provides and reports to advance culturally administrative staff, and other relevant opportunities for medical students to competent medical education. members of its academic community. learn to recognize and appropriately The Liaison Committee on These activities include the use of address gender and cultural biases Medical Education (LCME) issues programs and/or partnerships aimed in themselves, in others, and in the and mandates the accreditation at achieving diversity among qualified healthcare delivery process. standards required of all allopathic applicants for medical school admission medical (MD) schools in the U.S. and the evaluation of program and The best practice and accountability and Canada. The LCME reviews partnership outcomes. model prescribed by the LCME in medical schools for accreditation at undergraduate medical education least once every eight years to evaluate The LCME has also issued standards provides a comprehensive standard for whether appropriate sustained effort ED-21 and elements 7.5 and 7.6 to cultivating a diverse and well-trained and resources are employed toward ensure that the medical curriculum pool of medical students for entry into

32 April/May 2015 graduate medical education. Ironically, residents, 19.7 percent of those in a parallel standard of practice and pediatrics, 6.4 percent of those in accountability has been absent in the internal medicine, and 31 percent accreditation of graduate medical of those in family medicine come education to ensure a gateway to a from underrepresented minority diverse physician workforce. backgrounds (African American or The Accreditation Council black, Hispanic or Latino, Native for Graduate Medical Education American or Alaska Native, Hawaiian (ACGME) has issued important Native or Pacific Islander). EVMS educational standards that focus on the leadership is committed to improving graduate medical education curriculum the diversity of the graduate to ensure that residents are prepared to medical education complement and communicate effectively with patients, continuing to advance this issue at families, and the public, as appropriate, the national level. across a broad range of socioeconomic While many institutions and and cultural backgrounds and programs such as the ones at EVMS to demonstrate sensitivity and embrace diversity and inclusion as responsiveness to a diverse patient an essential pathway to excellence population, including but not limited in medicine, the experience of to diversity in gender, age, culture, undergraduate medical education race, religion, disabilities, and sexual informs us that best practices are best orientation. However, the accreditation achieved through common guidelines requirements do not provide standards and standards. for graduate medical programs — like The AAMC recently introduced a those developed by the LCME for comprehensive initiative to optimize undergraduate medical education — graduate medical education across for engaging in efforts to expand the three broad areas: investing in diversity of residents and fellows. The future physicians; optimizing the responsibility of addressing diversity environment for learning, care, is left to the discretion of individual and discovery; and preparing the residency and fellowship programs. physician and physician scientist for As a school of medicine and health the 21st century. There is growing professions established by southeastern momentum to adapt best practices Virginia to serve the needs of the from undergraduate medical education community, Eastern Virginia Medical to develop standards of practice School (EVMS) strives to be the to advance diversity in graduate most community-oriented school of medical education. The hope is that medicine and health professions in the the AAMC initiative will accelerate nation. To that end, it has established adoption of common standards of robust pipeline and pathway programs, practice and accountability on diversity with local colleges serving large in graduate medical education.● underrepresented minority student populations, including Hampton Mekbib Gemeda is the vice president University and Norfolk State of diversity and inclusion at Eastern University. The school also integrated Virginia Medical School, where service learning and community he leads efforts to address health outreach into its curriculum to equity and enhance diversity in the ensure training that meets the needs health workforce. He is the founding of the community. director of the Center for the Health EVMS retains a significant number of the African Diaspora at New York of its medical students and attracts University School of Medicine and a diverse pool of trainees into its has more than a decade of experience residency programs, particularly in working to reduce health disparities its primary care programs in family and increase diversity in the biomedical medicine and pediatrics. Of the workforce in the U.S.

insightintodiversity.com 33 CDO Veterinary Medicine [ Corner: ]

Diversity, Inclusion, and Veterinary Medicine: At the Least, We Are Changing

By Kauline Cipriani Davis, PhD, and Lisa Greenhill, EdD

Dean Willie Reed (center) with students of the College of Kauline Cipriani Davis Lisa Greenhill Veterinary Medicine at Purdue University

n 2013, The Atlantic named the schools and colleges to devote the inclusion in veterinary medicine have veterinary profession the “whitest effort and resources necessary to been created and are now being used profession” in the United States. increase the number of historically in colleges around the country. IWhile a shocking characterization to underrepresented students who are Through the AAVMC, veterinary some, it echoed an article published a admitted into professional DVM medical schools also have access decade earlier in the Journal of Blacks degree programs; to graduate to survey tools focusing on various in Higher Education, which declared veterinary professionals who possess aspects of institutional climate. it the “most segregated of all the cultural competency; and to create Furthermore, regionally organized health professions.” inclusive learning environments where collaborative symposia hosted by These very public assessments all students can thrive. veterinary medical colleges explore sound harshly negative, yet in reality, Since 2005, the number of racially a range of diversity issues, including they have served to energize diversity and ethnically underrepresented gender, sexuality, disability, and initiatives at our nation’s schools of students in veterinary medicine has diversity within the context of the veterinary medicine. nearly doubled, from 951 to 1,810. DVM curriculum. In 2005, the Association of Although this still only represents The Purdue University College American Veterinary Medical 14.6 percent of total veterinary of Veterinary Medicine (PVM) Colleges (AAVMC) began actively student enrollment, the change is provides an example of some of the nurturing institutional change significant in light of the impact these progressive diversity work occurring through the launch of its DiVersity students will have on the future of the at the nation’s veterinary schools. Matters (DVM) initiative. The profession. Additionally, textbooks PVM strives to continually sustain an program encourages veterinary devoted to the study of diversity and institutional climate that is welcoming

34 April/May 2015 to and supportive of all students, Medicine, focuses on the theme climates, lack of legal protections for faculty, and staff, recognizing that “Diversifying the Curriculum.” veterinary students, and a shortage specific minority populations may PVM also led the publication of of minority faculty members — in have unique needs. Navigating Diversity and Inclusion in terms of sexual orientation and other Since his arrival in 2007, PVM Veterinary Medicine, the first book of dimensions of diversity — as well as Dean Willie Reed has demonstrated its kind for the profession. Recently, dwindling public support for higher a broad commitment to increasing in partnership with the AAVMC education, affect these schools’ diversity and inclusiveness within the and the American Veterinary ability to attract the talent required veterinary profession by launching Medical Association (AVMA), PVM to prepare future professionals. The several initiatives designed to enhance launched the Center of Excellence constant need to recruit new students the intercultural competence of those for Diversity and Inclusion in into the admissions pipeline also who study and work at PVM. These Veterinary Medicine, which offers brings with it the need to educate the initiatives include establishing an online certificate programs for families of underrepresented students office of diversity initiatives, as well faculty, staff, students, interns, and on the unique value of a veterinary as a diversity action committee that residents at any veterinary school, as degree. More scholarship and grant is composed of representatives from well as practicing veterinarians and money will be required to ensure across the college, including students. veterinary technicians. broad access by a diverse population

Purdue University College of Veterinary Medicine strives to continually sustain an institutional climate that is welcoming to and supportive of all students, faculty, and staff, recognizing that specific minority populations may have unique needs.

The committee serves in an advisory These initiatives have had a of prospective students. role to the dean and monitors the measurable impact. Between fall 2006 Despite these challenges, the progress of the college’s first strategic and fall 2013, the presence of racially future looks bright for veterinary plan for diversity and inclusion. and ethnically underrepresented medicine. The efforts to date have This plan details PVM’s strategy for minority DVM students at Purdue precipitated meaningful change recruitment and for promoting an increased by 12.2 percent, placing within veterinary schools, which will inclusive learning and working climate. PVM in the lead of universities in the ripple through the entire profession. PVM is also home to a vibrant Big Ten Conference with colleges of With these forces of change at chapter of Veterinary Students as One veterinary medicine. work, there is every reason to hope in Culture and Ethnicity (VOICE), a In these ways, Purdue University that, a decade from now, veterinary national student organization founded serves as a great example of what is medicine will not show up on any at Cornell University College of being done at many veterinary schools list of “least diverse” professions, but Veterinary Medicine. The Purdue nationwide. In the coming years, rather will be viewed as a model of VOICE chapter organizes monthly we anticipate the launch of more the transformative power associated presentations on topics such as diversity-related centers of excellence, with truly valuing diversity.● practicing veterinary medicine in an more research on the impact of urban environment and women who institutional diversity climates on Kauline Cipriani Davis, PhD, is work in large-animal medicine. student performance and well-being, the director of diversity initiatives Additionally, several diversity and targeted recruiting efforts that for Purdue University College of symposia have been organized, one enhance the appeal of a veterinary Veterinary Medicine. Lisa Greenhill, of which occurs regularly on Purdue’s medical degree across a broader and EdD, is the associate executive director campus. The Iverson Bell Midwest more diverse audience. for institutional research and diversity Regional Diversity Summit, co- The diversity efforts of veterinary for the Association of American hosted by PVM and Michigan State medical schools are not without Veterinary Medical Colleges. University College of Veterinary their challenges. Disparate political

insightintodiversity.com 35 The Medical College of Wisconsin is blazing new paths in medical research, education and patient care, and you can be at the center of it all. Uniquely positioned as a leader in the development of the next generation of physicians A HEALTHY LEGACY and scientists, we are also a full-service medical facility providing innovative care for adult and pediatric patients. Not only do we support a culture that embraces diversity, but we also encourage it and are committed to it. In addition to providing OF PREPPING FOR an environment with abundant opportunities to grow and develop, we off er an outstanding benefi ts package and competitive salary. We are seeking qualifi ed candidates for the following positions and many more: SUCCESS • Administrative Assistants • Human Resources Consultant • Business Manager For more than four decades, the SIU School of Medicine’s • Lab Techs • Clinical Research Medical/Dental Education Preparatory Program (MEDPREP) • Medical Billing Specialist has been helping underrepresented minority and disadvantaged Coordinators • Nurse Practitioners students achieve their dream of entering – and graduating from • Coding Specialists – health professions schools. • Physician Assistants • Database Administrator The two-year post-baccalaureate program focuses on • Program Coordinator • Division Administrator academics, personal growth and professionalism. And while • Research Nurses it is demanding, our students thrive in the family atmosphere • Engineering Tech provided by faculty and staff. Our office doors are always open, • Research Technologists, • Finance Specialist Associates and Scientists and each student gets personalized academic attention from an experienced adviser. MEDPREP is housed in historic Wheeler Our location is ideal: Milwaukee is right on the shore of Lake Michigan Hall, and each student has building keys and a locker. and right in the center of unlimited recreational and cultural opportunities. From professional sports to historic neighborhoods to family-friendly and MEDPREP is one of the oldest programs of its kind – and one aff ordable neighborhoods, ours is a city that embraces the important of the most respected. Nearly three-quarters of our students things in life. are accepted to medical or dental schools less than two years There’s more than one way to benefi t from a career at Medical after entering the program, and nearly 90 percent of those have College of Wisconsin. We off er health, dental and vision insurance plans; life graduated or are expected to graduate. No wonder that, year insurance; 403(b) retirement plans; plenty of vacation, sick days and paid in and year out, 200 students apply for the 36 spots available in holidays; dependent care and tuition reimbursement; and much more. each first-year class. Visit siumed.edu/medprep for details. Visit our website to search for the job opportunity that’s right for you: www.mcw.jobs Equal Opportunity Employer: Minorities, Women, Veterans, Disabilities

36 April/May 2015 A National Imperative: How Higher Education Is Working to Improve Our Health

In the United States, minorities currently represent 30 percent of the total population, but their numbers remain staggeringly low in some healthcare professions.

