Strategic Plan for Diversity, Equity and Inclusion

Approved by Faculty vote on 26 October 2017

Introduction:

The University of Washington School of Pharmacy strives to be a global leader in pharmacy education, research, and service, committed to providing a transformative learning experience in a collaborative and diverse environment focused on improving the health and well-being of the communities we serve. The School recognizes that this leadership position requires responsibility and commitment by faculty, staff and students to core values of diversity, equity and inclusion in every aspect of the School’s operations.

Why are these values important to the School?

  • They help foster an engaging and supportive learning, scholarly and work environment
  • They may improve our competitive advantage in hiring and admissions by reflecting openness and flexibility in working with others
  • They provide us with an opportunity to train students to interface with a variety of populations, to understand unique needs, increase potential for trust and engagement, and promote healthcare equity and reduce healthcare disparities.
  • Treating each other with dignity and respect is simply the right thing to do

Guiding Principles:

The University of Washington’s 2017-2021 Diversity Blueprint articulates the tri-campus community’s aspirations for becoming a truly inclusive and equitable environment for learning, research, service, and outreach. To effectively respond to needs, the UW Diversity Council produced a revised Diversity Blueprint organized around the following six goals:

  1. Cultivate an inclusive campus climate;
  2. Attract, retain, and graduate a diverse and excellent student body;
  3. Attract and retain a diverse faculty;
  4. Attract and retain a diverse staff;
  5. Assess tri-campus diversity needs; and
  6. Improve accountability and transparency.

The UW Diversity Blueprint can be found in its entirety by clicking on the following link:

http://www.washington.edu/diversity/diversity-blueprint/

The first School of Pharmacy Diversity Plan was approved by a majority vote of the faculty and staff on February 18, 2010. The overall mission was to attract, retain, and promote the success of students from all populations in the profession of pharmacy and the pharmaceutical sciences and to endeavor to support the University’s mission of enhancing diversity and equity in all forms and helping students, faculty and staff understand differences in areas such as, but not limited to, religious, racial, cultural, sexual orientation, political, economic, disability and gender perspectives.

Three goals were identified in the first Plan:

  • Build strategic alliances with campus, local community and national partners to recruit an academically talented and diverse student body
  • Promote academic, practicum and service opportunities and community outreach activities, both locally and globally, in medically underserved communities
  • Monitor curriculum to ensure adequate content on diversity in the context of ethical, legal, social and clinical issues

As the School has grown in awareness and understanding of the changing needs and opportunities in the professional, scientific and health care communities we serve, we have purposefully reviewed our Mission, Vision and Core Values. Faculty and staff of the School of Pharmacy worked collectively as a community to develop and approve the School’s 2015-2020 Strategic Plan. The Strategic Plan is intended to guide our actions, decisions and priorities as we face the challenges and opportunities that lie ahead in higher education, research, patient care and pharmacy practice.

Integral to the Strategic Plan, as well as everything we do as a School, are Core Values of diversity, equity and inclusion that we agreed on as a community:

“Our mission, vision and strategic plan must reflect the values that define the unique identity and character of our School. Respect, integrity, diversity and community are at the heart of our enterprise. Included in these values is a belief in embracing diverse perspectives, beliefs and cultures.” 

School of Pharmacy Commitment:

The School of Pharmacy, in creating a revised Strategic Plan for Diversity, Equity and Inclusion – 2017, endeavors to maintain congruency with and build upon the guiding principles of the UW Diversity Blueprints, UW Race and Equity Initiative and the School’s Strategic Plan to promote diversity, equity and inclusion throughout the School’s activities.


Definitions

Diversity:

The first University of Washington Diversity Blueprint 2010-2014 broadly defined diversity as “groups or individuals with differences culture or background, including, but not limited to, race, sex, gender identity, socioeconomic status, ethnicity, sexual orientation, age, disability, nationality, religion, and military status. The term diversity is fluid in that the status and representation of groups shifts over time.”

The School of Pharmacy broadly expands upon this definition to include differences of marital/parental status and lived experiences.  professional and life experience, viewpoint, and communication styles.

Equity:

The proactive reinforcement of policies, practices, attitudes and actions that produce equitable power, access, opportunities, treatment, impacts and outcomes for all.

Virginia Commonwealth University Diversity and Inclusion Dictionary (April 2016)

(http://www.inclusive.vcu.edu/media/inclusive-excellence/DiversityandInclusionDictionary.pdf

Reference: Applied Research Center. (2009). Catalytic change: Lessons learned from the racial justice grantmaking assessment (PDF). Retrieved from http://racialequity.org/docs/Racial_justice_assessment_loresFINAL.pdf.

