The University of Michigan Medical School Department of Internal Medicine is committed to DEI and well-being at both the individual level and the system level.
1. Leadership engagement, development, and accountability
2. Develop people
3. Improve environment
4. Build partnerships
5. Track and communicate results
Objectives
- Actively engage DOIM leadership to promote a culture of inclusive leadership and accountability in prioritizing and advancing DEI and well-being initiatives
Key Initiatives
- Inclusive Leadership Curriculum
- Leadership 360 feedback
Objectives
- Bolster recruitment, retention & promotion practices to create, sustain and advance a diverse workforce
- Provide development and advancement opportunities to promote equitable achievement of career goals
Key Initiatives
- Curate, develop, and disseminate holistic, standardized recruitment best practices to support recruitment for diversity and excellence
- Review and make recommendations to standardize departmental awards process with an eye towards DEI
- Develop DEI and well-being departmental awards that highlight faculty, staff, and trainee efforts in advancing DEI and well-being
Objectives
- IMPOWER leadership, faculty, trainees, and staff to create and promote a more diverse, inclusive, safe, and healthy work culture
- Promote efficiency of practice to achieve fulfilling and productive work environments
Key Initiatives
- IMPOWER Grand Rounds Series and training opportunities to promote and advance an inclusive, anti-racist, anti-harassment culture
- Develop consistent vacation and coverage policies for faculty and staff
- Develop IMPOWER Grant Program to support and encourage innovative and sustainable approaches to improving DEI and well-being within and across our learning and work environments
- Champion efforts to understand indirect patient care EHR workload, identify EHR-based metrics that correlate to clinician burnout/well-being, and model various team-based care interventions aimed at right-sizing clinical workload, optimizing access, quality, and clinician well-being
Objectives
- Promote transparency in continuously evaluating culture change progress and improvement opportunities
- Develop a multi-modal IMPOWER marketing and communication strategy in partnership with DOIM Marketing & Communications Team
Key Initiatives
- Develop dashboards and mechanisms to share IMPOWER progress, engagement data and action planning, etc.
- Website revamp to ensure promotion of DEI and well-being efforts and priorities; develop robust internal resources page; and divisional IMPOWER Council web presence
Objectives
- Initiate active partnerships to synergistically align and prioritize efforts to advance DEI and well-being goals
- Partner with local and national organizations to test and disseminate best practices
Key Initiatives
- IMPOWER Council (Divisions)
- DOIM Faculty Affairs
- DOIM Clinical Experience & Quality
- Pursue relevant internal and external scholarship and funding opportunities, as well as meetings and site visits
At the individual level, we want to improve actual diversity of our workforce, equity in resources, perceptions of inclusion, satisfaction, and well-being, and opportunities to achieve goals.
At the system level, we want to look downstream and project that the IMPOWER initiatives will enhance recruitment and retention of a diverse workforce, quality and safety, productivity, innovation, civility, and accountability.
System outcomes include: accountability, civility, innovation, productivity, quality, recruitment & retention.
Individual outcomes include: equity, inclusion, well-being, opportunity, satisfaction, and diversity.