70.5% Other (White, Asian, Some Other U.S. Population Race, Multiple Races)

16.3% Hispanic or Latino

12.2% African American/Black

0.7% American Indian or Alaska Native

0.15% Hawaiian or Pacific Islander

Source: U.S. Census Bureau (http://www.infoplease.com/ipa/A0762156.html)

For medical, dental, and veterinary schools, these statistics have indicated a need for increasing diversity among students, faculty, and staff. Through innovative programs and initiatives, early outreach, and new admissions practices, these schools are increasingly providing underrepresented minority students with access and opportunity — filling the pipeline with future healthcare professionals who are prepared to care for patients from all backgrounds.

U.S. Veterinary U.S. Dental School U.S. Physicians School Students Applicants

89% Other 87% Other 89.2% Other (White, Asian, Other Race/Unknown) (White, Asian, Multiple Races, Not (White, Asian, Multiple Races, Not Reported) Reported, Unknown, Nonresident Alien) 5% Hispanic or Latino 8.3% Hispanic or Latino 8.1% Hispanic or Latino 5% African American/Black 2.2% African American/Black 4.6% African American/Black <0.5% American Indian or Alaska Native 0.4% American Indian or Alaska Native 0.2% American Indian or Alaska Native <0.5% Hawaiian or Pacific Islander 0.04% Hawaiian or 0.1% Hawaiian or Pacific Islander Pacific Islander

Source: Association of American Medical Colleges Source: Association of American Veterinary (AAMC). Based on a sample of 507,622 direct patient Source: American Dental Education Medical Colleges (AAVMC), Applicants for the care physicians in the U.S. as of 2012) Association (ADEA) as of 2013 Class of 2019 Special Report: [ Medical, Dental, and Veterinary Schools ]

Students enter the Health Science Research Facility at the University of Vermont College of Medicine

The University of Vermont College of Medicine Connects with the Community

By Tannette Johnson-Elie and Rebecca Prinster

The Census Bureau lists Vermont among the 10 whitest states in the nation, yet in this small, picturesque New England state, the University of Vermont College of Medicine is intentionally helping diversify the region’s physician workforce.

38 April/May 2015 t seems there is always that its students gain hands-on medical student at UVM, along with work to do when addressing experience working with diverse fellow student Jessica Huang, helped diversity and inclusive populations in Vermont. establish a public health project — “Iexcellence, especially in a very Through public health projects — supported by the Albert Schweitzer homogeneous state such as Vermont,” completed as part of a required course — Fellowship — to distribute bilingual says Margaret Tandoh, a trauma UVM medical students are not only healthcare information to migrant, surgeon at the University of Vermont engaging with diverse populations, Latino dairy-farm workers. (UVM) Medical Center and associate but are also tackling health disparities “The Office of Diversity and dean of diversity and inclusion for the in the surrounding communities of Inclusion has been instrumental in the College of Medicine. “We have made Chittenden County. For example, they success of this project, and they have tremendous progress as an institution have established a program to work supported us mostly in identifying over the past decade, with [student] with the state’s migrant farm workers, interested volunteers and raising recruitment, professional development, a largely hidden population. The awareness about the demographics and and more visible support of diversity required course, titled Public Health the struggles of these farm workers,” and inclusion efforts.” There is good reason behind UVM’s efforts to get more minority medical students in the pipeline. The university is located in the city of Burlington, which is statistically different from much of the rest of the state. In recent decades, many ethnic groups — from such countries as Bosnia, Somalia, Nigeria, Ethiopia, and Vietnam — have settled in the city, creating a growing demand for a diverse physician workforce. Thanks to an uptrend in minority enrollment over the past decade, UVM College of Medicine is well-positioned to prepare future physicians to care for patients from these ethnic populations. Of the current 408 students enrolled in the college, minorities make up 34 percent, up nearly 40 percent from (From left to right) Frederick Morin, dean of UVM’s College of Medicine (COM); Wanda a decade ago and nearly double the Heading-Grant, vice president for human resources, diversity, and multicultural affairs at national average. UVM; Tiffany Delaney, director of the Office of Diversity and Inclusion of the COM; and Margaret Tandoh, associate dean for diversity and inclusion for the COM, proudly display Tandoh attributes such positive UVM’s 2014 HEED Award certificate. results to a “robust, five-year diversity strategic action plan” that touches every aspect of the college — from Projects, was implemented in 2004 says Velez, 24, who identifies as white recruitment and hiring to professional under a partnership between UVM and Hispanic/Latino. development. For its diversity efforts, and United Way. The payoff is twofold. UVM INSIGHT Into Diversity magazine “Students get to see people in the medical students gain valuable real- awarded UVM its Higher Education context of their daily lives. They see world experience in public health, and Excellence in Diversity (HEED) the many things that influence people’s nonprofit agencies get much needed Award in 2014. health, including their education, research that they otherwise may not “I’m proud of the fact that we’ve income, what their neighborhood is be able to afford. created and implemented a five-year like, and if they have nutritious food in “The projects are things the diversity and inclusion plan that their family,” says Jan Carney, associate community wants to know about, is mission-driven and has the full dean of public health for the College but many agencies don’t have money support of the College of Medicine of Medicine. “It gives them a sense of to do the research,” says Laurie administration,” Tandoh says. the real world and the problems people Dana, coordinator of volunteer UVM College of Medicine also face around health.” mobilization for United Way of boasts a mission focused on ensuring Alejandro Velez, a second-year Chittenden County.

insightintodiversity.com 39 Student-Led Study Examines gaps in knowledge.” training physicians to be more LGBTQ Medical Needs This led to a study in 2013 and 2014 patient-centered when treating Like Velez and Huang, Alison of the negative and positive experiences people in the LGBTQ community. Alpert, a graduate of UVM College of people in the LGBTQ community, “It’s really important [for professors] of Medicine, made good use of the as well as the development of a list of to think about the examples they use opportunities available to her while competencies for healthcare providers. in class,” Alpert says, when referring enrolled there. According to Alpert’s study, previous to clinical vignettes. “Patients in the By the time Alpert came to UVM competency guidelines had been made vignettes are assumed to be white and as a medical student, she had been without formal surveys of members of straight. LGBTQ people are only working with the LGBTQ community the LGBTQ community. mentioned when you talk about HIV, for more than 10 years to reduce health The study consisted of six focus and black people are mentioned when disparities, particularly with LGBTQ groups, with 47 lesbian, gay, bisexual, you talk about sickle cell anemia. This people of color. Around the same transgender, queer, and intersex people does a lot to reinforce the idea that time, there were a number of suicides over the age of 16 from Burlington, LGBTQ people are ‘other.’” involving people in the LGBTQ Washington, D.C., New York City, Alpert is now a first-year resident community, including someone she and Oakland, Calif. When asked to at Cambridge Health Alliance in had known in New York. give feedback on other competency Massachusetts. In her own work, “I talked to my mentor about how guidelines, those surveyed still found Alpert says she asks open-ended we could do something to reduce harm gaps, Alpert says. questions to give patients the to the LGBTQ community within Because the results of Alpert’s opportunity to “say what they need to the context of the medical school,” she study and list of competencies for say,” rather than making assumptions says. “We realized it all comes down physicians are not yet published, she about their medical background. to competency. If you don’t know what is reticent to talk about the findings, “I will say that at UVM, I was people don’t know, you can’t find the but she hopes to see medical schools just really impressed and moved by

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40 April/May 2015 the authentic collaborations among of Medicine’s Dean’s Advisory “We’d like to be 15 percent minority marginalized groups on campus,” Committee on Diversity and Inclusion in the next five to 10 years, and I Alpert says. “I felt like a lot of was established — Irvin says there think we can do it because we’re professors who are not in the LGBTQ has been a significant increase in the committed to [increasing diversity] for community had my back around number of diverse faculty members, the right reasons,” Irvin says. “We’re LGBTQ issues, and a lot of my peers including three minority faculty not interested in tokenism. We cast in the LGBTQ community had the members he recently helped hire. the widest net so we can find the best backs of people of color.” “We begin the process with people, and I think we do really well carefully worded advertisements and with that.” Casting the Widest Net communications,” he says. “I review Irvin says the most effective method to Find the Best the makeup of the search committee he has found for recruiting a diverse Charles Irvin, associate dean of faculty to ensure its members represent the mix of faculty members is a simple affairs, professor of medicine, and diverse academic community we telephone call to a friend or colleague. director of the Vermont Lung Center seek to establish and retain. About “If they aren’t interested in at UVM’s College of Medicine, says 25 percent of my time with each of the position, they probably know that increasing faculty diversity at the these search committees is focused someone who is,” he says. “And once school has been “slow but sure.” on discussing diversity and inclusion you get them into Burlington, the “We’re doing really well with objectives, and I review each interview town sells itself.”● diversity at the leadership level,” he request to ensure the candidate meets says. “The dean [Frederick Morin] our mission criteria.” Tannette Johnson-Elie is a is a first-generation student, and he Seven percent of the college’s full- contributing writer for INSIGHT is visibly behind our diversity and time faculty meet its broad definition of Into Diversity. Rebecca Prinster is a inclusion efforts.” diversity, which is a higher percentage senior staff writer for INSIGHT Into Since 2012 — when the College than the overall diversity of Vermont. Diversity.

