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Office of Faculty Development and Diversity

Diversity Strategic Action Plan

Diversity Strategic Action Plan

The Office for Faculty Development + Diversity dedicates its time to finding ways in which faculty and staff can strive toward a more inclusive and diverse educational atmosphere. With this Diversity Strategic Action plan, our goals are made tangible and we are given a clear route to success. Read our goals below and learn how we can continuously work toward building a more welcoming community within the School of Medicine.

School of Medicine Diversity Strategic Action Plan 2015-2019

Vision: To develop a climate in SOM that welcomes and celebrates diversity, broadly defined.

Goal 1: Increase the numbers of women, underrepresented minorities, and LGBT in faculty and leadership positions

Strategy/Expected OutcomeAction Steps (with Timeline)Metrics/TargetsResponsible Party
Diversify search committees Work with leadership and Chairs of search committees to ensure diversity on search committees Search committees will reflect greater diversity of person and thought Vice Dean, Faculty Development & Diversity; Department Chairs; Dean, School of Medicine (SOM); Equal Opportunity (EO) University Hospitals (UH)
Diversify candidate pools for faculty, staff and leadership positions     Expand sources of recruitment to include more potential sources of diverse candidates Increased diversity of candidate pools  Vice Dean, Faculty Development & Diversity; Faculty Affairs and Human Resources; Department Chairs; Dean, SOM; EO UH   
  Increase diversity of candidate pools Increased diversity of faculty and staff   
  Develop mechanism to facilitate retention of faculty and staff to maintain diversity    
Diversify representation on key committees, e.g. Faculty Council      Propose establishment of Committee on Women and Minorities as committee of SOM Faculty Council Establishment of Committee Office of Faculty Affairs and Human Resources; Faculty Council; Faculty Senate  
  Propose ex-officio seat for representative from SOM Committee on Women and Minorities on Case Western Reserve University (CWRU) Senate Committee on Women and CWRU Faculty Senate Committee on Minority Affairs Appointment of committee members to Faculty Senate committees  
  Seek diverse candidates for election to Faculty Council committees and positions Increased diversity of candidates listed on ballots Office of Faculty Affairs and Human Resources; Faculty Council
  Develop structural resources and decrease structural barriers to participation in service opportunities, e.g. protected faculty time, Chair education, use of teleconferencing Increase structural resources Vice Dean, Faculty Development & Diversity; Department Chairs; Faculty Council; IT
Increase diversity of faculty and staff recruitment     Work with leadership and Chairs of search committees to ensure diversity on search committees Increased diversity of faculty and staff     Office of Faculty Affairs and Human Resources; Vice Dean, Faculty Development & Diversity; department chairs; CWRU Human Resources   
  Expand sources of recruitment to include more potential sources of diverse candidates    
  Increase diversity of candidate pools    
  Develop mechanism to facilitate retention of faculty and staff to maintain diversity    
Increase retention of diverse faculty and staff  Develop mechanism to facilitate retention of faculty and staff to maintain diversity  Increased diversity of faculty and staff Office of Faculty Affairs and Human Resources; Vice Dean, Faculty Development & Diversity; department chairs; CWRU Human Resources
Provide career mentoring to assist individuals in development of skills necessary for professional advancement  Establish mentoring programs within all departments All basic and clinical departments have established mentoring programs for faculty at all levels Vice Dean, Faculty Development & Diversity; department chairs  
  Establish an annual "Mentoring Bootcamp" for clinical and basic science chairs Establishment of boot camp and attendance by department chairs  
  Develop innovative programming to provide support to and retain minority faculty Identification, establishment, and evaluation of programs Rate of faculty retention Vice Dean, Faculty Development & Diversity; CWRU and SOM Offices of Multicultural Affairs
  Develop fund to support individualized professional development opportunities where needed, e.g. conference attendance, individual coaching Establish fund and obtain funding to support opportunities Vice Dean, Faculty Development & Diversity; Vice Dean, Development

Goal 2: Develop a systematic approach for pipeline support for groups underrepresented in medicine with the goal of achieving a diverse SOM community

