DEI Strategic Plan
DEI Strategic Plan Overview
“At the University of Michigan, our dedication to academic excellence for the public good is inseparable from our commitment to diversity, equity, and inclusion. It is central to our mission as an educational institution to ensure that each member of our community has full opportunity to thrive in our environment, for we believe that diversity is key to individual flourishing, educational excellence and the advancement of knowledge.”
From being one of the first universities to admit women in 1870 to our historic defense of race conscious admission policies at the U.S. Supreme Court in 2003, the University of Michigan has had a fierce and longstanding commitment to diversity, equity and inclusion (DEI). This commitment rests upon our recognition of the history in the United States of racial, ethnic, and gender discrimination as well as our understanding that our progress as an institute of higher learning will be enhanced with a vibrant community of people from many backgrounds.
The UM COP Diversity, Equity and Inclusion Committee was convened by Dean James Dalton in August of 2015. Dr. Ronald Woodard was charged with serving as the committee chair. Dr. Cherie Dotson later assumed the role of co-committee chair. The committee, composed of faculty, staff and students, met twice per month from September - March. During the fall meetings, the committee focused on reviewing the results of the Climate Surveys that were conducted by the ADVANCE Program for the College of Pharmacy in 2014. In December, the committee began making plans to host Diversity, Equity and Inclusion Forums for each COP constituent group. In January, the committee hosted Diversity, Equity and Inclusion Forums for the Faculty / Staff and the PharmD students and in March a Town Hall event was hosted for all students (BS, PharmD, PhD) and Post-Doctoral fellows.
- Planning Leads
- Planning Team - Faculty/Staff
Cesar Alaniz (Clinical Assoc. Professor of Pharmacy Services, Clinical Pharmacist);
Charlotte Bowens (Research Process Senior Manager)
John Clark (Clinical Assoc. Professor of Pharmacy, Director of Pharmacy Serv., Inpatient Pharmacy Serv.)
Steve Erickson (Assoc. Professor of Social and Administrative Sciences, Clinical Pharmacist)
Caitlin Ferguson (Program Manager – Experiential Education and Community Engagement)
Anica Madeo (Assistant Director of the Center for Interprofessional Education)
Nancy Mason (Assoc. Dean for Student Services, Clinical Professor of Pharmacy, Clinical Pharmacist)
Nair Rodriguez (Assoc. Professor of Pharmaceutical Sciences)
Gus Rosania (Professor of Pharmaceutical Sciences)
Hollis Showalter (Research Professor of Medicinal Chemistry and Co-Director of the Vahlteich Medicinal Chemistry Core)
Matthew Soellner (Assistant Professor of Medicinal Chemistry and Chemistry)
Paul Walker (Clinical Professor of Pharmacy; Director of Experiential Education, Community Engagement & Continuing Education; Manager of Patient Care Outcomes; Adjunct Clinical Prof of Nursing)
- Planning Team - Students
Stephanie Burke (PharmD student – 4th year)
Katherine Cho (PharmD student – 3rd year)
Tracelyn Freeman (PharmD student – 2nd year)
Blaise Ndukwe (PharmD student – 2nd year)
Jerika Nguyen (PharmD student – 3rd year)
Maxwell Norris (PharmD student – 2nd year)
Helen Waldschimdt (Medicinal Chemistry Graduate Student – 4th year)
- Data Collection Process
The data that has provided guidance in the development of the COP Diversity, Equity and Inclusion Strategic Plan was collected by:
- The University of Michigan ADVANCE Program conducted the 2014 Climate Survey for the College of Pharmacy.
- Student engagement leaders facilitated the UM COP Diversity, Equity and Inclusion Forums for the faculty, staff and PharmD students. The top ideas for each group were identified using the Liberating Structures2 crowd sourcing technique, which required each attendee to write an issue/concern along with a solution on an index card. The cards were then passed quickly to others among the group for peer ratings. Ratings were made on a scale of 1-5, where 5 is the most pressing issue/concern. The resulting issues/concerns and rankings were tallied by the event facilitators and were presented for review in a final report.