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insightintodiversity.com 41 Special Report: [ Medical, Dental, and Veterinary Schools ]

“Lone Soldier” Recruits American Indian Dentists to Serve the Community

By Rebecca Prinster

onveniently nestled between DDS, assistant dean for American American Indian enrollees in 2010 was 22 federally recognized Indian affairs at ASDOH — better 12 out of 4,947 students. American Indian tribes, A.T. known as the first recognized American “Right now, we have about 250 CStill University’s (ATSU) Arizona Indian dentist in the U.S. As a member American Indian dentists who come School of Dentistry and Oral Health of the Laguna/Ohkay-Owingeh Pueblo from federally recognized tribes, but (ASDOH), in Mesa, has graduated 22 tribes of New Mexico, he is a tireless we need more than 3,000 before we American Indians, and all but one have advocate for recruiting American can reach parity with the non-Indian returned to work on reservations. Indians to dentistry, a group vastly dentist-to-patient ratio,” Dr. Blue Spruce Nine American Indian students underrepresented in the profession. says. “We still have a long way to go.” are currently enrolled in ASDOH’s The American Dental Education More American Indian dentists dentistry program, more than at any Association’s 2010 “Survey of U.S. could mean better oral health outcomes other dental school in the country. Dental School Applicants and for those living on reservations. A Perhaps more critical than ASDOH’s Enrollees” found that out of 12,001 2014 study by the Colorado School of geographic location is the man behind applicants to dental schools that year, Public Health found that American American Indian recruiting efforts at only 38 were American Indian or Indians have oral diseases at a rate the school: Dr. George Blue Spruce, Alaska Native. The number of first-year three times higher than that of the rest

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42 April/May 2015 of the population. The study’s authors has been instrumental in giving its cite access to care as the biggest factor students a home away from home. contributing to this health disparity. ATSU established a National Center Dr. Blue Spruce graduated from for American Indian Health Professions Creighton University School of to bring together American Indian Dentistry in 1956 at a time when students from all the health professions few American Indians attended administered by the university, and college and has spent most of his ASDOH established the only student career single-handedly working to chapter of SAID in the country. increase the number of American Members of the chapter sponsor Indian dentists in the U.S. He and attend fundraising activities credits his parents and a non-Indian to help defray the costs of their dentist who served as his role model continued leadership development for encouraging him to continue of Native students. Some of these his education and activities include auctions become a dentist. of American Indian “In the arena of memorabilia, such as recruiting vigorously, pottery, clothing, jewelry, I was the ‘lone and rugs. Often, student soldier,’” he says. chapter members set up a For 59 years, Dr. booth at American Indian Blue Spruce has been powwows to provide visiting American outreach and education. Indian reservations On campus, the student to stress the need for chapter meets monthly, “homegrown” dentists and Dr. Blue Spruce and — those who return other American Indian role to the reservation Dr. George Blue Spruce models give guest lectures. to serve their own Dr. Blue Spruce has had a communities. Often, he was the only long and varied career. He spent 21 years American Indian dentist anyone had in the Indian Health Service; worked encountered. Then in 1990, he helped with the World Health Organization in found the Society of American Indian South America; wrote the original draft Dentists (SAID), and its members of legislation for Title I (on American joined him in his recruiting efforts. Indian student scholarships) of the Indian At the UVM College of Medicine, “A lot of American Indian people tell Health Care Improvement Act of 1976; we believe diversity includes me that a non-Indian dentist doesn’t served as assistant surgeon general and everyone. Especially YOU. have the same impact as an American director of Indian Health Service for Indian dentist,” he says. “For kids to see the Phoenix area; and is the first and While enriching our campus culture and a live, real American Indian dentist, [it] only male tennis player inducted into the the academic experience, diversity and inclusion are also fundamental drivers of breaks the barrier of mistrust and fear.” American Indian Athletic Hall of Fame. institutional excellence that lead to greater Fear is one of the main reasons And at age 84, Dr. Blue Spruce innovation and the ability solve complex American Indians avoid oral checkups, shows no signs of slowing down. problems— both essential in the field of Dr. Blue Spruce says. A traumatic “I’ll keep going as long as I’m able medicine and fundamental to everything history of “hired-consultant” traveling to get around,” he says. “And I’ll stay we do at UVM. dentists, whose main job was to pull [at ASDOH] as long as I can reap teeth, helped instill this fear. the rewarding feelings from being UVM is honored to be a recipient of the Along with his work to improve around American Indian youth and 2014 Insight Into Diversity Higher Education the dentist’s image for those on the community.”● Excellence in Diversity (HEED) Award. reservations, Dr. Blue Spruce is an active role model and mentor for Rebecca Prinster is a senior staff writer American Indian students at ASDOH. for INSIGHT Into Diversity. He says these students are more likely to succeed if they have a family unit away from the reservation, and ATSU

Insight Ad • 1/3 pageinsightintodiversity.com • 2.625 x 10 43 Special Report: [ Medical, Dental, and Veterinary Schools ]

Student Group Addresses Role of Spirituality in Medicine

By Tannette Johnson-Elie

n dealing with a health crisis, spirituality,” says Hussain. “It’s helpful “The University of Chicago can patients will often turn to their for all medical students to have some get people of diverse backgrounds — religious beliefs and practices to familiarity with conversations related Muslims, Jehovah’s Witnesses, Hindus, Ihelp them cope. Yet many physicians to spirituality in order to better connect and the non-religious,” Hussain says. and medical students are unsure how with patients.” “Jehovah’s Witnesses do not accept to address the spiritual needs of their There is a growing nationwide blood transfusions for religious reasons. patients. At the University of Chicago trend among medical schools to help Muslims don’t eat pork products. So we Pritzker School of Medicine, Aamir students relate to their patients’ spiritual need to be able to tailor our treatment to Hussain is working to close that gap. side as the medical profession begins accommodate those needs.” Hussain, a first-year medical student to recognize the important role that Meeting the needs of racial and at Pritzker, has started a student religion and spirituality play in the lives ethnic minorities can be critical to organization called The Spirituality and of many Americans. alleviating health disparities within Medicine Interest Group. Launched last fall, the group aims to create a safe space for medical students to “It’s helpful for all medical students to have some have meaningful discussions about familiarity with conversations related to spirituality the relationship between spirituality, in order to better connect with patients.” religion, and healthcare. “The goal is to have an ongoing - University of Chicago Pritzker School of Medicine dialogue on this topic,” Hussain says. student Aamir Hussain “When we think about intersectionality — which means people have many different identities — we need to be mindful that religion is an important Research shows that religious beliefs these populations. Physicians and part of that unique identity. Religion is and practices are widespread in the medical students must provide care viewed as a social outcome to health.” U.S. A 2014 Gallup poll found that that’s sensitive to the cultural and The group is open to all medical 57 percent of Americans believe that religious values of such patients, students regardless of their faith religion “can answer all or most of Hussain says. background, but Hussain — who is today’s problems.” “When talking to a patient, if that Muslim — felt it was important to also Religion and spirituality are patient mentions that their religion include students who are “religiously particularly important in urban is important, it helps create a better unaffiliated” to bring a diversity of communities. These areas are largely doctor-patient bond if a doctor is perspectives to the conversation. populated by racial and ethnic sensitive to that,” he says. “It’s important to include religiously minorities who are likely to base their Aasim Padela, director of the unaffiliated perspectives in any healthcare decisions on their religious Initiative on Islam and Medicine and conversation around religion and beliefs and culture. an emergency medicine physician at

44 April/May 2015 the University of Chicago Medical commitment to diversity. found that religion can be a delicate Center, believes The Spirituality and And his efforts have not gone topic in medical school. During his first Medicine Interest Group at Pritzker unnoticed. Interfaith Youth Core has few months at Pritzker, religion was can serve as a model for how students awarded The Spirituality and Medicine rarely discussed, and when the topic can elevate the conversation about Interest Group a Germanacos came up, he found that his medical spirituality and medicine. Fellowship, a $5,000 grant to develop school colleagues were uncomfortable “Aamir [Hussain] has tapped into a medical discussion series focused on sharing their personal views in an the idea of how we think about religion the intersections between spirituality, academic setting. in healthcare. To be a better healthcare religion, and medicine. Interfaith Now, as the group has progressed, provider, one thing to understand is Youth Core is a Chicago-based Hussain is grateful to be providing the ways in which religion influences nonprofit that aims to make interfaith a platform through which medical patients’ behavior,” Padela says. “There cooperation a social norm in the U.S. students can reflect on their religious is still a long way to go nationally. The by promoting inter-religious dialogue and spiritual values. community of physicians who have a and community service. “The goal is to bring professors, spiritual lens have a longer way to go. Hussain worked with the Interfaith researchers, and students together to We’re still trying to figure out how to Youth Core as an undergraduate discuss how religion and spirituality have these conversations.” pre-med student at Georgetown influence the practice of medicine,” Hussain believes his interest University, where he was also a he says.● group is helping to increase cultural theology minor. “I was interested competence among medical students in continuing that work in medical Tannette Johnson-Elie is a and physicians, which is keeping in school,” he says. contributing writer for INSIGHT line with Pritzker School of Medicine’s Despite his ambitions, Hussain Into Diversity.

2014

The College of Dental Medicine is honored to be the only dental school selected to receive the prestigious 2014 INSIGHT Into Diversity Higher Education Excellence in Diversity (HEED) Award. We aspire to be the go-to place for the world’s greatest scholars, and know that we cannot achieve this aspiration without realizing our core values of inclusion and excellence. With 20% of our student population consisting of underrepresented minorities in dentistry, the College of Dental Medicine is proud of its efforts to foster a student body diverse in thought, background, and experience within an inclusive environment.

insightintodiversity.com 45 Special Report: [ Medical, Dental, and Veterinary Schools ]

The White Coat Ceremony for the entering class at UCSF School of Medicine (photo courtesy of UCSF Medical Center)

UCSF Delivers on Its Commitment to Diversity

By Alexandra Vollman

tudents at the University of program with the goal of meaningfully going into the health science field,” California, San Francisco engaging with high school students Mitchell says. “We want to get them (UCSF) School of Medicine from diverse backgrounds. on track at an early age.” Shave made it their mission to connect MedLink accepts high school The workshops are held monthly, underrepresented and disadvantaged sophomores from populations November through April. Mentors youth to opportunities in healthcare professions. Through the School of Medicine’s “The goal of the program is really to expose the MedLink mentorship program, high school student to the possibility of going into current medical students introduce the health science field. We want to get them on high school students to the world track at an early age.” of health sciences through a series of Saturday workshops. “They are really targeting first-generation - Latasha Mitchell, MedLink program coordinator [to attend college], low-income, and educationally disadvantaged individuals,” says Latasha Mitchell, underrepresented in the medical not only introduce participants to MedLink program coordinator. field who are interested in exploring topics within medicine and health In 2002, disappointed by the lack of health careers. “The goal of the sciences, but also help them with skill diversity in health professions, several program is really to expose the high building and preparing for college UCSF medical students developed the school student to the possibility of and careers.

46 April/May 2015 LOYOLA UNIVERSITY CHICAGO • STRITCH SCHOOL OF MEDICINE

Since MedLink’s inception, the number of participating high school students has increased from just 12 in the program’s first year to more than 100 in the 2011-2012 school year. Over the last 10 years, more than 300 medical students have served more than 500 high school students through the program. Mitchell believes the program helps create meaningful connections for both parties. “It gives [high school students] the confidence that they can navigate these processes so that they can go into graduate-level education and health professions,” she says. “Also, for the medical students who participate, it provides them with an opportunity to be in contact with members from the local community and to engage in service learning.”

