UCSF DIVERSITY, EQUITY AND INCLUSION ANNUAL REPORT 2018-2019 This past year was full of initiatives to advance our PRIDE Values as well as the Chancellor’s Pillar of Equity and Inclusion. As we began the year, and in partnership with School of Medicine Differences Matter Initiative, the Office of Diversity and Outreach gathered stakeholders from across UCSF to take stock WELCOME of our achievements and areas for improvement, and update the 2013 Roadmap to Inclusive Excellence: Strategic Plan for Diversity, Equity, and Inclusion. At the retreat, we heard the need for continued climate improvements and for wider, more standardized diversity, equity, and inclusion (DEI) training, and have initiated two task forces to address these issues. As part of the climate task force, we plan to conduct a climate survey in the fall of 2020 to assess where we are and what improvements we have made since the While many of our shared values are currently under last survey was administered in 2012-2013. The Office of Diversity attack on the national stage, the UCSF community Throughout the year, the Multicultural Resource Center continues to live our commitment to diversity, equity, supported students, staff, and faculty members with a and Outreach drives the and inclusion. As we begin a new academic year, wide variety of programming and educational sessions University’s efforts to create this report highlights some of the major activities dedicated to nurturing the diverse UCSF community. The in support of diversity and inclusion at UCSF during LGBT Resource Center launched the highly successful a culture of inclusion for all. 2018-2019. Pronouns Matter campaign as well as a new website to support transgender individuals. To mark the 50th Notably, last summer we looked at the composition Our success depends on anniversary of Stonewall Riots, the beginning of a long of our leadership and determined that we needed to struggle for LGBT rights, the LGBT Resource Center and our collective efforts. be more intentional in our actions toward ensuring other UCSF stakeholders created a month of program- that diverse perspectives are represented at all ming leading up to the Pride Parade. levels of the University. We applied best practices We looked at the composition of in diverse search methods—spearheaded by the At the Chancellor’s Leadership Forum on Diversity The Office of Diversity and Outreach drives the our leadership and determined Office of Diversity and Outreach—and now welcome and Inclusion, we celebrated the 20th anniversary University’s efforts to create a culture of inclusion the newest members of the Chancellor’s Cabinet: of the Center for Science Education and Outreach for all. As a large, complex organization, our success that we needed to be more Chief Human Resources Officer Corey Jackson, JD, (CSEO) and took a closer look at the impact of our depends on our collective efforts. I am so pleased by Vice Chancellor for Communications Won Ha, and pipeline and outreach efforts. The Committee on the the fact that over the years we have seen increased intentional in our actions Vice Chancellor for Community and Government Status of Women and Women of UCSF Health hosted engagement and action across the University. Relations Francesca Vega. an inaugural International Women’s Day event that Together we can continue to build, nurture, and was widely attended and offered the opportunity for toward ensuring that diverse We applaud Vice Chancellor Navarro’s leadership, engage diversity, which is key to innovation and to women across campus to learn and network. perspectives are represented at guidance, and innovation in setting the direction for providing a welcoming community for all. For more greater diversity, equity and inclusion across our Finally, I am proud to note that throughout the year, highlights of this work, please enjoy this report. all levels of the University. campus and the medical centers. the spirit of advocacy still motivated us as we worked With gratitude and respect, to make every corner of UCSF—and beyond—more equitable and more inclusive. We saw significant participation in events calling attention to hostile Sam Hawgood, MBBS immigration policies, human rights violations at the Chancellor southern border, gun violence, acts of racism and hate, Renee Chapman Navarro, PharmD, MD Arthur and Toni Rembe Rock Distinguished Professor and the persistent problem of sexual harassment. Vice Chancellor Diversity and Outreach

