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Addressing Racism and Racist Practices at the College of PharmacyAction Items and ResourcesStructural Organizational ReformsRecommendation by Black Faculty - Establish COP Office for Diversity & Health Equity starting Fall 2020 (similar to COM: ). The Office should be decentralized with offices at both Orlando and Jacksonville campuses in addition to Gainesville. Establish Associate and Asst Dean positions to provide oversight for all diversity, inclusiveness and health equity programs for faculty, staff, postdocs, graduate students and PharmD students. The Asst Deans report to the Associate Dean, and appropriate efforts, salary support and staff support should be provided for the Deanship positions. The office should be appropriately funded.Gainesville: Expansion of Dr. Segal’s role to be both Associate Dean for Faculty Affairs as well as Associate Dean for Diversity & Health Equity.Add an Assist. Dean for Diversity & Health Equity (minority faculty)OrlandoAdd an Assist. Dean for Diversity & Health Equity (nominating Dr. John Allen)JacksonvilleAdd an Assist. Dean for Diversity & Health Equity (minority faculty)Make faculty and students more aware of the goals and successes of the Diversity and Inclusion Committee, SHPEP program, SURF program, McKnight program and other means of support of Black and other minority studentsConsider elevating the position of Diversity and Inclusion in UF COP (to align with other COPs – e.g., STLCOP)Formalize partnerships with colleges that serve underrepresented minorities and UF to create, enhance pathways to the COP Add URM grad students and postdoc to D and I committeeCollege Mission and PoliciesRecommendation by Black Faculty - College mission should reflect diversity and inclusivenessRecommendation by Black Faculty - Clear policy on zero tolerance for racism, discrimination and injustice. The consequences for violating this should be clear.Continue encouraging college staff, faculty, students, postdocs to report threatening learning environments or incidents of racism through confidential feedback form to be investigatedDiversity StatementsRequire current faculty members to submit 1 page diversity statement as part of their annual review starting this year. Require resubmission of this statement every year and encourage revisions for each annual review. Encourage faculty to list all their mentees and identify those that meet URM criteria (seeing these numbers on a page might motivate some to be more mindful)Require current faculty that hold leadership positions (Deans and Chairs) to use their diversity statement to specifically address their role in leadership to increase diversity in their units, promote inclusion, and hold their supervisees accountableAsk Dean Johnson to share her personal diversity statement with COP faculty/staff/studentsTrainings/EducationEducation/TrainingsRecommendation by Black Faculty - Training of all faculty and staff on implicit bias, judgements etc.Recommendation by Black Staff - Require cultural competency training for all supervisors, but specifically those that lead black staff.COP faculty and staff having Implicit Bias training to learn more about our own implicit bias, and how to overcome them in our interactions with students and our everyday livesEngage more deeply in your personal education in this area, in which case you might want to invest time in reading a book. See Considering black academics and the changes they have to make in order fit into a white academic world and be accepted as professionalMaking their name easier to pronounceSelf-presentationThe way they talkTheir mannerismsThe culture of where certain expectations arise from should be examined and if they are equitable across all racesPut together a type of book club/reflection club/discussion club, or even something similar to putting families first. Either just faculty groups or perhaps with combined faculty/staff/student groups, in order to create safe spaces for these conversations to occurIncorporate into faculty assignments either going forward, or for a designated amount of time while these changes are initially made, in order to strongly encourage (or require) participationCreate opportunities either via the book club or town hall to learn more about the experiences of our colleagues and understand the black racism experience, consider joining with FL consortium or other UF health colleges (discussed making focus of next preceptor town hall series in the fall)Host daily events: a seminar on racism, a culture education event, a talk discussing various cultural perspectives on pharmacy and research (f.e. homeopathy), and then the Pharmily International Dinner (year 2!) during International Education Week in NovemberPay more attention to having diverse speakers for college and dept seminarsHave some seminars that address health disparities/ differences in outcomes or pathophysiology or PGxThink about a journal club on health disparities/ differences in