School of Dentistry Admits DREAMers KAMAAL JONES The UCSF School of Dentistry continues to build CLASS OF 2018 STRITCH SCHOOL a diverse community of students by accepting two OF MEDICINE DREAMers into its Class of 2019. Thanks to the Deferred Action for Childhood Arrivals (DACA) program, a U.S. immigration policy implemented by the Obama administration in June 2012, students José Carrasco Sandoval and Laura Aguilar can now pursue their dream of going TRANSFORMING MEDICINE to dental school. THROUGH SERVICE The policy allows certain immigrants who entered the U.S. before their 16th birthday and before June 2007 to receive a renewable two-year work permit and Stritch School of Medicine is dedicated “ Being exemption from deportation. These students are often to building a diverse and inclusive surrounded referred to as DREAMers because they comprise community that upholds access, by other most, though not all, of the individuals who meet the equity, and excellence as core values. student leaders general requirements of the Development, Relief, and We believe that diversity is integral to who share a Education for Alien Minors (DREAM) Act. our mission of transformative educa- common Sandoval and Aguilar both grew up in northern tion, innovative discovery, and service mission of California but came from different areas of Mexico. to others. At Stritch we train not only service inspires Sandoval’s parents came to Napa from Jalisco, excellent clinicians, but physician me to make a difference.” Mexico, when he was 2 years old; Aguilar’s parents advocates who are prepared to meet traveled from Guadalajara to Napa when she was 4. the health care needs of those who are – KAMAAL JONES “Students with diverse backgrounds, such as underserved. those with DACA status, bring an important component to the university,” says John D.B. Featherstone, dean of the UCSF School of Dentistry. “One of my highest priorities is that we LUC.edu/stritch/diversity do everything possible to open the doors to dental education for the best and the brightest, regardless of their social or economic backgrounds.”●

Alexandra Vollman is the editor of INSIGHT Into Diversity.

insightintodiversity.com 47 Special Report: [ Medical, Dental, and Veterinary Schools ]

University of Louisville Pride Week 2014 Louisville School of Medicine Tackles LGBT Health Disparity with Competency Training

By Alexandra Vollman

Photos courtesy of Tom Fougerousse and University of Louisville t the University of Louisville that treating LGBT patients and School of Medicine, preparing providing them with competent care students to provide the really takes a certain set of skills, most bestA quality care will soon go beyond especially around having conversations textbooks to address inherent human about identity, using inclusive questions, bias and a lack of sensitivity. and thinking about who people are — “I think, as we look at our roles as what they might bring with them to physicians, it’s really important that we their appointments,” says Brian Buford, “What we hear from provide high-quality, compassionate, assistant provost for diversity and some of our LGBT competent care to our patients,” says director of the LGBT Center at the patients about their Dr. Toni Ganzel, dean of the School University of Louisville. experience is that of Medicine. “And certainly, what we The program is based on standards they still continue to hear from some of our LGBT patients developed by a subcommittee of the about their experience is that they still Association of American Medical experience bias.” continue to experience bias.” Colleges (AAMC). In November, the With the implementation of a new AAMC’s Advisory Committee on - Dr. Toni Ganzel, dean of pilot program, Louisville’s School of Sexual Orientation, Gender Identity, the School of Medicine at Medicine will be the first institution of and Sexual Development released a list the University of Louisville higher education in the nation to directly of 30 competencies physicians must address the healthcare issues faced by master in order to confront LGBT health the LGBT, gender nonconforming, and disparities. The list was adapted from the differences of sex development (DSD) Physician Competency Reference Set, a population. The program will train list of 58 competencies that all physicians medical students on the unique concerns should master. faced by these communities in order that “These competencies address they may provide culturally competent, knowledge, they address attitudes, and sensitive care to all patients. they address the skills that are needed “It was coming up again and again to operate within the healthcare system

48 April/May 2015 to support patients who are LGBT, university hopes to have the training actually, I think, a much more powerful gender nonconforming, or who have fully integrated into the curriculum by message to have it integrated throughout been born with DSD,” says Kristen the following year. the curriculum.” Eckstrand, chair of the AAMC Instead of exposing students through The impetus for the program was subcommittee and fourth-year medical a one-time course, the training will the result of a lack of knowledge and student at Vanderbilt University School permeate all learning and cover a wide an increasing need to know expressed of Medicine. “I think, first and foremost, range of topics across eight domains, by students. these competencies will help people see says Steinbock. their patients as a whole person.” “It will actually be The pilot program at Louisville integrated throughout came about as a result of conversations the curriculum as between Stacie Steinbock, director of the a thread,” she says. University of Louisville LGBT Center’s “What’s really cool University of Louisville Pride Week 2014 satellite office, and co-authors of the about that is it means competencies, Eckstrand and Jennifer we get to train faculty Potter, MD — who are both assisting and staff along the with the development of the training. way. So [students] The School of Medicine, the LGBT will be hearing about Center, and the Health Science Center LGBT health from Office of Diversity and Inclusion everywhere — from (From left to right) University of Louisville’s David Wiegman, associate vice president for health affairs; Stacie Steinbock, are working together to develop the their first-year courses director of the LGBT Center’s satellite office; Dr. Toni Ganzel, curriculum for the pilot program, which in basic sciences to dean of the School of Medicine; and Brian Buford, assistant provost for diversity and director of the LGBT Center pose will launch with incoming students when they’re doing during the university’s 2014 Pride Week celebration. in the 2015-2016 academic year. The their rotations. It’s

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insightintodiversity.com 49 At the LGBT Center, Buford has to seek out healthcare, even when it’s own biases and also figuring out how to been accustomed to receiving regular most needed, putting LGBT, gender provide the best care.” requests for physician referrals from nonconforming, and DSD patients As dean of the School of Medicine, students who have had negative more at risk. Ganzel is hoping that the program experiences and are looking for an Steinbock hopes the competency will serve as a model for schools across LGBT-friendly provider. These training will help diminish the health the country so that one day, providing experiences have included everything disparity problem while covering specific culturally competent care to all people — from a subtle lack of sensitivity to more techniques for providing patient-centered no matter their background — will be blatant discrimination. care. These techniques will include second nature. “Their identity has been everything from how to take a complete “I guess what I hope is that at misunderstood or they’ve been treated health history and do a thorough physical some point it’s not necessary to have badly,” Buford says. “[Or] it can be exam to recognizing biases. something special like this because it’s there’s no place on the form to indicate “So when you’re taking a sexual history just going to be infiltrated into how that you have a partner or nowhere to with a patient, you need to be open to we train our students … and how we indicate the gender that you identify the different kinds of sexual practices care for patients,” she says. “We hope with. So from the community, the someone might be involved with and and dream that some day there will interest in this project is tremendous be comfortable talking about those,” be widespread health equity across all because they’ve all suffered at some Steinbock says. “Another piece of the populations, but at this point, there’s not. point in their lives from a lack of curriculum will be ethics, which has to do And so, until there is, we need to be very competent care.” with coming up with specific scenarios conscious and intentional about it.”● More often than not, Buford says, in which students need to recognize the issues center on miscommunication. ethical quandary they may face as medical Alexandra Vollman is the editor of Experiences like these can — and providers for an LGBT population. INSIGHT Into Diversity. often do — result in an unwillingness So they’ll be kind of recognizing their

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Students in the University of Michigan School of Dentistry’s Profile for Success program

Health Professions Schools: Bridging the Gap for Underrepresented Minorities Medical, dental, and veterinary schools and nonprofit organizations work to address the lack of diversity in the field and create a workforce that better represents the nation’s demographics

By Alexandra Vollman

52 April/May 2015 s the U.S. population continues of Medicine (COM), increasing to grow, so do the numbers of the number of URMs in medical underrepresented minorities professions is critical to addressing the (URMs),A paving the way for a true specific needs of different populations, melting pot of backgrounds, ideas, as well as creating a level of ease and and perspectives. Yet this rich and comfort for all patients. diverse demographic makeup is largely “This is not just a matter of unaccounted for across the medical, statistics — increasing the number dental, and veterinary professions. of doctors because the population While 2010 census data show is increasing,” Girotti says. “There’s that URM populations — African pretty solid research that shows that American, Hispanic or Latino, when the patient feels comfortable, American Indian or Alaska Native, and culturally and linguistically, with their Hawaiian or Pacific Islander — make doctor, they’re more likely to follow up 30 percent of the U.S. population, the doctor’s advice, they’re more likely that number is less than representative to use the medical services more often, of the U.S. physician workforce. and therefore end up with better According to the Association health outcomes.” of American Medical College’s Unlike other, non-healthcare (AAMC) “Diversity in the Physician careers, those in the medical, dental, or Workforce: Facts & Figures 2014” veterinary fields require a breadth of Jorge Girotti, dean of report, approximately 13.5 percent of prior training and experience — with admissions for the University the physician workforce is composed the need for recruitment efforts that of Illinois College of Medicine of people from URM populations. begin long before college. While this number is increasing, it “I think we need to engage and is not keeping pace with the nation’s encourage students at high school changing demographics. For instance, and even at middle school levels,” African Americans represent 13 percent says Todd Ester, director of diversity of the population but only account for 4 and inclusion for the University of percent of physicians. Michigan School of Dentistry. “So This disparity, however, is not many students from underrepresented confined to this corner of the healthcare minorities or diverse backgrounds arena. In the dentistry field, URMs do not even consider dentistry as account for only 13 percent of all dental a potential option for their career school students, according to data because they either haven’t seen a from the American Dental Education dentist who looks like them or they Association (ADEA). never had anyone suggest to them that Veterinary medicine statistics are this could be a great career path.” even worse. A November 2013 article Compared with their white peers, Todd Ester, director of in The Atlantic, titled “The 33 Whitest students from URM populations often diversity and inclusion for the University of Michigan School Jobs in America,” listed the veterinary experience an unprecedented number of of Dentistry (photo by Focal profession as the whitest profession in obstacles on their path toward receiving Point Studios) the country, at 96.5 percent. And while a medical, dental, or veterinary degree, the percentage of URM students in says Topaz Sampson, national president veterinary medicine has nearly doubled of the Student National Medical since 2005 — to 14.6 percent — there Association (SNMA). The SNMA is is still much room for improvement. an organization dedicated to supporting underrepresented minority medical Tackling the Issue students and addressing the needs of For Jorge Girotti, dean of admissions underserved communities. for the University of Illinois College These obstacles can include

insightintodiversity.com 53 Students in the University of Michigan School of Dentistry’s Profile for Success program Students in the University of Illinois College of Medicine’s (photo by Kim Johnson) Urban Health Program

gaining exposure to and knowledge of MCAT and hoping to do well.” physicians and fourth for graduating healthcare professions, preparing for Another large obstacle for any Hispanic/Latino physicians. and applying to schools, and getting student, especially those from lower- Girotti attributes the COM’s accepted into a program — along with income or disadvantaged backgrounds, success in attracting, supporting, and completing their studies and receiving is the medical school price tag. “I retaining underrepresented students their degree. think many people shy away from even to “strong institutional commitment and leadership.” “We’ve been very fortunate, going Based on data collected between 1980 and 2012, back several decades, that regardless the University of Illinois College of Medicine ranks of who the dean of the college is, there’s been very strong and consistent third in the U.S. for graduating African American support of these activities,” he says. physicians and fourth for graduating “So that creates a very important Hispanic/Latino physicians. stability, and in a way, it kind of sends the message to prospective students that this is a place that they would feel comfortable.” “Those who I find are successful at applying because when they look at The University of Illinois COM getting into medical school have either the cost, they feel it’s overwhelming,” focuses its efforts on providing much- a family member who is a physician or says Girotti. needed support to URM students — someone who was kind of preparing specifically those who weren’t admitted. Finding a Solution them since they were very young — in Each year, faculty meet with these terms of allowing them to get exposure As dean of admissions for the students to review ways to improve their through shadowing or preparation University of Illinois COM, Girotti chances of being admitted the next year through advanced courses or summer knows something about attracting, and provide them with opportunities programs,” Sampson says. “So when you recruiting, and retaining a diverse to gain more experience — a practice get to the point of applying to medical set of students. According to the Girotti calls “conditional admissions.” school, you have tangible experience AAMC’s report, Illinois’ COM rises Another practice called “holistic and years of preparation to be successful to the top in many categories. Based admissions” is being used by colleges on your MCAT and get in. If you don’t on data collected between 1980 and and universities across the country get this type of experience, it can be 2012, the university ranks third in the to admit a diverse set of students. As very daunting if you’re just taking the U.S. for graduating African American opposed to focusing solely on academic