2 UCSF Diversity Annual Report 2018-2019 3 DEMOGRAPHICS

FACULTY GENDER TREND FACULTY RACE/ETHNICITY TREND

2010 2018 Female 1064 / 44% Female 1915 / 50% Male 1376 / 56% Male 1947 / 50%

STAFF GENDER TREND STAFF RACE/ETHNICITY TREND

2010 2018 Female 11866 / 67% Female 14254 / 69% Male 5952 / 33% Male 6361 / 31%

STUDENT & LEARNER GENDER TREND STUDENT & LEARNER RACE/ETHNICITY TREND

2010 2018 Female 3295 / 57% Female 3487 / 58% Male 2510 / 43% Male 2545 / 42%

4 UCSF Diversity Annual Report 2018-2019 5 The CARE Advocate, LGBT Resource Center, Multicultural Resource Center, and Undocu Student Support Services work to create a welcoming, supportive, and inclusive climate for all members of the UCSF community. ODO ANNUAL Education & ODO RESOURCE SNAPSHOT Training CARE Advocate CENTERS The Campus Advocacy Resources and Education participated in Sexual Violence Harassment & Prevention (CARE) program offers free and confidential support Campus Climate 22,936* Training (online or in-person) to UCSF community members who have experienced interpersonal violence. Our CARE Advocate also raises Compliance † participated in additional diversity 2,418 and inclusion training (in-person) awareness about issues surrounding interpersonal Education & Training violence, and what we all can do to prevent it. total Student Pipeline & Outreach 25,354 participants LGBT Resource Center UCSF Resource Centers *Numbers trained as of September 25, 2019. The Center aims to sustain visibility and a sense of †Does not include School of Medicine Diversity, Equity and Inclusion Champion Training. community across the campus and medical centers, work to create a welcoming, building workplace equity, promoting student and staff leadership, and providing high quality, culturally supportive, and inclusive climate Campus sensitive care to our patients. Climate Pipeline & for all members of the UCSF Multicultural Resource Center Events Outreach community. The Multicultural Resource Center was born from Campus climate events in students directly direct student activism in 2012. Core areas of work served 55 2018-2019 3,142 are rooted in supporting historically underrepresented students and allies throughout their academic journey. Events and programs per parents/families 4+ month on average 417 served students indirectly Undocumented Student 5,800+ attendees 15,000+ served Support Services A resource center for current and prospective students, faculty, staff, and allies, UCSF Undocumented Student Support Services proudly and unwaveringly stands in solidarity with our undocumented community here at UCSF. Compliance Vision 2020 complaints filed in Later this fall, the LGBT and Multicultural Resource 2018-2019 fiscal year 365 Centers located in Millberry Union will be undergoing complaints filed under Sexual a much-needed renovation, expanding the existing 36% Violence/Sexual Harassment policy suite to better serve the UCSF community. The Office of Diversity and Outreach is also building a complaints filed under 64% Nondiscrimination policy new space on the Mission Bay Campus, with an estimated move-in date of June 2020. Details about increase in complaints our moves and temporary space will be available in 2018-2019 3.6% soon. Please visit diversity.ucsf.edu to learn more.

6 UCSF Diversity Annual Report 2018-2019 7 In the fall of 2018, the Office of Diversity and Since the Office of Diversity and Outreach was Outreach and the School of Medicine Differences established in 2010, UCSF employee demographic Matter Initiative convened a group of over 150 data has shown the dearth of underrepresented diversity leaders from across campus for a day-long minorities among the highest levels of campus and UCSF-WIDE University Diversity Retreat to measure progress UCSF Health leadership.* In 2018, when several DIVERSIFYING OUR against the 2013 Roadmap to Inclusive Excellence: senior positions became vacant, a group of UCSF A Strategic Plan for Diversity, Equity and Inclusion stakeholders, led by the Office of Diversity and DIVERSITY RETREAT at UCSF and to evaluate the current state of diversity, Outreach and drawing on methods developed by the LEADERSHIP equity, and inclusion at UCSF. UCSF Advancing Excellence in Faculty Recruitment Over the course of the day, attendees shared program, worked to ensure best practices in inclusive successes, discussed challenges, identified gaps excellence recruitment. and areas for improvement, and developed ideas to Over the course of several months, this group move us closer to achieving our goals. collaborated with Human Resources and the Chancellor’s Office to: A new report, Findings from the UCSF Diversity Retreat: Updating the Roadmap to Inclusive • Make a Contributions to Diversity Statement Excellence, builds on the conversations and ideas mandatory for UCSF leadership position generated at the retreat and proposes future applicants; strategic directions, including expanded training, • Advise and educate the executive search firms enhanced curriculi, leadership diversification, an to ensure that there would be a diverse pool of African-American/Latinx staff initiative, and Anchor candidates for each open position; and Institution objectives. • Configure search committees in which women and underrepresented minorities were represented, and all were trained in mitigation of unconscious bias.

We are pleased to see that these efforts have Diversity Retreat: resulted in three new brilliant individuals in What Was Discussed? UCSF leadership. Won Ha, Vice Chancellor of Communications (top photo), Corey Jackson, JD, Broadening Precision Medicine Chief Human Resources Officer (center photo), and Francesca Vega, Vice Chancellor of Community and Faculty Salary Equity Government Relations (bottom photo), bring their Diverse and Inclusive Leadership insight, experience, and diverse perspectives to the Chancellor’s Cabinet. Culture and Climate for LGBTQIA+ Staff, Patients and Faculty *See Chancellor’s Leadership Forum on Diversity and Inclusion: https://diversity.ucsf.edu/resources/videos#forum. Staff Engagement Meaningful Strides in Health Equity: Homelessness Connections with Our Community Equity Based Resource Management Preventing Discrimination and Harassment

8 UCSF Diversity Annual Report 2018-2019 9 This past year, students, faculty, and staff at UCSF advocated, engaged with the community, and raised awareness about health and social justice issues including DACA, the inhumane detention of migrants, ADVOCACY gun violence, proposed changes to Title IX, racism, and sexual violence and harassment. & COMMUNITY For Medicine for Migration’s National Week of Advocacy, School of Medicine students organized a teach-in with Professor Tung Nguyen, MD; a public ENGAGEMENT comment drive; a demonstration; and an exhibit of immigration stories at the library. White Coats for Black Lives (WC4BL) @UCSF gathered an interprofessional community for a Black Lives Die- In anniversary teach-in to model healthcare education that elevates queer, disabled, formerly criminalized, and undocumented people of color. The Associated Students of the School of Medicine held a demonstration to support survivors of sexual violence a day before the Kavanaugh Supreme Court confirmation hearing.

UCSF is committed to working with the community to leverage its operating budget to become an Anchor Institution in San Francisco.

School of Dentistry students and faculty provided free dental care to individuals that may otherwise not have access, including homeless people, undocumented immigrants, women escaping abusive households, victims of sex trafficking, refugees, and asylees. UCSF leadership, led by Chancellor Sam Hawgood, recognized that UCSF is in a position to help remove obstacles to good health for San Francisco’s under- resourced communities, including the impediments of poverty and discrimination. UCSF is committed to working with the community to leverage its operating budget to become an Anchor Institution in San Francisco.

