Strategic Initiatives

Strategic Initiative 1

Inclusion, diversity, equity and access assessment for the entire organization

Goals and Activities

1. Evaluate existing surveys regarding inclusion, diversity equity and access (IDEA) matters (Press Ganey survey, Hospital Climate survey) (on-going)
   • Leader or collaborative partners:
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Associate Dean for Administrative Affairs
     • Senior Associate Dean for Clinical Affairs
     • Senior Associate Dean for Educational Affairs
     • Associate Dean for Student Affairs
2. Identify gaps in IDEA areas that are not addressed in current surveys (on-going)
   • Leader or collaborative partners:
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Associate Dean for Administrative Affairs
     • Senior Associate Dean for Clinical Affairs
     • Senior Associate Dean for Educational Affairs
     • Associate Dean for Student Affairs
3. Establish or use a validated survey specifically for diversity engagement (AAMC Diversity Engagement Survey) for the entire organization (every 2 years)
   • Leader or collaborative partners:
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Associate Dean for Administrative Affairs
     • Senior Associate Dean for Clinical Affairs
     • Senior Associate Dean for Educational Affairs
     • Associate Dean for Student Affairs
   • Metric: Improvement in the response rate of surveys
4. Assess and communicate the status of IDEA perceptions at UFHSC-Jacksonville to leadership, faculty and staff (every 2 years)
   • Leader or collaborative partners:
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Associate Dean for Administrative Affairs
     • Senior Associate Dean for Clinical Affairs
     • Senior Associate Dean for Educational Affairs
     • Associate Dean for Student Affairs
   • Metric: Improvement in the scores of the surveys

Strategic Initiative 2

Enhance the UFHSC-Jacksonville climate of inclusive excellence

Goals and Activities

1. Enhance structural IDEA by ensuring appropriateness of institutional policies and processes (on-going)
   • Review appropriateness of institutional processes and policies
     • Continue salary equity review
     • Review policies to identify new leadership positions
   • Mitigate biases during hiring processes
     • Lead implicit bias trainings every 2 years
   • Leader or collaborative partners:
     • Senior Associate Deans
     • Office of Faculty Affairs
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Office of Human Resources
   • Metric: Number of chairs trained in implicit bias (goal: 100%)
2. Encourage accountability and transparency related to IDEA among UFHSC-J leaders
   • Integrate UFHSC IDEA strategic initiatives as part of each UFHSC-Jacksonville department plan (on-going)
   • Leader or collaborative partners :
     • Senior Associate Deans
     • Office of Faculty Affairs
     • Associate Dean for Inclusion and Equity
     • UF Health Chief Diversity Officer
     • Office of Human Resources
   • Metric: Percentage of departments with IDEA integrated plans (goal: 100%)
3. Train faculty, residents, students, allied healthcare professionals, and senior administrative leaders to identify, and understand contributors to health equity (on-going)
   • Increase knowledge and awareness of cultural competency
   • Increase knowledge in Implicit Bias and Crucial Conversations and its impact on health care delivery, and outcomes
   • Increase implicit bias training to all members of UFHSC-Jacksonville leadership, including chairs, program directors, clerkship directors, and senior administrative staff
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Chief Diversity Officer
     • UF Health Training and Development Office
   • Metric: Annual improvement of the number of attendees receiving training in cultural competency and implicit bias, results for implicit bias training for leadership (goal: 100%)

Strategic Initiative 3

Increase recruitment of underrepresented underrepresented faculty, residents, students and all staff

Goals and Activities

1. Increase opportunities to recruit underrepresented students, residents, faculty, allied health care professionals and senior administrative leaders (on-going with annual review)
   • Assess barriers and opportunities to recruiting
     • Track and report UFHSC-Jacksonville and national faculty diversity data
   • Respond to barriers and create opportunities for recruiting
     • Conduct implicit bias training with each search committee
     • Broaden job announcement efforts to attract the widest range of qualified candidates
   • Integrate UFHSC IDEA strategic initiatives as part of the each department strategic plans
   • Leader or collaborative partners:
     • Office of Faculty Affairs
     • Associate Dean for Administrative Affairs
     • Human Resources
     • Associate Dean for Inclusion and Equity
     • UF College of Medicine – Jacksonville
   • Metric: Percentage of search committees trained (goal: 100%), percentage of departments with integrated UFHSC IDEA strategic initiative in their strategic plans (goal: 100%)
2. Support the pathway for underrepresented students, residents, faculty, allied health care professionals and senior administrative leaders (on-going with annual review)
   • Encourage students at UF College of Medicine with an interest in health equity, diversity, and inclusion in UF College of Medicine
   • UF College of Medicine – Jacksonville Regional Medical Campus attract students interested in health equity, diversity, and inclusion
   • Offer UF College of Medicine – Jacksonville Scholarship for Visiting Clerkship Program
   • Leader or collaborative partners:
     • Senior Associate Dean for Educational Affairs
     • Associate Dean for Inclusion and Equity
     • Associate Dean for Student Affairs Offer UF College of Medicine – Jacksonville
   • Metric: Number of departments participating (goal: 2-3/year), number of attendees in programs

Strategic Initiative 4

Increase retention and advancement of underrepresented faculty, residents, students and all staff

Goals and Activities

1. Prepare women and underrepresented faculty for promotion process (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
2. Identify women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders for development and leadership activities (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
3. Increase participation in mentoring sessions (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
4. Develop women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders leadership training (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
5. Assess and respond to retention and advancement trends (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Number of women and underrepresented faculty pursuing and successfully achieving promotion, number of women and underrepresented students, residents, faculty, allied healthcare professionals and senior administrative leaders attending mentoring and development/leadership sessions
6. Establish Women in Medicine and Science (WIMS) at UFHSC-Jacksonville* (on-going)
   • Leader or collaborative partners:
     • Office of Educational Affairs
     • Office of Inclusion and Equity
     • UF Health Training and Development Office
   • Metric: Development of WIMS-Jacksonville

Strategic Initiative 5

Promote research targeting health equity

Goals and Activities

1. Participate in the UF Campus Diversity Liaisons, which consist of representatives from the leadership teams of each college who network into the Office of the Chief Diversity Officer (on-going)
   • Leader or collaborative partners:
     • UF College of Medicine – Jacksonville Associate Dean for Inclusion and Equity
2. Increase scholarly and research activities related to heath equity (on-going)
   • Leader or collaborative partners:
     • UF College of Medicine – Jacksonville Office of Research Affairs
     • UF College of Medicine – Jacksonville Associate Dean for Inclusion and Equity
     • Medical Director for Community Health/Urban Health Alliance – Jacksonville
   • Metric: Develop a group to review IDEA scholarly activities/project (goal: 1/year)
3. Seek Grant funding to support research in health equity and other IDEA scholarly work (on-going)
   • Leader or collaborative partners:
     • UF College of Medicine – Jacksonville Office of Research Affairs
     • UF College of Medicine – Jacksonville Associate Dean for Inclusion and Equity
     • Medical Director for Community Health/Urban Health Alliance – Jacksonville

Underrepresented in Medicine – The AAMC definition is “Underrepresented in medicine means those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population.”

* See detailed plan for WIMS at UFHS-Jacksonville