54 April/May 2015 [ moreINSIGHT ] credentials, holistic admissions considers the whole person. Kim D’Abreu, senior vice president for access, diversity, and inclusion with the ADEA, is an advocate of this process. The ADEA conducts a workshop to help dental schools make more conscious admissions decisions Keeping Up with Diversity by looking at a variety of factors. This workshop, which can be tailored at the As the numbers of underrepresented minorities in the U.S. continue local school level, looks at how these to increase, medical, dental, and veterinary schools and nonprofit schools admit students and considers organizations are doing their part to fill the pipeline. These programs and ways to enroll a more diverse class. others like them are helping create a healthcare workforce that mirrors the “The workshop has been offered now nation’s demographics. at about 38 of our dental schools; there are 65 dental schools in the U.S. and 10 American Dental Education Association in Canada,” D’Abreu says. “I think most of our schools say they are doing some The Summer Medical and Dental Education Program (SMDEP) is a type of holistic review.” dental and medical school preparation program dedicated to increasing At the Association of American the acceptance rates of college students from underrepresented and Veterinary Medical Colleges disadvantaged backgrounds. Of pre-dental participants, 47 percent (AAVMC), Lisa Greenhill, associate went on to apply to dental school, and since 2006, 75 percent of SMDEP executive director for institutional participants who applied to dental school were accepted. For more research and diversity, takes a information on SMDEP, read the stories on pages 26 and 58. more direct approach. She studies how the academic climate affects Association of American Veterinary Medical Colleges students’ experience and makes The DiVersity Matters (DVM) program encourages veterinary schools to recommendations to AAVMC devote more effort and resources to increasing the number of historically veterinary schools aimed at creating a underrepresented students in veterinary degree programs. Because of more inclusive environment where all students feel welcome. programs like this, the number of underrepresented students in veterinary “I provide certain consultations on medicine has increased nearly 5 percent since 2005. For more information what the data means, what kinds of on the DVM program, read the story on page 34. trends there are, how [it] stacks up to the national average or to other University of Illinois College of Medicine institutions in their region, and then [I] Through the Post-baccalaureate Admission Program, underrepresented make some recommendations on what minority students who need more experience in the medical field have things they might want to focus on,” an opportunity to build on their knowledge and skills through a rigorous Greenhill says. 11-month program, with the potential for admission into the next incoming Recommendations have included class — a practice called conditional admissions. Study results from 1999- ways to make LGBTQ students feel 2009 show that of the 274 students admitted to University of Illinois safer and more comfortable on College of Medicine via conditional admissions, 81.4 percent were from campus — such as improving access to gender-neutral bathrooms. underrepresented ethnic or racial backgrounds. After 10 years, the AAVMC is slowly starting to see results and also recognizing University of Michigan School of Dentistry the need for improvement. “We’ve almost Profile for Success is a summer program aimed at preparing doubled the number of students of color; undergraduate students and recent college graduates from disadvantaged however, because enrollment has also backgrounds to be more competitive applicants for dental or medical gone up about 27 percent during this schools. Data from 1995 to 2013 show that more than 390 participants time, the percentage is not as high as we have matriculated through the program, and more than 56 percent of pre- would like for it to be,” Greenhill says. dental participants have gone on to become dentists. “This year, I think that we’re looking at — as far as student enrollment — about 13.5 percent students of color.”

insightintodiversity.com 55 Where Diversity Undergraduate students pose during the University of Illinois College of Medicine’s summer Urban Health Program (photo courtesy of Hispanic and Medicine Center of Excellence, University of Illinois College of Medicine) Texas A&M University College of Veterinary Come to Life Medicine addresses diversity by holding departments accountable for their efforts. Every year, each department sends a report detailing their diversity efforts to university Temple University School of Medicine leadership, says Eleanor Green, the Carl B. King dean of veterinary medicine. Every other year, they must present prepares students to be outstanding these to the university’s diversity council. physicians, ready to meet our community’s “Each [department] is rated and then resources are and the world’s medical needs. distributed according to that rating,” Green says. “So it’s not only that you demonstrate what you’re doing, but Our diverse student population and faculty you’re actually rewarded if you’re doing well. And there come from a wide range of cultural, will be a very direct conversation if you’re doing poorly.” socioeconomic, and geographical While the need for increasing URM populations in the medical, dental, and veterinary fields is clear, backgrounds, united together in our equal representation across all spectrums is the goal of commitment to excellence and serving others. many schools and organizations. According to Yasmin Williams, diversity officer at the University of California, A reflection of this commitment is our unique Davis School of Veterinary Medicine, increasing overall MD/MA degree in Urban Bioethics, which diversity is the best way to ensure competent, sensitive provides our students and faculty the training care for all. and opportunity to partner with community “We need to create a workforce that will mirror the future of our society in regard to demographics, abilities, members, health care providers, and policy multicultural populations — people who speak different makers to create model programs and languages, people from different socioeconomic classes, practices aimed at fostering health equity different sexual orientations,” Williams says. “So by and eliminating health care disparities. creating a more diverse pool of applicants, it’s a step in serving these different populations.”● Learn more at temple.edu/medicine Alexandra Vollman is the editor of INSIGHT Into Diversity.

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insightintodiversity.com 57 Special Report: [ Medical, Dental, and Veterinary Schools ]

Interprofessional Education and Holistic Admissions Are Key to the Future of Healthcare Providers

By Rebecca Prinster

hen the Affordable The World Health Organization’s rest of the body.” For instance, diseases Care Act (ACA) was report “Framework for Action on such as leukemia can present symptoms implemented in 2014, an Interprofessional Education & in the mouth, and dentists need to be Westimated 10 million more people in Collaborative Practice” defines IPE as aware of what those signs can indicate. the U.S. gained access to healthcare. follows: “Students from two or more From the medical perspective, But the influx of new patients tends to professions learn about, from, and Dr. Maryellen Gusic, chief medical be less affluent and more diverse than with each other to enable effective education officer of the Association of previous patient populations. collaboration and improve health American Medical Colleges (AAMC) Research shows that low-income, outcomes.” The report continues, and a pediatric physician, says poor minority patients tend to have more “Once students understand how oral hygiene or prolonged bottle use risk factors for chronic illnesses; to work interprofessionally, they can cause health issues in children. therefore, healthcare providers must are ready to enter the workplace as Therefore, she stresses the importance be able to identify correlating concerns a member of the collaborative practice of oral care to parents. across health disciplines, such as the team. This is a key step in moving Gusic is a member of the increased likelihood for gum disease in health systems from fragmentation to Interprofessional Education people with diabetes. a position of strength.” Collaborative (IPEC), which formed According to Rick Valachovic, Increasingly, healthcare providers in 2009, and Valachovic is its president. president of the American Dental are required to provide care in teams. Along with the AAMC and ADEA, Education Association (ADEA), other IPE emphasizes collaborative care by IPEC comprises the American evolutions in healthcare — such as eliminating silos and educating students Association of Colleges of Nursing the rise in ambulatory care centers — from different health fields together in (AACN), the American Association are adding to the need for healthcare the classroom. of Colleges of Pharmacy (AACP), the providers and health professions “It’s true, dental schools developed American Association of Colleges of educators to reinvent traditional independently of pharmacy, nursing, Osteopathic Medicine (AACOM), methods for treating patients. and medical schools because our care is and the Association of Schools and mostly inpatient,” Valachovic says. “But Programs of Public Health (ASPPH). Interprofessional Education dentistry has always had a focus on “IPEC’s primary goals are to help Provides Team Solutions IPE, so we feel we have something to provide member institutions with a Interprofessional education (IPE), for bring to the table.” common language and ways to assess which the ADEA advocates, is one way When considering other reasons for competencies,” Gusic says. “IPEC professional schools are preparing future IPE’s importance, beyond a changing provides for faculty development, serves healthcare providers to deliver culturally healthcare system, Valachovic points as a voice to promote the importance competent, patient-centered care. out that “the mouth is a mirror to the of IPE to policymakers, and evaluates

58 April/May 2015 the results — there has to be science to says Marc Nivet, chief diversity officer in the average GPA of their incoming back up its importance.” for the AAMC. class and 52 percent saw no change. Since 2009, IPEC has grown “Holistic applications are meant A combined 96 percent reported into a collaborative supported by to be customizable after schools that graduation rates at their schools organizations of optometry, physical address two things,” Nivet says. “First, remained unchanged or had increased. therapy, and speech pathology and understanding what is the mission Summer Program Helps audiology, among others. The expansion of the institution. Are they preparing Fill the Pipeline in the types of health professions students for graduate research, or do supporting IPEC reveals a growing they want to address shortage areas? Encouraging underrepresented students recognition of the importance of IPE. Schools have to articulate their mission, to apply to dental or medical school Another indicator of its significance then look for those students. Second, has its own challenges. But Valachovic is seen in the Liaison Committee on schools have to be willing to dive credits the Summer Medical and Medical Education’s decision to update deeply into applicants’ backgrounds and Dental Education Program (SMDEP) its accreditation standards for 2015, be comfortable with not having all of for serving as a pipeline. “The SMDEP which now require medical schools the focus on tests and GPA.” is a very robust program, and the to include IPE in their curriculum to Nivet acknowledges the challenges numbers are phenomenal,” he says. receive accreditation. associated with holistic admissions — Freshmen or sophomore evaluating essays for ethical traits undergraduate students interested Diversifying Healthcare Delivery requires more time and staff — but in dental or medical school spend Using Holistic Admissions he believes there will soon be a way six weeks taking courses aimed at To ensure that health professions to make things more efficient, by developing their study and science skills. schools are able to produce using technology — such as Skype, Valachovic says the rate of acceptance to

“Schools have to be willing to dive deeply into applicants’ backgrounds and be comfortable with not having all of the focus on tests and GPA.”