10 UCSF Diversity Annual Report 2018-2019 11 Along with our Multicultural and LGBT Resource DEI efforts, including a panel discussion on “Intentional Centers, the Chancellor’s Office, the Office of Considerations of Intersectionality,” Black History Diversity and Outreach, Human Resources, and Month visual displays, and ongoing collaboration with the Committee for Campus Climate, Culture and other groups including Differences Matter, which Inclusion (4CI)work together to address climate and meets monthly to discuss microaggressions that staff culture issues. There are also myriad efforts at the and trainees experience. CAMPUS CLIMATE local level by the professional schools, the medical centers, and other groups. Staff Engagement and The School of Dentistry developed action plans Development: Building an Inclusive based on the findings from the School’s 2018 climate survey. To build community among faculty, residents, Organization staff, students and visiting scholars, the Dean’s To address systemic issues related to lower levels Office sponsored a School of Dentistry Appreciation of staff engagement among African-American/ Breakfast that was attended by over 250 people. Black and Hispanic/Latinx employees, the Office of Other efforts included monthly events such as a Diversity and Outreach has partnered with members hygiene drive for La Casa de las Madres and a Breast of the Chancellor’s leadership team, UCSF Heath, and Cancer Awareness seminar. the Office of Learning and Organization Development. The School of Nursing conducted a student climate We have established key task forces to make the survey in 2018 and is incorporating its responses experience of working at UCSF more positive for all into the School’s Strategic Plan. The School also members of our community. These include: offers numerous trainings that improve the culture • Diversity and Inclusion Campus-wide and climate. Education Task Force The School of Medicine conducts a wide array of • Climate Survey Task Force programs to foster a culture of inclusion. In addition to DEI Champion Training and UCSF-wide Diversity 4th Annual Staff Resource Day Retreat, in 2018-2019, the School of Medicine held March 26, 2019 two Dean’s Forums on Diversity, Equity and Inclusion (DEI) open to all faculty and staff. The School also This year’s Staff Resource Day was the biggest and holds an annual Reception and a Black Men in the best yet. Over 700 staff employees from all areas Medicine event. of UCSF came together to learn about resources, attend workshops, relax in the RCO Lounge, and The offers community service School of Pharmacy network with colleagues. activities and a wellness group to improve the work experience for staff and faculty. It also organizes • Founded by the Office of Diversity and community-building events with faculty, staff and Outreach in 2016 students. In 2018-2019 Vice Dean Sharon Youmans • Partners: Campus Life Services, Human held a Fireside Chat, sharing her vision about Resources, and the Staff Subcommittee of Council on Campus Climate, Culture and Attended by over 700 staff education and how she believes that staff contribute to new models of learning. Inclusion (4CI). employees from all areas of UCSF Health is creating a more open and inclusive climate for staff, trainees, other clinicians, and UCSF, this year’s Staff patients through patient experience efforts and Resource Day was the focused trainings. At the San Francisco VA Health Care System, the biggest and the best yet. Psychology Diversity Committee (PDC) initiated several

12 UCSF Diversity Annual Report 2018-2019 13 Stonewall50: Celebrating 50 Years CAMPUS CLIMATE of Activism and Resiliency The LGBT Resource Center, in partnership with Alumni Relations, UCSF Library, , Pronouns Matter: Bringing Greater Ward 86, and the Alliance Health Project hosted a month-long commemoration of the 50th anniversary Awareness and Acceptance to UCSF of the Stonewall Riots. Stonewall was a catalyst In the fall of 2018, the LGBT Resource Center for the modern LGBTQ rights movement and led to orchestrated a multifaceted awareness campaign remarkable sociocultural, political, medical, and that has resulted in a culture shift at UCSF. “Pronouns legal transformations that continue to shape the Matter”was designed to bring awareness and LGBTQ community today. intentionality to pronoun use. “Members of the community wanted to make our #AcademiaToo: Sexual Harassment campus more respectful to non-binary genders. There of Women in Academic Science & are a few relatively small things that people can do to Medicine create a more inclusive culture. Using folks’ preferred pronouns is one of those things,” says Resource Center In 2018, the National Academies of Sciences, Director Klint Jaramillo, MEd, MSW. Because pronouns Engineering, and Medicine(NASEM) released a report are so prevalent, many times people use them that found between 20 percent and 50 percent of without thinking about them. “Making assumptions female students and more than 50 percent of female about others’ gender or misgendering someone is faculty and staff experienced sexually harassing disrespectful—and easy to avoid doing if you make it behavior in academic science and medicine. The a habit to ask people what pronouns they prefer. That’s Office of Diversity and Outreach partnered with what this campaign was all about.” women’s groups across campus to host a briefing on the report. This event was followed in the spring by a Consisting of educational tools and events, pronoun student-run Town Hall on Gender Equity and Inclusion. stickers, and an option to choose pronouns on As a result of the discussions at these events, UCSF the UCSF directory, the campaign culminated on has joined more than 40 peer institutions and NASEM International Pronouns Day, October 17, 2018. to form the Action Collaborative on Preventing Sexual Feedback was immediately positive, and it is now Harassment in Higher Education. commonplace to see pronoun stickers on badges across campus. In Their Own Words: Faculty, Staff New Website Provides Transgender and Students Reflect on Living and & Gender Expansive Resources Working with a Disability The LGBT Resource Center created a new website, The UCSF Committee on Disability Inclusion trans.ucsf.edu, which offers resources and information spearheaded a visibility campaign to draw attention to help transgender students, staff, faculty, and trainees to one of the country’s largest minority populations: navigate campus facilities and systems. individuals living with a disability.

