| Overall Rating | Bronze |
|---|---|
| Overall Score | 42.24 |
| Liaison | Tyler Leary |
| Submission Date | April 5, 2024 |
MGH Institute of Health Professions
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Kimberly
Truong Chief Equity Officer Justice, Equity, Diversity, and Inclusion (JEDI) |
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indicates that no data was submitted for this field
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
A core value of MGH Institute of Health Professions (MGH IHP) is our inclusive and welcoming environment where every person is treated with dignity and respect. The world needs exemplary leadership to advance care for a diverse society, a cornerstone of the Institute’s mission. At the Institute, we educate the next generation of health professions leaders, capable of delivering the very best care for all, locally and globally.
The Justice, Equity, Diversity and Inclusion (JEDI) Office guides the MGH IHP in realizing its mission of being a diverse, equitable, and inclusive organization. JEDI aims to achieve its mission through education, research, community building, and community engagement. JEDI serves faculty, staff, students, alumni, community members, and prospective students by: 1) educating stakeholders about equity, diversity, and inclusion issues; and 2) creating spaces for support of systemically minoritized and marginalized populations so that they can thrive at the IHP.
We define equity as seeking to ensure fair treatment, equality of opportunity, and fairness in access to information and resources for all. We acknowledge systems of oppression in our society and strive to confront power imbalances where none ought to exist within our organization and the communities we serve. An anti-oppression framework is inherently anti-racist and further invites us to consider how other systems of oppression work in tandem like sexism, misogyny, transphobia, classism, ableism.
As part of the JEDI's Office activities, they conduct a Power, Privilege, and Positionality (PPP) course three times a year. All students are required to participate in PPP and faculty and staff are required to participate in at least one session per year. MGH IHP aims for a 100% participation rate in PPP.
The Justice, Equity, Diversity and Inclusion (JEDI) Office guides the MGH IHP in realizing its mission of being a diverse, equitable, and inclusive organization. JEDI aims to achieve its mission through education, research, community building, and community engagement. JEDI serves faculty, staff, students, alumni, community members, and prospective students by: 1) educating stakeholders about equity, diversity, and inclusion issues; and 2) creating spaces for support of systemically minoritized and marginalized populations so that they can thrive at the IHP.
We define equity as seeking to ensure fair treatment, equality of opportunity, and fairness in access to information and resources for all. We acknowledge systems of oppression in our society and strive to confront power imbalances where none ought to exist within our organization and the communities we serve. An anti-oppression framework is inherently anti-racist and further invites us to consider how other systems of oppression work in tandem like sexism, misogyny, transphobia, classism, ableism.
As part of the JEDI's Office activities, they conduct a Power, Privilege, and Positionality (PPP) course three times a year. All students are required to participate in PPP and faculty and staff are required to participate in at least one session per year. MGH IHP aims for a 100% participation rate in PPP.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
All
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Three times per year, the Office of Justice, Equity, Diversity, and Inclusion (JEDI) hosts a Power, Privilege, and Positionality (PPP) Program. PPP is a program intended to create dialogue and reflection on power, privilege, positionality, and their connection to the health professions. Faculty and staff are required to attend at least one session per year. First- year students are required to attend a session during their orientation.
This program is usually a five-hour, in-person experience during Orientation which we've adapted to be held virtually during the pandemic. Faculty, staff, and student participants will be divided into groups and will have a learning space created for them in our Desire to Learn (D2L ) portal. Each participant is expected to complete all assignments shared on D2L, including viewings, readings, completing worksheets, and responding to discussion board questions
This program is usually a five-hour, in-person experience during Orientation which we've adapted to be held virtually during the pandemic. Faculty, staff, and student participants will be divided into groups and will have a learning space created for them in our Desire to Learn (D2L ) portal. Each participant is expected to complete all assignments shared on D2L, including viewings, readings, completing worksheets, and responding to discussion board questions
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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