DEI

Policy:

It is the policy of BUPAP to continue to improve diversity, equity, and inclusion (DEI) within the program. A standing DEI subcommittee meets regularly to discuss ends, ways, and means to increase diversity and inclusion actions within the faculty, staff, and student populations. These objectives and actions include training, development, and education for the program. The DEI subcommittee consists of representatives from administration, the faculty, and student population within the program. Below are the initial objectives and actions developed by the subcommittee for training, development, and education:

Objectives:

1. Promote Diverse Representation: Increase student diversity through recruitment and admissions strategies targeting underrepresented groups (race, ethnicity, gender, socio-economic background).
2. Enhance Cultural Competency: Equip students with skills to interact with diverse populations through continuous DEI training and curriculum integration.
3. Foster an Inclusive Environment: Ensure student policies, support services, and curriculum development promote equity and a welcoming environment for all backgrounds.

Actions:

Admissions Process:

• Implement a holistic admissions process, prioritizing diverse experiences and backgrounds (related to Standard A1.11a).
• Collaborate with HBCUs and other institutions to establish articulation agreements that attract minority applicants.
• Place admission listings in minority-focused publications to expand outreach.

DEI Committee and Student Representation:

• Committee Structure: The student DEI committee includes a student DEI representative and faculty members. The committee will meet quarterly to assess the effectiveness of DEI efforts and recommend improvements.
• Responsibilities:
  • Student DEI representatives will be chosen by each cohort during class officer elections and will liaise with the program's DEI committee to ensure student perspectives are included in policy decisions.
  • The student DEI representative is elected by each cohort during class officer elections. This representative serves from election until their cohort’s graduation, ensuring continuous representation throughout the program.

Training and Development:

• DEI Training during Orientation: Mandatory DEI training will be included during student orientation. This training will focus on unconscious bias, cultural competency, and inclusive practices.
• Annual DEI Training: Students will participate in annual self-assessment bias and cultural competency training developed by the sponsoring institution.
• Community Engagement: Students are required to engage in service-learning projects with diverse and underserved populations as part of their clinical rotations.

DEI Climate Survey:

• Survey Delivery: The DEI climate survey will be administered annually to both current and past students, gathering feedback on diversity, equity, and inclusion issues within the program. The survey will measure both qualitative and demographic data to inform DEI actions. The survey will be opened for responses from April 1st to May 1st each year. All survey participants will remain anonymous.
• Survey data will be analyzed by the DEI committee. Aggregate results will be shared with the student body, and actionable changes will be implemented based on key findings. A summary report will be made available by August 1st each year. This summary report will be listed on the program website and emailed directly to program students, staff, and faculty.

Communication Channels:

• Students may report DEI-related concerns or feedback directly to the DEI committee via an anonymous submission form available on the program website or during quarterly open forums.
• Students may also report any DEI-related concerns to the elected student DEI committee representative for their cohort, directly to the DEI committee chair, the program director, or the dean of the College of Health Sciences.