14 UCSF Diversity Annual Report 2018-2019 15 12th Annual Chancellor’s Leadership Forum on Diversity and Inclusion The 2019 Forum focused on outreach efforts and how to fix leaky pipelines for students, faculty and staff. Highlights included a video celebrating the 20th CAMPUS CLIMATE Anniversary of the Center for Science Education and Outreach and updates from panelists.

Chancellor Awards for Diversity Ten recipients were recognized for their outstanding and innovative efforts to advance diversity, equity, and inclusion in their fields. • Advancement of Women Award Nerissa Ko, MD, FAS – Faculty Sophia Levan – Student • Disability Service Award Laurence Henson – Student • Asian Pacific American Systemwide 2019 Diversity Graduation Lisa Shwartz – Student Alliance (APASA) held a successful Professional Sponsored by the Multicultural and LGBT Resource Development Workshop panel discussion event • Dr. Martin Luther King, Jr., Centers, this is a celebration of the accomplishments of with 88 attendees. Leadership Award our historically underrepresented learners and diverse Denise Davis, MD – Faculty • Chicanx Latinx Campus Association (CLCA) students across all graduate and professional schools. Teresa Scherzer, PhD – Staff established a strategic planning group that focuses Cortlyn Brown, MD – Resident on policy initiatives and professional development opportunities for Latinx people at UCSF. Inaugural International Women’s Day • LGBTQI Leadership Award Amber Fitzsimmons, DPTSc, PT – Faculty • Committee on Disability Inclusion Celebration at UCSF Marguerita Lightfoot, PhD – Faculty spearheaded the visibility campaign In Their Own The UCSF Committee on the Status of Women, Elaine Hsiang – Student Words and advocated for accessible IT through Wellness & Community, and Women of UCSF funding request to IT Governance group. Health hosted a day of diverse programming to celebrate, inspire and empower all women at UCSF. UCSF Diversity Committees • Committee on the Status of Women hosted International Women’s Day and developed a Tip • Council on Campus Climate, Culture and Sheet with resources for survivors of sexual Inclusion (4CI) provided advice on the work harassment, assault, interpersonal violence, related to the Chancellor’s Pillar of Equity and and stalking. Inclusion. • LGBTQ Committee assisted the LGBT Resource • Council on Campus Climate, Culture and Center on Stonewall50 activities and the Inclusion-Staff Subcommittee promoted an development of trans.ucsf.edu and also invited inclusive for UCSF staff by collaborating on Staff guests to present on SB179 Gender Recognition Act. Resource Day. • The Black Caucus produced the video, History of • Department Diversity Leaders worked to the UCSF Black Caucus Part II, and debuted it at the provide fellow faculty with a community that Annual Black Heritage Month Gala. In addition, the supports their interests and initiatives. committee launched a professional networking group.

16 UCSF Diversity Annual Report 2018-2019 17 Office for the Prevention of COMPLIANCE Harassment and Discrimination The Office for the Prevention of Harassment and EDUCATION Discrimination (OPHD) supports the University policy prohibiting discrimination and harassment of any person on the basis of their membership in a protected & TRAINING category. As part of this work, OPHD responds to COMPLIANCE complaints from persons who believe they have been subjected to discrimination, harassment, and/ Summary of Internal Complaint Allegations or retaliation on the basis of a protected category or activity. OPHD also has responsibility for preparing Fiscal Year 2018-2019 the annual written Affirmative Action Plan for Sexual Sexual minorities and women, persons with disabilities, and Orientation Violence covered veterans. 5% 6% Age 4% During the 2018-2019 fiscal year, OPHD received Sexual and responded to 365 internal complaints alleging Harrassment Disability discrimination and/or harassment based on protected 21% 10% “Great group! categories described in the SVSH Policy and the Nondiscrimination Policy. These complaints included A very helpful way 556 allegations of harassment and/or discrimination. 11% to see the nuances Gender Fiscal Year 2018-2019 12% about harassment Retaliation 365 complaints and violence.” Compliance Training 9% 556 allegations 2% National Origin The Office for the Prevention of Harassment and Religion “The examples were Discrimination monitors UCSF’s compliance with Note that the total number of complaints is not equal to the total number of allegations because complaints may include allegations 20% complex and real.” systemwide sexual harassment and prevention of harassment and/or discrimination based on multiple protected Race training requirements. Online and in-person training categories. Claims based on Genetic Information, Marital Status, and Veteran Status are offered at UCSF. account for fewer than 10 claims over 3 years. 22,936* members of the UCSF community have completed Sexual Violence/Sexual Harassment Training. Internal Complaint Allegations Internal Complaints *Total current number as of September 25, 2019. by Category by Year 160 400 365 354 Life Theatre 140 350

115 300 Staff and faculty members who are due for sexual 120 109 280 harassment awareness training have an alternative 100 250 80 200 to traditional online modules. Life Theatre Services 64 67 troupe presents training sessions with professional 60 55 53 150 actors playing the roles of supervisors and 40 31 100 23 27 employees. The actors provide information through 20 10 50 skits and scenarios, and then, staying in character, 0 0 take questions from the audience. Age Race iation Gender Disability Religion FY 2016-2017 FY 2017-2018 FY 2018-2019 Retal ual Violence National Origin Sex Sexual Orientation Sexual Harrassment