The School of Pharmacy further defines “Equity” as fair and consistent access to opportunities and resources within each group of its constituents: faculty, staff and students.

Inclusion:

Involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive university promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds, and ways of living of its members.

Ferris State University Diversity Office Diversity and Inclusion Definitions (2016)

https://ferris.edu/HTMLS/administration/president/DiversityOffice/Definitions.htm

Underrepresented Groups

Underrepresented groups are defined by the University of Washington as Federally recognized underrepresented racial/ethnic populations (African American, American Indian/Alaska Native, Hawaiian/Pacific Islander, and Latino) as well as student populations from Southeast Asia (Indonesia, East Malaysia, Singapore, Philippines, East Timor, Brunei, Christmas Island, Cambodia, Laos, Myanmar (Burma), Thailand, Vietnam, and West Malaysia).

UW Diversity Blueprint 2010-2014

The School of Pharmacy also recognizes underrepresented groups based on gender identity, sexual orientation, military and veteran status, marital and parental status as well as religious affiliation.


Goal #1

Create, cultivate and sustain an open and welcoming community that respects differences and advances diversity, equity and inclusion throughout the School of Pharmacy.

Strategies/action steps:

Strategy 1.1

Include commitments to diversity, equity and inclusion in the School’s mission, strategic plan and other governance policies and practices.

Strategy 1.2

Establish an organizational structure within the School of Pharmacy that is committed to diversity, equity and inclusion throughout the School.

  • The Dean shall appoint a standing Diversity, Equity and Inclusion Council which will include faculty, staff and students and Council membership will reflect diversity, equity and inclusion through its faculty, staff and student members.
  • The Dean of the School of Pharmacy shall appoint a faculty member as Director of Diversity, Equity and Inclusion. The Director will co-chair the Diversity Council with a staff member appointed by the Dean; co-chairs will work in collaboration with School leadership on efforts by faculty, staff and students to accomplish goals as described in the Diversity, Equity and Inclusion Strategic Plan.
  • The Diversity, Equity and Inclusion Council shall report directly to the Dean and, at the Dean’s discretion, to the School’s Executive Committee and faculty, staff and students.
  • The Dean will appoint two individuals (one faculty, one staff) to serve as representatives of the School of Pharmacy to the UW Diversity Council.

Strategy 1.3

Foster faculty and staff commitment to diversity, equity and inclusion through their words, work, and all interactions.

  • Each faculty and staff member is expected to pursue ongoing education and training and practice in diversity, equity and inclusion.
  • The School of Pharmacy Diversity, Equity and Inclusion Council will work together with School leadership to identify several annual opportunities for employee training.

Strategy 1.4

Foster student commitment to diversity, equity and inclusion through their words, work, and all interactions.

  • Students, student leadership and School of Pharmacy Diversity, Equity and Inclusion Council work together to:
    • Identify multiple opportunities for diversity, equity and inclusion-related educational and training programs for students.
    • Encourage all student organizations to advance diversity, equity and inclusion in their bylaws, governance and activities and recognize organizations for their work in these areas.

Strategy 1.5

Dedicate resources to support diversity, equity and inclusion in the School of Pharmacy.

Strategy 1.6

Foster faculty and staff attendance at diversity, equity and inclusion-related trainings and utilization of resources on the UW campus and in the community.

Strategy 1.7

Review and revise, as necessary, faculty and staff orientation materials, procedures, and processes to include expectations of and training in diversity, equity and inclusion.

Strategy 1.8

Review and revise, as necessary, PharmD Student Admission, Retention and Graduation Standards and Graduate Student Handbook to include expectations of and training in diversity, equity and inclusion.

Strategy 1.9

Review and revise, as necessary, School policies to address inequities.

Goal #2

Attract, recruit, support and retain a diverse faculty and staff

Strategies/action steps:

Strategy 2.1

Identify and address barriers within the School of Pharmacy faculty and staff recruitment, application and hiring process for persons from underrepresented groups.

Strategy 2.2

Faculty and staff involved in the hiring process, including Search Committees and Interview Teams, will complete Office of Minority Affairs and Diversity (OMAD) Best Practices Training and Toolkits (Faculty or Staff) and incorporate these practices into promoting equal opportunity, hiring and retaining a diverse, inclusive and excellent faculty and staff.

Strategy 2.3

Increase the diversity of faculty through consistent, creative and ongoing recruitment strategies and effective faculty development policies and practices.

Strategy 2.4

Support a strong program of faculty and staff development that promotes mentoring, advancement and retention of all faculty and staff that is committed to the values of diversity, equity and inclusion and thrives in all areas of teaching, scholarship and service.