- Additional Data Sources
- Student Services reports (admissions, recruitment and retention data)
- Departmental information (Rackham reports)
- Feedback from student Town Hall meetings and departmental retreats
- Data Analysis Process
- The COP Diversity, Equity and Inclusion Committee reviewed the reports and executive summaries that were provided by the ADVANCE Program. This information, in addition to reviews by other groups (Student Services Committee), was used to identify issues of concern for our constituent groups.
- The Diversity, Equity and Inclusion Committee reviewed the reports for each constituent group (faculty, staff and PharmD students) and extracted the top ideas pertaining to diversity, equity and inclusion.
- Past Planning Events
College of Pharmacy Diversity, Equity and Inclusion Events
Faculty & Staff Diversity, Equity and Inclusion Forum – January 26, 2016 (3:30 – 4:30 pm)
Total Attendance – 50 Faculty (29 ideas generated) Staff (21 ideas generated)
PharmD Diversity, Equity and Inclusion Forum – January 26, 2016 (5:00 – 6:00 pm)
Total Attendance – 159 PharmD Students (133 ideas generated)
College of Pharmacy Diversity, Equity and Inclusion Follow-up Meetings
PharmD student Diversity, Equity and Inclusion (Debriefing Meetings)
February 1, 2016 (noon – 1:00 pm)
February 3, 2016 (noon – 1:00 pm)
Faculty Diversity, Equity and Inclusion (Debriefing Meetings Regarding Recruitment)
February 16, 2016 (noon - 1:00) PharmD)
February 24, 2016 (noon - 1:00) -
February 24, 2016 (1:00 – 2:00 pm)
Student (PharmD, PhD, BS) & Post-Doc Diversity, Equity and Inclusion Town Hall Meeting
March 24, 2016 (5:30 -7:00 pm)
March 30, 2016 (noon-1 pm)
Medicinal Chemistry – State of the Department Meeting – August 31, 2015
One issue of priority is the lack of ethnic/racial diversity in the student body. This is evident from existing demographic/recruitment data and has also been identified as a priority by our faculty, staff and students. URM (underrepresented minority) recruitment efforts with regard to the graduate programs have been led by the Student Affairs Program Manager for Recruitment and Outreach. These activities have been focused on attending undergraduate science conferences for URM students, maintaining and building relationships with faculty members at minority serving institutions and coordinating research experiences for students, including URM students, through the COP Interdisciplinary REU (Research Experiences for Undergraduates) Program. The work that has been done should serve as a foundation for new initiatives aimed at increasing the number of URM students who apply, receive admission and matriculate into UM COP graduate programs. The UM COP Director of Admissions and Counseling Student Services has expanded the recruitment efforts for the PharmD program to include campus visits to pre-pharmacy organizations, including those at minority serving institutions. The establishment of pre-college pipelines was identified as a key strategy to increasing the level of diversity in the UM COP programs. The UM COP is prepared to work with the other UM health science schools and colleges in providing support to the UM Wolverine Pathways Program and has also agreed to partner with the Growing STEM initiative through LSA.
Another issue that was apparent among all constituent groups, but most significantly for staff, was one of respect, bias and exclusion and the desire to report such instances. These issues appear to be prevalent not just in the UM COP, but across campus. A portion of the plan will be dedicated to investigating this further in order to determine best practices in addressing this issue.
Themes that emerged from the data analysis, etc. include:
- Lack of diversity among constituent groups (faculty and students)
- Issues of bias, exclusion, disrespect and condescending attitudes
- The need for diversity (broadly defined) / sensitivity training
- The need to incorporate diversity, equity issues into the PharmD curriculum & training opportunities
- Lack of sensitivity to the special needs, in the broadest sense, of faculty, staff and students.
In addition to these themes, an additional idea that emerged from the faculty, staff and student forums was to host events and activities designed to promote inclusion and cultural awareness.
Strategic Objectives, Measures of Success and Action Plans
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