18 UCSF Diversity Annual Report 2018-2019 19 Diversity and Inclusion Staff 11th Annual LGBTQIA Health Forum

Certificate Program(DICP) Over 400 attendees Led by UCSF Director of Multicultural Affairs LaMisha Featuring guest speaker Dominique Jackson Hill, PhD, this four-month program is offered The Annual UCSF LGBTQI Health Forum is a unique EDUCATION & twice a year to UCSF staff members interested collaboration between UCSF students and the LGBTQ in exploring diversity, equity, and inclusion (DEI) On-Demand Trainings Resource Center. The Forum provides attendees the concepts, acquiring knowledge and skills to enhance TRAINING The Office of Diversity and Outreach delivered on- opportunity to learn more about the health care needs competencies, and gaining tools for creating inclusive demand training to UCSF community members/ of the LGBTQIA+ community and become better workplaces. The goal of the DICP is to develop a departments. We also provided customized trainings prepared to serve LGBTQIA+ patients. more capable UCSF workforce by growing staff and consultations on addressing diversity and equity competencies in DEI for campus-wide excellence. issues and on professional development. Forty-nine staff completed the program in 2018- 2019, and 100 percent of participants said they would The Office of the CARE Advocateconducted in- recommend the program to others. person Sexual Violence, Interpersonal Violence and Sexual Harassment Prevention trainings for 1179 DICP Capstone Projects students and on-demand educational presentations on At the end of the DICP program, participants submit Sexual Harassment/Violence Prevention and Trauma- a capstone project that addresses unmet diversity Informed Services to 137 staff. needs on campus. Below are a few of the 2018-2019 capstone projects. 2018-19 On-Demand

• Accessing UCSF PRIDE Values and Tip Sheets on Training Offerings the UCSF Mobile App. Cultural Humility • Creating an Online Diversity & Inclusion Resource Customized Training Library for the School of Nursing Community. Diversity & Inclusion Foundations • Examining Disparate Impacts in Performance Harassment & Discrimination Prevention – OPHD Management. LGBTQIA+ DICP Alumni Group Sexual Harassment/Violence Prevention – CARE/ The graduates of DICP have formed an alumni group to OPHD further DEI engagement. The DICP Alumni Leadership Unconscious Bias Team organizes gatherings and champions working groups in the areas of UCSF Community Engagement, Professional Development, Training and Community Education, Policy and Practice, and Mentorship.

Student-Focused Education 100 percent of DICP participants The Multicultural Resource Center regularly said they would recommend the conducts student-centric educational sessions for the professional schools, Post Baccalaureate program program to others. participants, and SF Build. 2018-2019 themes included Allyship, Bias/Microaggressions, Cultural Humility, Impostor Syndrome, and Stereotype Threat.

20 UCSF Diversity Annual Report 2018-2019 21 EDUCATION & TRAINING

School of Dentistry successfully incorporated UCSF Health: Caring Behaviors is comprehensive HEALS Model courses into its already robust diversity training for staff. Modules are dedicated to identifying education offerings, and trained 509 faculty, staff implicit bias, crucial conversations, and cross- and students in 11 different sessions during the past cultural communications. Relationship-Centered academic year. Communication (RCC) Skills for Racial Equity in The Institute for Global Health Sciences (IGHS) Healthcare for Clinicians is a workshop that teaches hosted two Unconscious Bias trainings open to staff, how to apply RCC skills to promote racial equity in students, and faculty. IGHS formed a Diversity, Equity, healthcare. and Inclusion (DEI) Committee in February of 2019, The SFVA Department of Psychiatry developed and the committee established training participation two healthcare system-wide diversity consultation goals for the 2019-2020 academic year. services which help providers with clinical questions The Graduate Division trained over 125 faculty, related to elements of human diversity as they arise postdoctoral learners, and graduate students on topics in clinical practice. Consultations have included such as mentoring across differences, fostering an department/clinic-specific trainings, informational inclusive lab culture, power differentials and inclusion resources, and process-oriented services. in mentor-mentee relationships, and counteracting bias. The Vice Dean’s Office at ZSFG organized a number In 2018-2019, 185 School of Nursing students of educational events, such as a Lung Biology Center and approximately 40 faculty completed HEALS faculty DEI retreat and a monthly Cultural Humility Model courses, a structured approach to addressing lunch organized by Ward 86 clinical staff in which HIV- bias, microaggressions, and exclusionary behavior. ID-Global Medicine participate. Additionally, general DEI trainings for were conducted across the School. School of Medicine Differences Matter Initiative offers Diversity, Equity, and Inclusion Champion Training for faculty and staff. This full-day training includes education on implicit biases and microaggressions, how to address these issues, and how to apply active listening and empathy. Over 1300 individuals have been trained. In the fall of 2018, School of Pharmacy launched a new curriculum in which cultural humility was integrated into courses across all years of study, and Foundations 2 coursework now incorporates the study of intersectionality across populations.