- Marc Nivet, chief diversity officer for the Association of American Medical Colleges

ample numbers of racially and for example — to do a remote pre- dental school for SMDEP participants socioeconomically diverse physicians interview session in place of essays. is 66 percent, twice the rate for all other to better serve a diverse patient Despite these challenges, the dental school applicants. Furthermore, population, a growing number of impact holistic admissions has had on 100 percent of accepted SMDEP schools are moving to holistic, race- diversity in schools using this method applicants matriculate. neutral admissions policies to diversify is profound. A report published in More health professions schools their student bodies. September by the collaborative Urban are moving toward holistic review As the name suggests, this type Universities for HEALTH, of which and IPE as effective ways to create of review process takes into account the AAMC is a part, affirms its value. a culturally competent healthcare the whole person, not just college Of the 228 health professions workforce by allowing more students transcripts and entrance exam results. schools surveyed, those that reported who have overcome significant barriers Essays and letters of recommendation using “some” or “many” holistic review to matriculate. When they become — along with demographic data, elements saw a combined 89 percent physicians and dentists, these students such as first-generation status and increase in student body diversity. are more sensitive to the needs of their employment history — help review Ninety-three and 91 percent of dental patients, especially low-income and committees select candidates to move and medical schools, respectively, use minority patients, with whom they may on to the interview portion. Exemplary holistic review in their admissions share similar experiences. applicants have proven leadership processes, more than the other types of Visit MedEdPortal.org for resources experience, strong moral and ethical health professions schools surveyed. on developing interprofessional values, and a history of working with Further, while increasing diversity, education skills.● underserved populations. schools did not sacrifice academic Additionally, the ideal candidate will quality. Thirty-eight percent of the Rebecca Prinster is a senior staff writer have “an aptitude to be humanistic,” schools in the report saw an increase for INSIGHT Into Diversity.

insightintodiversity.com 59 Special Report: [ Medical, Dental, and Veterinary Schools ]

Students in the Impressions dental program at the University of Mississippi Medical Center’s School of Dentistry (photo courtesy of the University of Mississippi Medical Center School of Dentistry)

First Impressions: Program Helps Prepare Undergrads for Dental School

By Michael Rene Zuzel

he relative lack of minorities in the dental profession never deterred Devin Stewart, who is African American, from pursuing his dream of becoming a dentist. T As early as high school, Stewart sought advice from dentists in his community and shadowed them during summer breaks. “I discovered that people with beautiful teeth and smiles seemed to fascinate me,” he says. “I want to create the same experience I received as a child while visiting the dentist and make a difference in someone’s oral health — and life as a whole.” This year, the senior biology major at Jackson State University was accepted by the University of Mississippi Medical Center’s (UMMC) School of Dentistry. He credits the Student National Dental Association (SNDA) — particularly its dental school preparation program, Impressions — with preparing him for the dental admission test and the UMMC admissions interview, as well as familiarizing him with the everyday work of a dentist.

60 April/May 2015 “I found the hands-on activities to assistant dean for student affairs at of advice the admissions committee be very beneficial,” he says, “because it UMMC’s School of Dentistry, says the gave me was making sure I apply early,” allows pre-dental students the chance to school has participated in Impressions Stewart says. “They informed me that get a feel for what dentistry will be like annually since 2006. A typical they would be accepting numerous once they enter into the profession.” Impressions event agenda includes applications for the upcoming school SNDA was formed in 1972 as writing workshops, mock interviews, year, and it was in my best interest to an auxiliary of the National Dental presentations by dental school get into the first batch.” Association — the professional admissions and financial aid officials, Dental students in the program association of minority dentists — and panel discussions featuring current advised Stewart on the best ways to to promote diversity in dental dental students and residents. The prepare for the dental admission test, school enrollment and support national organization assists local including helpful books and software. improvements in dental care in chapters with organizing the events “They also gave me helpful interview disadvantaged communities. and defraying costs. tips, including the types of questions

Students in the Impressions dental program at the University of Students perform oral exams in the University of Florida College of Mississippi Medical Center’s School of Dentistry (photo courtesy of Dentistry’s Impressions program (photo courtesy of the University the University of Mississippi Medical Center School of Dentistry) of Florida College of Dentistry)

SNDA launched the Impressions True to its name, the program also to expect, and most importantly, program in 1999 with the goal of gives undergrads the opportunity to making sure I practice for the reaching out directly to minority take dental impressions on volunteer interview,” he says. undergraduates to help them become patients. For many participants, In 2002, the Institute of Medicine stronger dental school candidates. this is their first real-life experience warned that minorities often receive During the 2014-2015 school year, performing a dental procedure. unequal treatment in the U.S. 30 to 40 SNDA chapters — of the Although Impressions is designed healthcare system. Among other approximately 50 active chapters at primarily for minority students, it factors, “healthcare providers’ biases, dental schools nationwide — will host has begun to attract non-minority prejudices, and uncertainty when one-day Impressions events for more students as well, Cathey says. And treating minorities can contribute than 1,000 dental-school hopefuls, says while no nationwide statistics are to healthcare disparities,” the report SNDA President Christopher Cathey, a available, he estimates that 85 to 90 observed, even though “prejudice is not third-year dental student at UMMC. percent of participants in UMMC always recognized or deliberate.” “[The program is] simply a School of Dentistry’s program are from The Institute recommended concerted effort to make strides in underrepresented minorities. that, among other measures, more eliminating healthcare disparities in In addition to critical hands- individuals of color be recruited into dentistry nationwide by providing an on experience, the program medical professions. However, it avenue for underrepresented minorities offers undergraduate students the stopped short of outlining specific to have the same resources as an opportunity to network with school ways of achieving that goal. applicant who isn’t underrepresented or administrators and current dental According to a study by the who has adequate resources to get into students — a part of the experience University of Colorado, in 2012, only 5 dental school,” Cathey says. Stewart found invaluable. percent of U.S. dental school graduates Dr. Wilhelmina F. O’Reilly, “One of the most important pieces were African American and 7 percent

insightintodiversity.com 61 were Hispanic or Latino, indicating when the opinions and views of “I would like to implement a high a need to recruit more students from individuals from diverse backgrounds school component,” he says. “I think it these underrepresented minorities. are included and respected. is very important to spark the interest Based on more recent numbers, it “As the first college graduate and of dentistry as soon as we can, before appears that programs like Impressions dentist in my extended family, I students begin college. This program may be having a positive effect. Since can understand why some students can be a great tool in helping to recruit 2012, underrepresented minority might feel that a career in dentistry students at the high school level.” students (including those identifying as or any of the health professions might Like other students who will take more than one race or ethnicity) have be unattainable, or at least a little another step toward pursuing their comprised, on average, more than one- mysterious in terms of what it takes to dreams this fall, Stewart is eager to third of all students at the University successfully navigate the educational begin his training at UMMC’s School of Florida College of Dentistry. That system to become a dentist,” Dolan of Dentistry in August. And he has trend is likely to continue. The fall 2015 says. “So the program helps demystify advice for others who share his passion. entering class, while not yet finalized, dental school and the dental “Although minorities are is currently made up of 42 percent application process.” underrepresented in the field of minority students. This number includes At the SNDA, plans are under way dentistry, that should not stop Asian, black or African American, and to provide scholarships to students you from pursuing it,” he says. “If Hispanic or Latino students, as well as who participate in the Impressions anything, you should be encouraged students of multiple races. program, opening the door for more to pursue it even more. That way, you Teresa A. Dolan, who was dean of minorities and disadvantaged students can one day give back to underserved, the University of Florida College of to enter the profession. Cathey also minority communities and improve Dentistry for 10 years and supported hopes to one day see a national version their oral healthcare.”● the Impressions program, says she of Impressions that would provide believes the educational environment students exposure to dental schools Michael Rene Zuzel is a contributing is richer and conversations deeper across the country. writer for INSIGHT Into Diversity.

Committed to Excellence in Teaching, Research and Patient Care

The University of Florida College of Veterinary Medicine offers D.V.M. and M.S./Ph.D. graduate studies programs. As a major land-grant university committed to preeminence in teaching, research and patient care, UF provides a rich, collaborative environment for students to thrive and prepare for exciting careers in clinical practice, biomedical research, public health or one of the many other professional career paths through which veterinarians and researchers can impact the world.

The College of Veterinary Medicine is associated with UF Health, the Southeast’s most comprehensive academic health center, and the UF Institute of Food and Agricultural Sciences. Through these links, our students and faculty contribute to the diverse and growing wealth of knowledge and expertise that is the foundation of the University of Florida. In research, we are focused on One Health and offer robust programs in mucosal immunology, environmental toxicology, vaccinology, comparative and wildlife medicine, and other areas of cutting-edge biomedical research. Key clinical programs include comparative orthopedics, oncology, dermatology, sports medicine and food animal medicine. Our global leadership in aquatic animal health, zoological medicine and shelter medicine reflect our forward-thinking approach to animal, human and environmental health.

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62 April/May 2015 CAREER OPPORTUNITIES 63 insightintodiversity.com apply/JPF00848 apply/JPF00849 UCLA DIRECTOR DIRECTOR UCLA career opportunities in career CHRIE (normal deadline is Checking on December around the 7th) 2/3 page - 4.875 x 10 Cost: $1819 Insight nto Diversity 4.625 x 9.75 Cost: comes out 12/26 next issue is Jan/Feb that $2,100 March issue comes out 2/16 due 2/2 April-May issue comes out 4/7 due 3/24 UCLA School of the UCLA UCLA School of the UCLA insightintodiversity.com Arts and Architecture Arts and Architecture OF CHORAL STUDIES OF CHORAL our online Career Center at at Center our online Career UCLA PROFESSOR OF UCLA and Architecture and the and the Architecture and information and an online information and an online Access hundreds of additional hundreds Access Music are pleased to invite to invite Music are pleased in the Department of Music. of Music. in the Department UCLA Herb Alpert School of of Alpert School Herb UCLA for a tenured or tenure track for a tenured or tenure track applications for a tenured or tenured or applications for a application may be found at: application may be found at: application may be The UCLA School of the Arts Arts School of the The UCLA The UCLA School of the Arts Arts School of the The UCLA pleased to invite applications pleased to invite applications https://recruit.apo.ucla.edu/ as Director of Choral Studies Studies as Director of Choral https://recruit.apo.ucla.edu/ PERFORMANCE PRACTICE Department of Music. Further Department of Music. Further of Performance Practice in the of Performance Practice in the and Architecture and the UCLA Architecture and the UCLA and Herb Alpert School of Music are Alpert School of Music are Herb tenure track professorial position position tenure track professorial Further information and an online and an online Further information

professorial position as Professor professorial position as Professor

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environment environment where student-faculty relations are highly valued. A minimum of 5 years

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the the Cornell University community.