  • Identify and communicate information about opportunities through UW HR and other resources that support professional development for faculty and staff.

Strategy 2.5 (UW Blueprint)

Improve on-boarding for new faculty and staff by providing them access to diversity resources and information about UW Affinity Groups http://www.washington.edu/diversity/staffdiv/

Goal #3

Attract, admit, support, retain and graduate a diverse student body.

Strategies/action steps:

Strategy 3.1

Identify and reduce barriers within the School of Pharmacy application and enrollment process for the PharmD and Graduate Programs for individuals from underrepresented groups.

Strategy 3.2

Collaborate with University and external communities to attract applicants with the ability to advance diversity, equity and inclusion in pharmacy education, practice and research.

  • Identify outreach and recruiting opportunities for the PharmD and Graduate Programs which are targeted at undergraduate students from underrepresented populations in STEM fields

Strategy 3.3

Create smoother pathways for diverse transfer students through increased outreach to state, community, two-year and tribal colleges.

Strategy 3.4

Increase fundraising for scholarships to support underrepresented minority students through collaboration between the School of Pharmacy Advancement Office and external communities.

Strategy 3.5

Provide mentoring opportunities for underrepresented graduate and professional students.

Strategy 3.6 (based on UW Diversity Blueprint 2017-2021 Goal 2)

Strengthen student mentoring by enhancing advising strategies, such as early warning and intervention systems, for underrepresented students, veteran, first-generation and low-income students who may be experiencing difficulties and refer these students to appropriate campus or community resources.

Goal #4

Infuse the values of diversity, equity and inclusion throughout all teaching and learning

Strategies/action steps:

Strategy 4.1

The Diversity, Equity and Inclusion Council may provide recommendations, when requested, to the Dean, Executive Committee, and faculty, staff and students to ensure that values of diversity, equity and inclusion are considered in School policies.

Strategy 4.2

Reinforce openness and inclusion in group interactions in the classroom, study spaces and the School of Pharmacy communal spaces when discussing diversity, equity and inclusion to ensure an open, engaging and welcoming School community.

Strategy 4.3

Develop and institutionalize channels for faculty, staff and students to evaluate the degree to which course content, service-learning opportunities, and clinical placements address diversity, equity and inclusion.

Strategy 4.4

Identify the scholarly resources to support the highest level of teaching and learning in diversity, equity and inclusion.

Strategy 4.5

Consistently address issues of diversity, equity and inclusion in existing and new curricular and co-curricular programs.

Goal #5

Infuse the values of diversity, equity and inclusion throughout all research endeavors.

Strategies/action steps:

Strategy 5.1

Identify the resources to support the highest level of research in diversity, equity and inclusion.

Strategy 5.2

Consistently address issues of diversity, equity and inclusion in existing and new research programs.

Strategy 5.3

Identify mentoring opportunities for underrepresented research faculty, graduate students and post-doctoral fellows.

Strategy 5.4

In concert with other units across the University, Support short- and long-term research experiences among undergraduate and post-baccalaureate students from underrepresented populations.

Goal #6

Infuse the values of diversity, equity and inclusion throughout all professional and community service: locally, regionally, and globally.

Strategies/action steps:

Strategy 6.1

Develop domestic and international experiential placements and service-learning opportunities to enhance experiences with diversity, equity and inclusion through partnerships with underrepresented communities.

Strategy 6.2

Identify resources to support the highest level of professional and community service in diversity, equity and inclusion.

Strategy 6.3

Foster campus, community local, regional and global partnerships that help the School of Pharmacy strengthen its impact and visibility on issues of diversity, equity and inclusion.

Strategy 6.4

Foster mentoring opportunities for underrepresented graduate and professional students throughout all professional and community service activities: locally, regionally and globally.

Goal #7

Establish transparent and accountable measures that identify and address issues of diversity, equity and inclusion across all aspects of hiring, teaching, service and practice within the School of Pharmacy.

Strategies/action steps:

Strategy 7.1

Regularly assess and report on the School’s progress in achieving its goals on diversity, equity and inclusion by developing metrics, assessment instruments and technology.

Strategy 7.2 (UW Faculty Code Sections 24-32E)

Annual reviews of faculty and staff shall include conversations about the individual’s training and contributions that address diversity and equal opportunity.

Strategy 7.3

Establish safe procedures for faculty, staff, and students to document experiences occurring within the SOP or affiliated clinical sites that do not reflect the values of equity, diversity, and inclusion.

Strategy 7.4

Use data on faculty and staff hiring and student enrollment when planning future courses of action regarding outreach and recruitment. Ensure that policies, planning and decision-making processes are informed by diversity, equity and inclusion-related best practices.