22 UCSF Diversity Annual Report 2018-2019 23 HEALTH DISPARITIES & HEALTH EQUITY

UCSF is committed to examining health disparities and The Institute for Global Health Sciences is working to achieve health equity in our communities dedicated to improving health and reducing the burden and beyond. These pages highlight just a few of of disease in the world’s most vulnerable populations the many projects and programs focused on health and the analysis of strategies to reduce health disparities and inequities. disparities is incorporated throughout the curriculum. School of Dentistry teaches about health disparities 12th Annual Health Disparities in its curriculum and participates in several efforts Research Symposium (HDRS) to reduce disparities in the community, notably the Center to Address Disparities in Oral Health (CAN DO). HDRS builds community among health disparities Clinical health equity and imparting students with the researchers across disciplines, units, schools, and the knowledge and skills to combat social inequities that Bay Area, inspiring collaborations and future research. influence patient’s healthcare is an area of focus of Keynote Speaker: Joseph Betancourt MD, MPH; School of Medicine Differences Matter Initiative Director, The Disparities Solutions Center; as well as throughout the Bridges Curriculum. Associate Professor of Medicine, Harvard Medical School School of Nursing has also incorporated underlying causes of health disparities and social content into attendees 362 its curriculum, including workshops focused identity 10 oral presentations individual and group contexts and bias. 55 poster presentations School of Pharmacy faculty volunteer in community clinics in areas with clinically underserved Health Equity Council at UCSF Health populations . The Health Equity Council (HEC)continues its efforts to promote health care equity (equitable access to care and quality of care) for patients as part of a broader goal of achieving health equity. Sexual orientation and gender identity (SOGI) data is now being collected in addition to patient race and ethnicity data, and the HEC’s Data Equity Task Force is developing standards for using this data to understand disparities. The HEC also collaborates with other groups committed to diversity, equity and inclusion training for UCSF Health providers and staff, and related efforts to promote workforce diversity.

24 UCSF Diversity Annual Report 2018-2019 25 The School of Dentistry offers internships at UCSF As part of the Diversity in Basic Science Initiative, a Center to Address Oral Health Disparities(CAN DO) collaboration between the Office of the Executive Vice for undergraduates from Howard University at UC Chancellor and Provost and the Office of Diversity San Francisco, with the goal of building life-long and Outreach, the School of Pharmacy welcomes FACULTY PIPELINE mentorships and a pipeline of potential URM faculty. Jason Sello, PhD, a new ladder-rank professor of FACULTY George Taylor, DMD, MPH, DrPH, Associate Dean for Pharmaceutical Chemistry. Dr. Sello, a distinguished Diversity and Inclusion, is a member of the newly investigator, brings great skills and expertise & OUTREACH formed American Dental Education Association that will support the graduate programs. RECRUITMENT task force to develop a Faculty Diversity Toolkit for The School of Nursing leveraged the Advancing increasing diversity of dental school faculty. Faculty Diversity Initiative, a grant obtained by Vice The Graduate Division held the UCSF Path to Chancellor Navarro from the University of Postdoc in March, 2019. This program provides a Office of the President. Thanks to this funding, in funded opportunity for prospective postdoctoral addition to two ladder-rank hires in the 2017-2018 fellows from research-intensive institutions and academic year, the School welcomes Jerry Nutor, RN, from underrepresented backgrounds to interact with PhD, as a new assistant professor in Family Health UCSF research faculty and experience the UCSF Care Nursing. community. Outcomes: Advancing Excellence in Faculty 53% of participants received offers from UCSF faculty after their visit. Recruitment

33% have formally applied to the UCSF A unit of the Office of Diversity and Outreach, the Faculty IRACDA program. Equity Advisors (FEAs) provide consultation and advice about practices for achieving excellence, In addition to the comprehensive Differences Matter equity, and diversity in faculty recruitment. Initiative, the School of Medicine (SOM), under the In the 2018-2019 academic year there were 249 leadership of Dr. Michelle Guy, Director of Diversity UCSF works to build a pipeline, and recruit and faculty searches opened across the Schools. FEAs in Graduate Medical Education, has established retain diverse scholars, centrally through the reviewed and signed off on all searches, shared best several residency recruitment initiatives that diversify Office of Diversity and Outreach, locally through practices with search committees, offered to help the University’s residency classes and provide a initiatives at the professional schools, and through facilitate the search process, consulted with and pipeline for diverse faculty recruitments. SOM has strategic partnerships between departments, presented to committees for about 25% of searches, also established the Department Chairs’ Diversity schools, Institutes, the University of California, other and signed off on applicant short-lists, a requirement Accountability Report, which requires that each universities, and national organizations. before any applicant is interviewed for any search. department submit an annual report to the Dean detailing progress made toward DEI goals. For Chair-level searches and Directors of Research UCSF Chancellor’s Postdoctoral Institutes, FEAs also conducted in-person best The John A. Watson Faculty Scholars program practices presentations at search committee meetings. Fellowship awards three-year grants to eight scholars with The UCSF Chancellor’s Postdoctoral Fellowship demonstrated commitment and contributions to Enhancing the work of the FEAs, Michael Penn, MD, Program offers postdoctoral research fellowships and diversity and inclusion. PhD, coordinates a novel recruitment approach with faculty mentoring to outstanding scholars in all fields all Basic Science Chairs, and supports the Basic whose research, teaching, and service will contribute Science Faculty Diversity Search process. to diversity and equal opportunity at the University of California. Two outstanding researchers were recipients of the fellowship in 2018-2019: • Anum Glasgow, PhD, Bioengineering • Lauren Whitehurst, PhD, Cognitive Neuroscience

26 UCSF Diversity Annual Report 2018-2019 27 UCSF is fortunate to have many dedicated programs building and reinforcing the pipeline of students from underrepresented communities. These can be accessed via the Diversity Hub. STUDENT PIPELINE CSEO: 20 Years of Impact, 25,000 & OUTREACH Students Served Since 1999 the UCSF Center for Science Education & Outreach (CSEO), a unit of the Office of Diversity Center for Science Education & Outreach, has worked with K-16 underrepresented, first-generation, socio-economically disadvantaged, and Outreach (CSEO) and English-language learners and their families to help them prepare for postsecondary education, pursue graduate and professional school opportunities, and expose them to careers in health and STEM. CSEO Programs • Early Academic Outreach Program (EAOP) • Inside UCSF • Mathematics, Engineering, Science Achievement (MESA) • P20 Partnerships • Upward Bound