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concepts concepts and software fluency;

create and create disseminate knowledge with a public purpose.

broad research, teaching tomorrow’s thought leaders to think otherwise, care for others, and thought leaders to think otherwise, care teaching tomorrow’s research, broad Cornell Cornell is a community of scholars, known for intellectual rigor and engaged in deep and Connecting Diverse Professionals to Diverse Careers Diverse to Professionals Diverse Connecting Committed to Excellence in Teaching, Research and Patient Care and Patient Research Teaching, in Committed to Excellence CAREER OPPORTUNITIES Connecting Diverse Professionals to Diverse Careers 64 April/May 2015 envelope orinemail“subject”field. to [email protected]. Pleaseindicatepositionofinterest on Grasslands Road,Valhalla, NY10595;fax914-606-7838;emailWord documents are filled.ResumestoHumanResources, Westchester CommunityCollege,75 For details,visitwww.sunywcc.edu/jobs. Applicationsaccepteduntilpositions proposal. ForESLonly, submitresume [email protected]. new classesatwww.sunywcc.edu/CE; donotsubmitaresume withoutaclass and ideasfornewclasses.Visitwebsiteinformation.Submitproposals for (MA orcertificateinTESOLpreferred) orwithcorporatetrainingbackground, weekend options.Alsointerested incandidateswithESLteachingexperience include children, adults,andseniorsinvariouslocationswithday, evening,and Non-Credit adjuncts(Bachelorsrequired): Classesforlifelonglearnersmay Veterinary Technology. specialization), Philosophy, Physics,PoliticalScience,Psychology, Sociology, Medical BillingandCoding,Nursing(seekingadjunctswithmedicalsurgery (including CollegeAlgebrawithTrigonometry, Statistics,Geometry, Precalculus), American, Caribbean),HumanServices(SocialWork), Librarian,Mathematics Fashion (FashionDesign,Sewing),Geoscience,History(African-American, Foods andNutrition,DigitalIllustration,Imaging,Economics,English, and Management,Dance(Broadway JazzorHip-Hop),DieteticTechnician/ Science, JournalismandMediaProduction, CriminalJustice,CulinaryArts Chemistry, Communications,ComputerNetworking(Ciscocertified), Support CenterCoordinator (science/math),Anthropology, Biology, Ceramics, otherwise indicatedonwebsite):Accounting(dayonly),AdjunctAcademic Credit adjuncts(Mastersandone-yearrelated experiencerequired unless weekend availability. Adjunct Faculty. experience, unlessotherwiseindicatedonwebsite. level positionsstartintheFall2015.Requires Mastersplusone-yearrelated Full-time facultypositions.ElectricalTechnology, Nursing.Instructor VP andDean,StudentAffairs Software EngineerII Scholarship Administrator Program Specialist(OnlineEducation,part-timeposition) Extension CenterDirector (MountVernon) Director ofLeadershipGivingandDevelopment Biology andHealthLabTechnician/Sr. Technical Assistant(Ossining) Assistant tothePresident Assistant DeanofStudentAffairs(EducationalOpportunityCenter, Yonkers) Administrators andStaff Full-time positionsincludeexcellentbenefits.Hiringsubjecttoavailabilityoffunds. dedicated todiversityandmulticulturalismarestronglyencouragedapply. administrators, facultymembers,andstaff. Women, minoritiesandthose Westchester CommunityCollegeiscommittedtohiringinnovative Christ andcommitted toChristianeducation. 279-4150. All candidatesmustbemembersofthe churchof directed toDr. Alexander [email protected] Counseling, Box12254,Searcy, AR 72149. Inquiriesmaybe harding.edu orbymailatHarding UniversityProfessional Alexander, DirectorofProfessionalCounselingat jalexander@ letter, curriculumvitaandcontactinformationto Dr. Jenene populations andthosewithdisabilities. Submitintroductory of thefacultyareencouraged,includingunderrepresented a separatearrangement. Applicants addingtothediversity Searcy, Arkansas. Summerhourswillalsoberequiredunder nine-month contractpositionlocatedonthemaincampusin courses; anddoinglimitedresearchpublishing. This isa online; advisingandsupervisingstudents;developingdistance Responsibilities includeteachingcoursesoncampusand experience and/orknowledgewithdistanceeducation. teaching inhighereducation,licensedasacounselor, a doctoratefromCACREP-accreditedprogram,experience both clinicalandschool. The successfulcandidatewillhave seeking afull-timefacultyintheareaofcounseloreducation Canon-Clary CollegeofEducationatHardingUniversityis Administrator, FacultyandStaffPositions WESTCHESTER COMMUNITYCOLLEGE Summer andFall2015openings.Specifyday/evening/ TM multicultural diversityin its peoplesandprograms. Woodbury UniversityisanEEO/AA institutioncommittedto E-Mail: [email protected] Fax –818-767-7567 Burbank, CA 91504-1052 7500 NGlenoaksBoulevard Woodbury University Human ResourcesOffice professional references,to: tory; andnames,addresses,telephonenumbers ofthree a letter of interest addressing qualifications; resume; salary his 17, 2015willbegivenapriorityconsideration.Please submit and untilthepositionisfilled. Applicationssubmittedby April Applications andNominationsareaccepted immediately and priorities. thinker todevelopandimplementclearcommunicationgoals standing ofmarketingandfinancialaidleveraging. A strategic and managingenrollmentmanagementstaff; strongunder operations. Demonstratedexperiencerecruiting,developing, level experienceinundergraduateandgraduateenrollment degree;andsenior- experience inhighereducation;aMaster’s The successfulcandidate shouldhaveatleastfiveyearsof structuring, planning,andmanagingfinancialaidexpenditures. short andlong-termenrollmentnettuitionrevenue; markets; supportingstudentdevelopmentefforts; projecting communications messagesandoutreach;identifyingemerging addition, he/shewillparticipateinenhancingmarketingand advancing theuniversity’s academicqualityofstudents. In members oftheuniversity’s leadershipteamandstaff in Marketing Officer, other Vice Presidents,Deans,andother The Vice PresidentwillworkcollaborativelywiththeChief graduate admissions,andfinancialaidatbothlocations. management activitiesincludingundergraduateadmissions, ed candidatewillprovideexecutiveoversightofallenrollment the goals,mission,andresourcesofuniversity. The select continuously assessedandrefined(b)isconsistentwith and innovativeenrollmentmanagementstrategythat(a)is leadership, direction,andimplementationofacomprehensive The Vice PresidentforEnrollmentManagement willprovide history, leadershipandinterdisciplinarystudies.. graphic design,mediatechnology, psychology, politics& munication, fashiondesign,filmmaking,gameart& management, marketing,fashionanimation,com architecture, realestatedevelopment(SanDiego),accounting, architecture (twolocations—Burbank&SanDiego),interior bachelors andmastersdegreesin20programs,including organizations inSouthernCalifornia. The Universityoffers Woodbury Universityisoneoftheoldesthighereducation maintaining theinstitution’s enrollmentmanagement. President willberesponsibleforredeveloping,improving,and serves asamemberofthepresident’s cabinet. The Vice Reporting tothePresidentofUniversity, theVice President for thepositionofVice PresidentforEnrollmentManagement. Woodbury Universityinvitesapplicationsandnominations inquire abouttheUniversity’s nondiscriminationoraffirmativeactionpoliciestorequest modations intheapplicationprocesswillbeprovidedtoindividualswithdisabilities. To consistent withUniversitypolicyandUtahstatelaw. Uponrequest,reasonable accom aged toapply. Veterans’ preferenceisextendedtoqualified applicants,uponrequestand minorities, women,qualifiedpersonswithdisabilitiesandprotectedveteransareencour Protected Veteran status.Individualsfromhistoricallyunderrepresentedgroups, suchas gender identity/expression,statusasapersonwithdisability, geneticinformation,or discriminate baseduponrace,nationalorigin,color, religion,sex,age,sexual orientation, The UniversityofUtahisan Affirmative Action/EqualOpportunityemployeranddoesnot to themissionofUniversityUtahHealthSciencesCenter. laboration, innovation,accountability, diversity, integrity, quality, andtrustthatisintegral candidates whoarecommittedtofosteringandfurtheringthecultureofcompassion,col and Respect. leadership, excellence, by collaboration, of UtahHSCvalues The University The UniversityofUtahHealthSciencesCenterisapatientfocusedcenterdistinguished For moreinformationpleasecontact Allison Boyer, [email protected] a curriculumvitae,briefcoverletterandthenamesaddressesofthreereferences. Applicants shouldsubmitelectronicallytohttp://utah.peopleadmin.com/postings/39758 Cytogenetics bythe American BoardofMedicalGenetics. The applicantshouldholdanM.D.and/orPh.D.degree,andbeboardcertified/eligiblein test developmentprojectswiththelaboratoryandDepartmentofPathology. control andqualityassurance,withtheremainderoftimesupportingacademic laboratory results,consultationwithphysicians,residentandfelloweducation,quality Responsibilities includes70-80%timespentonclinicaldutiesincludinginterpretationof constitutional andcancersetting. testing optionsfromtraditionalcytogenetictechniquestoFISHandmicroarrayinthe laboratory seesabroadrangeofspecimentypesandindicationsoffers arangeof military andgovernmentfacilities,manycommunityhospitals. As such,the nation’s universityteachingandchildren’s hospitals,majorcommerciallaboratories, ARUP isafullservicereference laboratorywithclientsfrommorethanhalfofthe academic experience. will haveafacultyappointmentintheDepartmentofPathologywithrankbasedon ARUP Laboratories,anenterpriseoftheUniversityUtah. The successfulcandidate The UniversityofUtah,DepartmentPathologyisseekingaClinicalCytogeneticistat aruplab.com, orwww.aruplab.com/genetics For moreinformationontheuniversityand ARUP Laboratories,seewww.utah.edu, www. cess tohighereducationforhistoricallyunderrepresentedstudents. students fromdiversebackgrounds,andpossessastrongcommitmenttoimprovingac The UniversityofUtahvaluescandidateswhohaveexperienceworkinginsettingswith firmative Action,201S.PresidentsCircle,Rm135,(801)581-8365. disability accommodation,pleasecontact:Director, OfficeofEqualOpportunityand Af Vice PresidentforEnrollmentManagement Clinical Cytogeneticist- ARUP Laboratories, University ofUtah,SaltLakeCity ------CAREER OPPORTUNITIES 65 insightintodiversity.com , childbirth, or any other Arts and Sciences (CAS) and the School of Arts and Sciences (CAS) s policy and procedures or who may wish to file a complaint should its outstanding academic programs and for the ground breaking research it conducts. and for the ground academic programs its outstanding of Dean to fill the positions and dynamic leaders seeks progressive Gallaudet University of the School of Education, Studies, and Dean School and Continuing of the Graduate Services (SEBHS). Business, and Human Gallaudet University is the world leader in liberal education and career development for and career development leader in liberal education is the world Gallaudet University for an international reputation The University enjoys of hearing students. deaf and hard