Strategy/Expected OutcomeAction Steps (with Timeline)Metrics/TargetsResponsible Party
Increase (medical and graduate) student recruitment and retention from diverse venues  The Robert Wood Johnson (RWJ) program for college students will be expanded    
   The SOM Development Office will secure funding to expand pipeline scholarships for SOM students Increase in number of students from groups underrepresented in medicine that are receiving scholarships  SOM Development Office
  Increase the numbers of SOM graduate students from groups underrepresented in STEM Increase the diversity of source pools from which applicants are drawn Training Program directors
  The Office of Admissions, the Office of Multicultural Affairs, and the Office for Faculty Development & Diversity will develop and build relationships with historically black colleges in order to encourage applications to CWRU SOM from qualified students Number of historically black colleges and universities (HBUC) contacted/year; Number of faculty and student exchanges/year Office of Admissions, the Office of Multicultural Affairs, and the Office for Faculty Development & Diversity
Identify and encourage high-achieving SOM (medical and graduate) students to maintain long term ties with the institution The Office for Faculty Development & Diversity and SOM Alumni Affairs will develop opportunities to foster continuous engagement of SOM graduates with the institution   Office for Faculty Development & Diversity and SOM Alumni Affairs
Integrate postdoctoral fellows and residents into faculty functions and responsibilities The Office for Faculty Development & Diversity and SOM Alumni Affairs will develop opportunities to engage postdoctoral fellows and residents as faculty members Number and nature of communications with relevant departments at UH, MetroHealth Medical Center (MHMC), and Cleveland Clinic Foundation (CCF) Office for Faculty Development & Diversity and SOM Alumni Affairs; Graduate Medical Education (GME) offices of hospital affiliates

Vision: To develop a climate in SOM that welcomes 

Goal 3: Foster diversity of thought, approach, and creativity

Strategy/Expected OutcomeAction Steps (with Timeline)Metrics/TargetsResponsible Party
Develop and implement a speaker series that fosters discussion of diversity-related issues  Develop quarterly faculty speaker series to highlight faculty research and clinical experience related to diversity Establishment of speaker series  Vice Dean for Faculty Development & Diversity; Vice Dean for Development
   Develop an endowed annual speaker series that focuses on diversity    
Establish affinity groups within the SOM and/or in conjunction with CWRU-wide affinity groups

Determine what affinity groups exist and who sponsors them

Determine need for additional affinity groups

Survey of SOM faculty, staff and students; completion of survey and dissemination of results Vice Dean for Faculty Development & Diversity; SOM Office of Multicultural Affairs; Office of Inclusion, Diversity and Equal Opportunity (OIDEO); LGBT Center
Disseminate personal interest stories that highlight benefits of diversity      
Develop an understanding of SOM diversity needs Conduct survey of all SOM faculty, staff, and students to assess diversity needs Conduct and completion of survey and dissemination of results Vice Dean for Faculty Development & Diversity; Office of Faculty Affairs and Human Resources
Develop and implement innovative programming to enhance understanding of diversity   Provide diversity-related continuing education in multiple forms   Integrate diversity-related training into CREC programming to enhance understanding of and benefits of diversity among researchers at all levels Vice Dean for Faculty Development & Diversity; Office of Faculty Affairs and Human Resources
    Develop online modules focused on diversity issues  Vice Dean for Faculty Development & Diversity; GME office of affiliates; IT
    Incentivize attendance at diversity-related workshops by providing Continuing Medical Educations (CMEs), Continuing Education Units (CEUs) Vice Dean for Faculty Development & Diversity; CME office; continuing education
Organize diversity-related events Organize annual welcome reception for students of diverse groups/backgrounds and allies Development and continuation of events on an annual basis Vice Dean for Faculty Development & Diversity; SOM and CWRU Offices for Multicultural Affairs; OIDEO
     Organize health-related diversity programming during week of MLK Day    

Goal 4: Establish and maintain diversity as a high-profile issue across SOM

Strategy/Expected OutcomeAction Steps (with Timeline)Metrics/TargetsResponsible Party
Establish a standing Diversity Advisory Committee to the Office for Faculty Development & Diversity Publicize need for committee and solicit applications   Vice Dean for Faculty Development & Diversity; SOM Office of Multicultural Affairs; Faculty Council
Produce an annual report that focuses on diversity issues and accomplishments Develop annual report Annual report developed and disseminated in paper and electronic formats Vice Dean for Faculty Development & Diversity in collaboration with other SOM offices