Transforming Institutional Culture: Assessment and Intervention

In this webinar, NIH Chief Officer for Scientific Workforce Diversity Dr. Hannah Valantine will join Dr. David Acosta, AAMC Chief Diversity and Inclusion Officer, for a presentation on organizational approaches to effect culture change. NIH’s current approach and activities to achieve inclusive excellence in the scientific workforce center on monitoring, tracking, and implementing equity measures, as well as on increasing faculty diversity through a cohort-hiring model that creates a critical mass of diverse talent. As described in a previous webinar, NIH developed the NIH Scientific Workforce Diversity Toolkit, a free, downloadable interactive resource institutions can use to help advance their own faculty diversity and inclusion. Putting these tools to use requires institutional engagement and accountability, which is driven by collection of diversity and inclusion metrics, such as provided by the NIH Equity Committee, implicit-bias education, recruiting diverse talent, and proactive outreach to potential candidates.

Undergirding those efforts is assessment of institutional culture and climate. The AAMC has developed a number of institutional culture/climate assessment tools.   The AAMC Foundational Principles of Inclusion Excellence (FPIE) toolkit was developed to provide academic medical institutions (AMI) with a practical set of tools to help address institutional culture and climate and provide AMI with a roadmap for achieving inclusion excellence in the learning & workplace environment. The FPIE toolkit provides a set of nine benchmarks of inclusion excellence, an institutional assessment survey, scorecard, and a database of identified effective practices for each benchmark accompanied by a set of resources that will assist the process of developing strategic action plans (including target goals and metrics) to achieve these benchmarks. Practical application on how this tool can be utilized and rolled out in an AMI will be shared. 

After this webinar, participants will be able to:

  • Understand the value of assessing culture and climate in institutional settings.
  • Understand which approaches are effective in assessing institutional culture and climate.
  • Understand the importance of an integrated approach to promoting inclusive excellence through targeted interventions that promote equity.

David Acosta, MD

AAMC Chief Diversity and Inclusion Officer

As chief diversity and inclusion officer, David A. Acosta, MD, provides strategic vision and leadership for the AAMC’s diversity and inclusion activities across the medical education community, and leads the association’s Diversity Policy and Programs unit.

A board-certified physician of family medicine, Dr. Acosta joined the AAMC from the University of California (UC), Davis School of Medicine where he served as senior associate dean for equity, diversity, and inclusion and associate vice chancellor for diversity and inclusion and chief diversity officer for UC Davis Health System. He previously served as the inaugural chief diversity officer at the University of Washington (UW) School of Medicine, where he established a rural health fellowship program for Tacoma Family Medicine, a residency program affiliated with the UW Department of Family Medicine.

Dr. Acosta received his bachelor’s degree in biology from Loyola University and earned his medical degree from the University of California, Irvine, School of Medicine. He completed his residency training at Community Hospital of Sonoma County in Santa Rosa, Calif., and a faculty development fellowship at the UW Department of Family Medicine.

Hannah A. Valantine, MD

NIH Chief Officer for Scientific Workforce Diversity

Dr. Hannah Valantine became NIH’s first permanent Chief Officer for Scientific Workforce Diversity in March 2014. In this role, Dr. Valantine leads NIH’s effort to diversify the biomedical research workforce by developing a vision and comprehensive strategy to expand recruitment and retention, and promote inclusiveness and equity throughout the biomedical research enterprise.

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