disease – (might be an opportunity to do this with PharmD students?) or ask that these topics are considered in choosing papers for discussion Mentoring/RetentionRecommendation by Black Faculty - Develop and implement a structured mentorship program for minority faculty.Purposeful efforts for the retention of Black faculty.Recommendation by Black Staff - Create a retention plan for current black staffCreate advancement plans for those staff members that should be retainedCreate new positions or make plan for vacated positions to be filled with black staff where possibleCreating a more inclusive environmentConcerns Raised by Black Faculty - Perception of being considered a “token” for affirmative action, although may not be true.Disrespect of minority serving institutions affiliation. For example, questioning expertise because you are graduate of an HBCU institution or previous position at an HBCU institution.For some of the non-minority professional students, it may be the first time that they have a Black faculty as a professor. It is important to find a way to manage this effectively, especially in class. This could also affect faculty evaluations.Marginalization, especially in terms of ideas and thoughts. This is really crucial especially when decisions are being made at a departmental level. As a minority, it is very difficult to have your ideas fully heard not to think of get it implemented. If it is put to a vote, the odds are against you having sufficient votes. As an example the Behavioral Research track in POP was eliminated without giving any consideration to the minority scientist whose area of research was in this area. Furthermore, the Behavioral Research track was the primary program, which attracted significant number of minority students. Without any consideration of how the decision would hurt the only Black faculty in the department/college at that time, the Behavioral Research track was eliminated. This sends the wrong message on how the department/college values the Black faculty’s science.A second example is the PharmD Professional Health Equity Certificate, which was proposed in 2018. After spending significant effort in developing the proposal, the Black faculty was simply told to stop its development although a significant number of PharmD students expressed interest in the Certificate. This again sends the message that Health Equity, an important focus for minorities (especially Blacks) is not valued.Concerns Raised by Black Staff – Make sure new hires are plugged in with the Association of Black Faculty and StaffAsk a black staff member to reach out to new hires to welcome them to the collegeEncourage Research in D&IStronger commitment to and showcasing health-disparity focused research/research-training funded awardsCreate a college focused minority supplements to fund health disparity-focused researchAnother R25 – NIDA & Genomics: by Black Faculty - Similar to PROSPER Award, set aside “Diversity and Health Equity” Research/Teaching Pilot Award.RecruitingRecruiting minorities, especially Black applicants:Recommendation by Black Faculty - Purposeful recruitment of Black faculty for diversity. Progress can be made almost immediately with courtesy/adjunct appointments given to Black faculty Need more URM on faculty- keep our best, both PharmD and PhDMake a written diversity statement part of the application process for faculty positions. Require 1 page diversity statement in application materials for new faculty hires. Ask candidates to explicitly address measures they plan to implement to increase equity in their research/clinical dutiesRecommendation by Black Staff – Actively recruit black staffBe considerate of where we are listing open positionsBe considerate of how we are describing the job (language/description creates a barrier)Attend URM career fairsRecommendation by Black Staff – Make leadership aware of the number of Black staff within COP. There were concerns that leadership is unaware that there are only 13 Black staff out of the 141 TEAMS staff members in the college. NOTE: This is about 9% and Gainesville has 22% black.Require diversity within search committeesCreate policy that prevents colleagues from being a part of the interview process (creates an unfair bias)Need more URM graduate studentsNeed to highlight the SURF program and R35/U54 opportunities and use theseRefresh handouts to distribute at conferences, and to HBCU and other universitiesImprove outreach to HBCU and colleges w/diverse undergrad populationConsider doing a one day Open House Open up Research Showcase to visitors Mentoring program with FAMU PharmD interested in PGxProfessional EducationRecommendation by Black Faculty - Create a college-supported pipeline program for the recruitment of Black PharmD students and graduate students.Continue encouraging students to report threatening learning environments or incidents of racism through confidential feedback form to be investigated (this also applies to grad students, postdocs, staff and