TM Dean of the Graduate School and Continuing Studies School and Continuing Dean of the Graduate Dean of the School of Education, Business, and Human Services (SEBHS) Dean of the School of Education, Please submit a letter of interest, curriculum vitae, and a completed job application to [email protected]. Please submit a letter of interest, curriculum vitae, and a completed job application to [email protected]. Please submit a letter of interest, curriculum vitae, and a completed job application to [email protected]. Please submit a letter of interest, curriculum contact the University’s EEO Office, Gallaudet University, 800 Florida Avenue, N.E., Washington, DC 20002-3695, 202-651-5462. Avenue, N.E., 800 Florida Gallaudet University, EEO Office, contact the University’s origin, religion, age, hearing status, disability, covered veteran status, marital status, personal appearance, sexual orientation, family covered veteran origin, religion, age, hearing status, disability, residence, pregnancy responsibilities, matriculation, political affiliation, source of income, place of business or from protected classes for available unlawful basis. Employees and recruiting sources are encouraged to refer qualified individuals positions. Individuals who may have inquiries regarding the University’ To Apply: To this position opening at: http://jobs.gallaudet.edu/?select=Administrators#14142 View discriminate on the basis of race, sex, national Gallaudet University is an equal opportunity employer/educational institution and does not Fluency in American Sign Language required at the time of application. Fluency in Review of applications begins on March 16, 2015 and continues until the position is filled. higher education; a record of commitment to multicultural organizational development and efforts that have maximized the effective that have maximized the effective efforts higher education; a record of commitment to multicultural organizational development and a record of successful teaching at the education of deaf and hard of hearing students from diverse backgrounds and cultures; excellent organizational, interpersonal, undergraduate and graduate levels and an established record of research and publication; allocation to achieve strategic objectives. communication, writing and advocacy skills; demonstrated expertise in budgeting and resource to the develop new 21st century online and hybrid undergraduate and graduate offerings, including new interdisciplinary programs and to the develop new 21st century online and hybrid undergraduate and graduate offerings, programs of research. leadership and supervisory experience in Candidates should possess an earned doctorate and evidence of increasingly responsible Physical Education and Recreation, and Social Work. The dean serves as chief administrator, spokesperson, and advocate for SEBHS. spokesperson, and serves as chief administrator, The dean Work. Physical Education and Recreation, and Social to ensuring the continuing high quality of existing programs, will inspire and support The ideal candidate for this position, in addition Arts and Sciences and the dean of the Graduate School and Continuing Studies innovation, collaborating with the dean of the college of Gallaudet University seeks a dynamic and innovative leader to serve as dean of the School of Education, Business and Human Services leader to serve as dean of the School of Education, Business and Human Services Gallaudet University seeks a dynamic and innovative that collectively enroll approximately 600 diverse deaf, hard of hearing and The school houses eight academic departments (SEBHS). with approximately 75 These departments, and masters and doctoral degree programs. hearing students in undergraduate majors/minors Interpretation, Hearing, Speech, and Language Sciences, Affairs, Counseling, Education, Government and Public are Business, faculty, View this position opening at: http://jobs.gallaudet.edu/?select=Administrators#15001 View Review of applications begins on March 16, 2015 and continues until the position is filled. Review of applications begins on March 16, Apply: To education of deaf and hard of hearing students from diverse backgrounds and cultures; a record of successful teaching at the education of deaf and hard of hearing students engagement in research activities with an extensive history of scholarly publications undergraduate and graduate levels and consistent American Sign interpersonal, communication, writing and advocacy skills. Fluency in in peer-reviewed journals; excellent organizational, Language required at the time of application. cultural and linguistic backgrounds. and evidence of increasingly responsible leadership and supervisory experience in Candidates should possess an earned doctorate the effective that have maximized multicultural organizational development and efforts higher education; a record of commitment to continuing studies and distance education, the dean works in collaboration with the Council on Graduate Education (CGE) to review and dean works in collaboration with the Council on Graduate Education (CGE) to review continuing studies and distance education, the ensure compliance with graduate school, continuing studies, and distance education approve curriculum actions and to develop and with the deans of The dean administers graduate tuition scholarships and assistantships, and, in collaboration policies and procedures. students from diverse and staff, recruitment, mentoring, and retention of exemplary faculty, CAS and SEBHS, promotes and supports the and practice in the disciplines and professions represented by graduate programs. The ideal candidate for this position, in addition The programs. and professions represented by graduate and practice in the disciplines the school deans and support innovation, collaborating with high quality of existing programs, will inspire to ensuring the continuing including new hybrid graduate and continuing studies offerings, to the develop new 21st century online and and department chairs to overseeing the daily administration of offices related to graduate education, interdisciplinary programs and research. In addition and distance education at the University in collaboration with the deans of the College of at the University in collaboration with the deans and distance education faculty and staff, rich heritage, distinguished Graduate School draws on Gallaudet’s The Services (SEBHS). Education and Human leaders and practitioners from diverse deaf, hard of hearing and hearing scholars, ASL-English bilingual environment to prepare and to inform theory knowledge through research and scholarship in their professions and disciplines and to generate backgrounds to excel The Dean of the Graduate School and Continuing Studies provides academic leadership for graduate education, continuing studies academic leadership for graduate education, School and Continuing Studies provides The Dean of the Graduate Connecting Diverse Professionals to Diverse Careers Diverse to Professionals Diverse Connecting CAREER OPPORTUNITIES Connecting Diverse Professionals to Diverse Careers 66 April/May 2015 Carol Wamsley viae-mail:[email protected] To apply, pleasesendyour CV andcover letterto your family. West Virginiaistheideallocationtowork andraise city thatisaffordableandtranquil,thenCharleston, If you arelookingforavibrant andversatile urban This positionisnotqualifiedforJ-1Visa Waiver. environment withinanestablished,democraticgroup.Thesearchwillremainopenuntilasuitablecandidateisidentified. This dynamicpositioncommandsacompetitive salaryenhancedby anattractive benefits packageandacollegial work involvement inresearchandscholarlyactivitywithdocumentedpublication/presentation. be given tocandidateswithspecialty andeducationalabilitiesinanACGME accreditedGMEprogramand/oranactive successful candidateisexpectedtobeinvolved asteachingfacultyandtoparticipateinclinicalresearch.Preferencewill Candidates willwork inateaching hospitalenvironmentthatprovides trainingto175interns, residentsandfellows. The Research andotherscholarlyactivitiesareencouragedsupported. Virginia medicallicense. Inaddition,candidatesmusthave aninterestinactive teachingofmedicalstudentsandresidents. must have anM.Dorequivalent. BC/BEinPulmonary/CriticalCareMedicineandthe abilitytoobtainanunrestrictedWest West VirginiaUniversity, CharlestonDivisionisseekingtwo Pulmonary/CriticalCarephysicians. Thesuccessfulcandidates WVU isanEEO/Affirmative Action Employer–Minority/Female/Disability/Veteran Medicine Opportunities Pulmonary/Critical Care Location: by USNews&World Report. well-established programisrankedinthetop15%ofPA programs of threeyears experience inphysicianassistant educationis in primarycare,experience inhighereducation,and aminimum date willhaveanexperientialunderstanding ofhealthcaredelivery tion, administration,orahealthrelated field. Thesuccessfulcandi Qualifications: sponsibilities includeprogramevaluation andotherareasofservice. of mutualinteresttothecandidate andUNMC. Administrative re effectiveness, workforceissues,primarycaredelivery, orotherareas mance andclinicalsites.Scholarship/researchincludesinstructional dents, clinicalrotationassignments,andevaluatingstudentperfor instruction. Clinicaleducationresponsibilitiesincludeadvisingstu ment, clinicalinquiry, ethicsandcriticalthinking,includingdistance Teaching responsibilitieswillincludehealthcarepolicyandmanage education supervision,scholarship/researchandadministration. Primary Responsibilities: in thenationforraisingafamily. Parenting MagazinehasnamedOmahaasoneofthetoptencities business communityandishometofiveFortune500companies. deserved ranking.Omahahasastrongandvibranteducation Greater Omahaits#1BestValue Cityfor2011, aprestigious,well- cost oflivingbelowthenationalaverage.Kiplingerrecentlynamed 850,000 thatoffers avarietyofculturalandsportingevents area isadynamicmetropolitanwithpopulationofover UNMC islocatedinOmaha,NE. The greaterOmaha Applicants must hold a master’s degreeineduca Applicants mustholdamaster’s of Physician Assistant Education. This pointment facultypositionintheDivision applicants forafull-time,12-monthap ter (UNMC)inOmaha,NE,isseeking The UniversityofNebraskaMedicalCen Responsibilities include teaching, clinical Responsibilities includeteaching,clinical TM

------grounds areencouraged toapply. peopleadmin.com/postings/22986. Individualsfrom diverseback unmc.edu. Applications arebeingaccepted onlineathttp://unmc. C, DivisionDirector, at(402)559-7953ormichael.huckabee@ For moreinformationcontactMichael J.Huckabee,PhD,PA- first cohortofstudentsin Augustof2015. sions educationincludingthePA Program,whichwillmatriculate its establish anewcampusinKearneyforexpansionofhealthprofes Education. In2012theNebraskalegislatureauthorizedUNMCto cluding the$53millionMichaelF. SorrellCenterforHealthScience academic healthsciencecenterwithstate-of-the-artfacilities,in teaching andbenefitssignificantlyfrombeingpartofaworld-class medicine andpediatrics. The programpridesitselfonexcellencein medicine, gerontology, internalmedicine, orthopedicsurgery/sports Medicine faculty. Programfacultybringclinicalexperienceinfamily and benefitsfromsubstantialteachingsupporttheCollegeof eight full-timefacultymembers,anexperiencedprogramdirector, The Programenrolls58studentsineachofthreeclasses,has exam (5-yearaverage,2010-2014). Examination ontheirfirstattempt,and100%ultimatelypassthe Ninety-eight percentofgraduatespassthePA NationalCertifying providing degreeadvancementoptionsthroughdistancelearning. sistant Studiesdegree. The Programhasatwenty-yearhistory practitioners withgraduatesreceivingaMasterofPhysician As provides acomprehensiveprimarycareeducationforentry-level founded in1972. Accredited continuouslysincethen,theprogram UNMC CollegeofMedicine. The Physician Assistant Programwas the Schoolof Allied HealthProfessions(SAHP),aunitwithinthe tion isoneofelevenhealthprofessioneducationprogramsin Program Information: The DivisionofPhysician Assistant Educa experience withcollaborativelearning,andarecordofscholarship. desired. The idealcandidatewillpossessapassionforteaching,

- - - - - At the state of Georgia’s public medical school, our students define us.

They volunteer to tutor and mentor local grade-school students. In the same neighborhoods, they also help build community by providing seasonal fresh fruits and vegetables. This year, they celebrate the 25th anniversary of the clinic for the homeless and uninsured, which they founded. They celebrate as well, the first anniversary of their Equality Clinic. For nearly a half century now, they have spent a portion of their summers with high school and college students from underrepresented-in-medicine populations across our vast state, sharing what it really takes to be a doctor and serving as inspirational examples. They’ve even been known to sing a song and dance a step to raise support for children with cancer and their families.

Come change the world with them.

The Medical College of Georgia at Georgia Regents University

For more information about the Medical College of Georgia at Georgia Regents University, please visit, gru.edu/mcg or gru.edu/mcg/admissions or call the Office of Admissions at 706-721-3186.

6779 MCG Insight into diversity class ad.indd 1 3/17/15 4:05 PM UVA School of Medicine At UVA, we recognize that our greatest asset is our people- Transforming medicine, our faculty, staff and students. research and education. We strive to empower them to do great work and to create an atmosphere of inclusion, We invite you to learn more about this tremendously exciting environment. collaboration, innovation and lifelong learning. The result • UVA School of Medicine: medicine.virginia.edu is a place where a great idea is • Staff and faculty openings: only a starting point. jobs.virginia.edu

2014 The University of Virginia is an equal opportunity and affirmative action employer. Women, minorities, veterans, and persons with disabilities are encouraged to apply.