CSEO Students 2018-2019

96% 20% 1% 29% OF CSEO STUDENTS WENT ON TO HIGHER EDUCATION AFRICAN-AMERICAN AMERICAN-INDIAN/ ASIAN ALASKAN NATIVE (Chinese, East Indian, Filipino, Japanese, Korean, Vietnamese, % % Other Asian) 76% 44 4 WILL ATTEND A 4-YEAR INSTITUTION CHICAN0/LATINO PACIFIC ISLANDER

2% 38% 66% 64% DECLARED A HEALTH-RELATED OTHER / MORE FIRST GENERATION TO UNDERREPRESENTED MAJOR THAN ONE COLLEGE

28 UCSF DiversityAnnual Diversity Annual Report 2018-2019 29 4 UCSF offers comprehensive, structured post The Graduate Division builds its pipeline and baccalaureate graduate certificate programs in the reaches out through several flagship programs. The Schools of Dentistry, Medicine, and Pharmacy designed Summer Research Training Program (SRTP) offers for individuals who have completed undergraduate research opportunities in the basic biomedical STUDENT PIPELINE course work, but feel they need a stronger academic sciences to undergraduates that are underrepresented foundation to be more competitive when applying to in STEM fields, come from socioeconomically dental, medical or pharmacy school. These programs disadvantaged backgrounds, are first generation & OUTREACH are designed for individuals from disadvantaged to college, or attend undergraduate institutions that backgrounds or underserved communities. provide minimal exposure to scientific research. The Initiative to Maximize Student Development (IMSD) UCSF Interprofessional Health POST BACC HIGHLIGHTS* offers a summer research rotation, financial support, OUTREACH EFFORTS: Post Baccalaureate Program mentorship and professional development to URMs. Graduate Division, School of Dentistry The Institutional Research and Career Development Since 1998, the School of Dentistry has welcomed Award (IRACDA) is a four-year program to cultivate Institute for Global Health Sciences 228 post bacc participants from a wide variety of a diverse group of biomedical scientists for directed and the School of Nursing backgrounds. Although records are not complete for by Holly Ingraham, PhD, Professor and Vice Chair of all 21 years, data from the 2011-2012 cohort through Cellular and Molecular Pharmacology. the 2017-2018 cohort demonstrates the program’s While the Institute for Global Health Sciences success: (IGHS) doesn’t have a formal student pipeline 67% of participants were admitted to a program, it has increased its Underrepresented graduate dental program Minority/First Generation students by 6.6% in just five years. How do they do it? In partnership with 55% were admitted to UCSF the Graduate Division, the IGHS Admissions Officer School of Medicine networks at events like ABRCMS (Annual Biomedical School of Nursing Outreach Events Research Conference for Minority Students), SACNAS Over the past 21 years, 287 students have gone National Association of Hispanic Nurses (Society for Advancing Chicanos, Hispanics and through the School of Medicine’s Post Baccalaureate Native Americans in Science), and other UC Diversity National Black Nurses Association (NBNA) program. Of those, programs. CSU Graduate Diversity Forum have gone on to graduate health 98% These grassroots efforts are supplemented by a Bay Area Black Nurses (BABNA) professions fund allocation scholarship rubric that includes data Stanford Undergraduate Minority Medical Association (SUMMA) 92% attending medical school points for first generation and socioeconomic status Inside UCSF Campus Conference Twenty-one percent matriculated into UCSF and 60% that favorably impact these groups and URMs. have matriculated into UC medical schools (all). IGHS Students 2018-2019: and others School of Pharmacy 25.7% URM 11.4% 1st Generation The Post Baccalaureate Program of the School of The School of Nursing’s efforts are led by Sergio Pharmacy has had 40 participants since 2010. Of the Saenz, Director of Recruitment and Retention. The 2010-2017 cohorts: School participates in over 10 outreach events “Being in the post bacc program throughout the year to connect with students from 89% of those who completed the post bacc diverse backgrounds. It also hosts the UCSF Nursing program were admitted to a professional school helped me regain confidence in Leaders of Tomorrow conference, a two-day program 90% of those admitted to a professional program, with the goal of increasing underrepresented my ability to excel academically.” were admitted to UCSF individuals pursuing graduate education in nursing.

-Mironda Frankenberger, School of Pharmacy provided generous scholarships School of Dentistry Post Bacc Class of 2016 to 2018 Post Bac students and for the incoming class.

*NOTE: 2018-2019 cohorts are in their gap year, so graduate school acceptance data is not yet available. 30 UCSF Diversity Annual Report 2018-2019 31 the UCSF Fresno Pharmacy Education Program has collaborated with the UCSF LaCMER in bringing a pharmacy education program that includes information on careers in Pharmacy and pathway to STUDENT PIPELINE Pharmacy school. & OUTREACH UCSF Latinx Center of Excellence: One hundred percent of Latinx Center of Excellence, Growing and empowering the Latinx the 73 Doctors Academy physician workforce Fresno Doctors Academy participants that graduated and Science and Health In the fall, Dr. Alicia Fernández, UCSF Center for Vulnerable Populations (CVP) core faculty and from high school in June Education Partnership Director of the CVP Program in Latinx and Immigrant Health, was awarded a four-year grant by the U.S. 2019 are attending higher Department of Health and Human Services (HHS) Health Resources and Services Administration (HRSA) education institutions to create a UCSF Latinx Center of Excellence (LCOE). Jointly funded through HRSA and UCSF, the LCOE this fall. works to increase Latinx and other under-represented minorities representation among physicians in academic centers by working with undergraduates The Doctors Academy has been highly successful: in Fresno and San Francisco and with UCSF medical 865 students have graduated from the program since students, residents, and faculty. its inception. In 2018-2019, Doctors Academy served The UCSF LCOE elevates the capacity of UCSF 339 high school and middle school students at six students, residents, and faculty to conduct Latinx- Fresno school campuses. oriented clinical and health services research, catalyze Latinx-oriented research at UCSF, and serve One hundred percent of the 73 Doctors Academy par- as a leading national resource and education center ticipants that graduated from high school in June 2019 on Latinx health. are attending higher education institutions this fall.