faculty)Create a health disparities certificate program with rotation elective options including rural health and sites in underserved communitiesCompile a list of resources/websites relating to diversity and inclusion and include it at the bottom of class syllabi and invite someone from the office to discuss during orientation (specifically with 1PD) but a refresher could be beneficial Creation of some type of course, and then evaluation of our admissions process. Experiential Recruiting more sites in areas with health disparities to increase opportunity for student exposurePrioritize scheduling of rotations with black preceptors and also with preceptors who work in predominantly black communitiesAssign IPPE workbook and APPE portfolio assignments for students to reflect on racial disparity in healthcareSpotlight on outstanding black preceptors and black student pharmacists in the newsletterSpecial awards for black students and preceptors to celebrate achievementsMisc.:An outreach program that allows faculty, staff and students to support kids in underserved schools, for example: Big Brother/Sister styleBlack Student Suggestions & Feedback for the D&I Committee Meeting held June 17, 202030 black students from all three campuses attended a zoom meeting on June 17, 2020 and provided the following feedback for the College of Pharmacy and D&I Committee:Curriculum Suggestions/FeedbackTeach more about the health disparities in the minority community Many times, we are given the statistics about how black people have a higher prevalence of diabetes, high blood pressure, etc., but then we are not taught about the social problems that they face within society that contribute to these various disparitiesThis new material can be implemented within transcending concepts, PPD, Population Health, interprofessional workshops such as IPLH, or within an elective course (led by Dr. Segal or Dr. Odedina)Diversify the patient profile cases Many of the cases about obesity, diabetes, and high blood pressure show images of older black womenBlack people don’t always have to represent these specific disease statesTeach about the injustices that minorities have faced so students can better understand our mistrust for the healthcare systemEx. Henrietta Lacks, increased mortality rates among pregnant minority women, etc.IPPE/APPE Suggestions/FeedbackStudents would like to see more minority career coaches and preceptorsMore rotations sites should be located in predominantly minority areasA student shared an experience she had with her CIPPE that was in a predominantly minority area. She shared that it was a great experience and even the white students who were assigned to that location shared that the experience was eye-opening and helped change their perspective.Admission & Recruitment Suggestions/FeedbackAllow black students to host some of the Instagram live sessions to help recruit more minority studentsThe welcome phone calls done for newly admitted black students should be done by current black studentsA student shared a very positive experience with one of their admission phone calls to a black student. The new student stated that she already felt more comfortable and less nervous to come to UFCOP after that phone call.Start recruiting and doing campus visits in predominantly minority areasAllow some black students to go with Jose Garcia on some recruitment trips to show representationAll black students interested in helping should have the chance to go, even if they aren’t ambassadorsThere is a Black Enrichment center at the Reitz Union, which is primarily used by undergrad students, so that could be another place we can recruitThere is also an undergrad orientation for black students called Pact and it might also be a good idea for students to speak thereEvent Suggestions/FeedbackStudents would like to see more black alum speak at meetings and eventsThe Diversity and Inclusion Workshop should be a larger, banquet-style eventOne student explained how the event is sort of interactive, so maybe the banquet should be a separate event hosted in February Misc. Suggestions/FeedbackStudents would like to be updated about the status of the twitter incident Faculty should be more diverseThere should be a larger percentage of black students at UFCOPThere should be more black student ambassadors on all 3 campuses (one student stated that there are currently none in Jax)Students would like to learn more about the D&I committee (many students had no idea that we existed)Many students were wondering if there is any way they could get involved with the committeeThere should be a designated faculty member that minority students can go talk to if they face any discrimination on campus or feel uncomfortable Ms. Hathorn was suggested by a few students for the GNV campusDr. Adrienne DeBerry was recommended by a Jax student who had a very positive experience speaking with her after feeling very uncomfortable as a new student ................
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