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UMN Orthopedics Efforts in Diversity, Equity, and Inclusion

Aaron Corfield and Jon Braman

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Why are we still talking about this?

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AAOS 2018 Census

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Illustration modified from that by Lyubov Ivanova / Getty Images

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Committee Formation | Call to Action

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Deputy Diversity Officer

Lead Diversity Officer

Faculty Members

Resident Members

Administrative Support Members

Clinical Staff Members

Increase racial diversity in all department levels and roles

Outreach campaigns targeting underrepresented undergraduate and medical students

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DEI criteria on annual reviews and new hire candidate search and selection process

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Provide DEI training opportunities, annual retreats, and diverse Grand Rounds presenters and topics

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Key Initiatives | Year One

A public facing web-page was created to assert our department’s intent to recognize the importance of a diverse workforce and achieve healthcare justice for our patient populations.

Diversity Statement & DEI Web Page

We are committed to creating an inclusive and equitable orthopedic department, respecting and valuing the contributions of diverse faculty, trainees, staff, and patients to achieve excellence in all we do.

Formed to increase diversity efforts relating to: hiring, retention, satisfaction, and opportunity for faculty and staff of color. As a committee, members formulate metrics to meet diversity goals on behalf of the department, and to continue to be on the forefront of dismantling systemic and institutional racism in medicine and orthopedic surgery.

DE&I Committee

Projects & Initiatives:

  • FY21 DE&I Work Plan
  • Improve patient access for marginalized populations
  • Increase DEI professional development opportunities and broad awareness

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Key Initiatives | Year One

The planning committee confirmed it’s annual retreat focus on DEI, facilitated by invited host, Dr. Núňez. The retreat was held virtually and all department roles and levels were invited to attend.

Annual Retreat

  • Allotted time during monthly meetings
  • Internal recognition reflects DEI behaviors
  • Ortho Surgery Climate Survey
  • Mindful Moments

Monthly DEI topic to reinforce an inclusive mindset and expand awareness. Announced each month through email and reinforced by a DEI Committee member during an allocated time in regular department meetings.

Mindful Moments

Topics Included:

  • Personal Pronouns
  • Race, Ethnicity, & Nationality
  • Stop AAPI Hate
  • LBGTQI+ PRIDE

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Consistent and intentional training and professional development opportunities are essential to dismantle systemic and institutional racism in medicine and meet our diversity goals as a department.

Diversity Training

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  • Dept. wide Implicit Bias Training
  • Grand Rounds DEI topics
  • Personal growth through book club

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Additional Examples of Committee Initiatives

Self-Reflection and DEI Professional Development

  • Diversity Book Club
  • Implicit Bias Training, Grand Rounds, and Annual Retreat
    • Search & Selection
    • Microaggressions�
  • Grand Rounds
    • History of Racism in Medicine
    • Shared Decision Making
    • Dr. Suleiman, Visiting Professor; Diversity in Orthopaedic Surgery: Overcoming Racial and Ethnic Barriers

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Additional Examples of Committee Initiatives

Outreach and Access Projects

  • Smiley Clinic patient referrals
  • COVID-19 vaccine hesitancy resources for providers
  • Outreach pipeline opportunities (OIC, SNMA, OSIG)
  • Eight diversity scholarships awarded (previously two awarded)
  • Diversity Climate Survey & Internal Diversity Report

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Recommendations | Q1: How do we define DE&I?

  1. Attempt to have an active DEI Committee member in every department initiative. These people would act as “diversity officers” to each group and keep DEI goals and efforts at the forefront of each initiative.�
  2. Design a Mindful Moment regarding the dangers of color blind ideologies in response to someone’s response that the department should be “entirely oblivious to race….” �
  3. Increase the focus on DEI contributions from faculty members in annual reviews and metrics. Encourage DEI research. Set the expectation that faculty mentor and recruit students, residents, mid-levels, and physicians of color. �
  4. Continue to offer educational opportunities for faculty and staff to embrace a growth mindset specific to diversity, equity, and inclusion.

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Climate Survey Responses | Q2: DE&I Expectations

  • DE&I should be part of everything; in all we do.
  • Move quickly and with intention
  • DE&I Committee should lead efforts to drive change.
  • Recruit, hire, and promote more diverse employees to change the composition of the department.
  • Continued education and DE&I learning opportunities for department members (e.g. implicit bias training)
  • Encourage and model respect towards everyone (set a tone for the department)

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Climate Survey Responses | Q3: Areas of Success

  • Diversity scholarships and grants awarded to visiting medical students.
  • High number of female faculty and leaders
  • Increased awareness, presence, and recognition of DE&I goals and initiatives supported and driven by a collaborative group of faculty, residents, and staff
  • Implicit bias training
  • Department-wide DE&I communications “I love Dr. Corfield’s emails”

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How do our faculty view their tools are best aligned with departmental DEI priorities?

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Extramural Dept. Efforts

  • National Leadership

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  • Advocacy

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  • Allyship/Sponsorship/Mentorship

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  • SoMe

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Be visible

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Be consistent

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Listen > talk

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Keep the conversation going

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2021-2022 Goals & Initiatives??

LEARN: Continuous and intentional efforts to provide learning opportunities for faculty, trainees, and staff Mindful Moments and Book Club

    • Grand Rounds DEI topics and invited presenters (and journal club, onboarding/orientation, etc.)
    • Implicit Bias training and workshops are offered annually to all faculty, trainees, and staff
    • DEI focus within/part of retreats, regularly occurring meetings�

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SUPPORT: Develop and implement processes to recruit and support diverse faculty, trainees, and staff Resident mentorship program (Chambers)

    • DEI committee member involved with department initiatives
    • Include DEI commitments and engagement in annual performance reviews and metrics�

ENGAGE: Increase department engagement and buy-in through initiatives and activities that encourage personal growth and awareness

    • Encourage and support research (health inequities)
    • Drive engagement across the whole department through transparent communication, diverse alumni features, family volunteer service event
    • Partner with existing outreach programs to mentor and support URM throughout their education and training

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PROMOTE: Make our initiatives more visible within the state and nationally.

    • Identify and foster new opportunities for our faculty and staff to achieve in this area.
    • Continue national efforts to increase residency and departmental diversity amongst all lines
    • Increase work to promote orthopaedics as a viable choice for diverse students
    • Increase faculty efforts in national organizations that prioritize orthopedic diversity, equity, and inclusion

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