UCSF Fresno Doctors Academy: Science and Health Education 1685 Students and Counting Partnership (SEP)

The UCSF Fresno Latino Center for Medical SEP fosters interest in science, builds scientific Education and Research (LaCMER) founded the literacy, and advances diversity and inclusivity in The LCOE works to Doctors Academy with Fresno Unified School District science by connecting the scientific community and in 1999 to encourage educationally disadvantaged the public. Open to all SFUSD schools, each year over increase Latinx and other students to focus on careers in health and 150 UCSF scientists and health professionals partner medicine. In addition to summer school enrichment, with 100 K-12 teachers and their students, 100 high under-represented minorities accelerated classes, tutoring, study academies and school students attend STEM Career Day, 70 high representation among workshops, counseling and support services, parent school students experience UCSF’s cutting edge empowerment workshops, mentorship, and clinical research, and over 50,000 people attend Bay Area physicians in academic centers. placement in medical, science or health settings, Science Festival.

32 UCSF Diversity Annual Report 2018-2019 33 Center for Science Education Melisa Anne Bautista, MEd and Outreach Assistant Director, Multicultural Resource Center Branden Barger, MAS Don Woodson, MEd Director Program Coordinator, LGBT Resource Center and Anthony Amaro MESA Program Multicultural Resource Center Glennda Bivens, PhD Upward Bound Project Karen Louriana Medina Office of the Prevention of ODO STAFF Early Academic Outreach Program Harassment and Discrimination ODO PARTNERS Emmanuel Padilla Nyoki Sacramento, JD Early Academic Outreach Program Assistant Vice Chancellor, Director, UCSF Renee Chapman Navarro, PharmD, MD Shiela Smith, MSM Administrative Officer Title IX Officer Vice Chancellor, Diversity and Outreach Alumni Relations Deborah Ohiomoba, JD Chief Diversity Officer, Chief Outreach Officer Advancing Excellence in Faculty Associate Director Asian American Research Center on Health (ARCH) Recruitment Campus Life Services CARE Advocate Grant Abernathy, MPA Elizabeth Ozer, PhD Senior Complaint Resolution Officer Center to Address Disparities in Oral Health Denise Caramagno, MA, LMFT Director, Faculty Equity Advisor Program Heather Borlase, JD, MFS Center for Population Health and Health Equity Professor of Pediatrics Central Office Complaint Resolution Officer Communications Michael Penn, MD, PhD Community and Government Relations Alejandra Rincón, PhD Andrea La Campagne, JD Director of Diversity in Basic Science Faculty Human Resources Assistant Vice Chancellor and Chief of Staff Senior Complaint Resolution Officer Jason Sello, PhD Office of the Chancellor Alan Carpenter Lettie McGuire, EdM Associate Director of Diversity in Basic Special Projects Analyst Office of the Executive Vice Chancellor and Provost Applications Director/Data Specialist Science Faculty Office Manager School of Medicine Differences Matter Tiffani Chan, MA Michael Nisperos, JD Special Projects Manager Resource Centers UCSF Health Complaint Resolution Officer Andrelyn Rivera LaMisha Hill, PhD Nakisha Rice, MA UCSF Student Groups Executive Analyst to the Vice Chancellor Director, Multicultural Affairs Case Coordinator Black Students Health Alliance (BSHA) Barbara Sanchez Klint Jaramillo, MEd, MSW Zachary Williams, MPH Marketing and Communications Manager Director, LGBT Resource Center Gay Straight Dental Association (GSDA) Senior Complaint Resolution Officer Graduate (GAPDA) Latino Medical Student Association (LMSA) LGBTQ Student Association Society for the Advancement of Chicanos and Native Americans in Science (SACNAS) Consultants: Students National Medical Association (SNMA) George Dugan Webmaster Voces Latina Nursing Student Association (VOCES) Lawrence Rickford Videographer Photo, top row, L to R: White Coats for Black Lives (WC4BL) Lawrence Rickford, Andrelyn Rivera, Photos: Noah Berger, Elisabeth Fall, Susan Merrell, Barbara Sanchez, Karen Louriana Medina, Barbara Ries, Marco Sanchez, and ODO staff. External Partners Lettie McGuire, Micheal Nisperos, Design: Queridomundo Creative queridomundo.com Deborah Ohiomoba, Klint Jaramillo, Alignment Bay Area Kanita Viranond, Zachary Williams, Glennda Bivens, Grant Abernathy. Antioch Unified School District Bottom row, L to R: Association of American Medical Colleges (AAMC) LaMisha Hill, Evolve Benton, Shiela Smith, Branden Barger, Boys and Girls Club of San Francisco Elizabeth Ozer, Renee Navarro, Oakland Unified School District Alejandra Rincón, Denise Caramagno, Nyoki Sacramento, Tiffani Chan, Physicians Medical Forum Don Woodson San Francisco Unified School District

34 UCSF Annual Diversity Report 2018-2019 35 diversity.ucsf.edu