General Links

Dismantling Racism in Ourselves

Creating expectations for individual responsibility in everyday interactions will build a culture of anti-racism and inclusion. Supporting employees’ learning and growth will embed antiracism and inclusion in everyday behaviors and actions. Providing BIPOC employees with equitable pathways for success and growth will allow us to attract and retain top talent.

  • Order Badge Backers. Tips for preventing and responding to microaggressions.
  • Record your name using NameCoach. Records the proper pronunciation of your name in your own voice. Taking the time to learn and correctly pronounce a person’s name is one simple and important way to respect and honor their identity.
  • Service Now. Access UW Health’s Service Now Portal to obtain DEI resources and consultation. Categories for resources and consultation include:
    • Tree poster
    • Key responses poster
    • Key response card backers
    • Pronoun pins
    • DEI learnings and professional development
    • Consultation on equity tools
    • Employee Resource Group (ERG) statement of interest

Continuing Education

  • Department of Medicine (DOM) Clinical Faculty Development Series
  • SMPH Canvas Diversity, Equity, and Inclusion (DEI) Web-based Modules and/or UW Health ULearn DEI Web-based Trainings. Provide a comprehensive approach to DEI topics so we can build a sustainable culture of antiracism and inclusion together. (Note: These are the same resource. Both are listed for different access points.) Modules offered:
    • Strategies to Reduce Stigmatization in Documentation
    • Race, Racism, and Antiracism Modules
    • Why Lead with Race?
    • Bias in Recruitment and Hiring Modules
    • Multicultural Interactive Video
    • Bias in Healthcare Modules
    • Embedding Equity Tools Modules
  • SMPH Canvas Microlearning Facilitation Resources and/or UW Health ULearn Microlearning Facilitation Resources. Designed for folks facilitating in-person or virtual conversations around DEI topics with their team or department. Each topic below has a facilitator guide, resources to share, and a follow-up survey. (Note: These are the same resource. Both are listed for different access points.)
  • UW Health Equity Tools. Guide leaders, stakeholder groups and teams through a deliberate process of reflection and evaluation to improve workplace culture of inclusion and mitigate unintended consequences of bias that often occur in daily operations when equity is not consciously addressed.
  • UW Health DEI Learning Roadmaps. The DEI team offers various web-based and “live” learning and growth opportunities to support workplace DEI efforts. We aim to provide departments with personalized tools they need to begin building a sustainable culture of antiracism and inclusion. Requires at least 15 faculty members. Email pcisnerosprevo@uwhealth.org or dcampoverde@uwhealth.org for a personalized roadmap. We also offer full-day DEI retreats for teams/departments. Email for more information.
  • SMPH Ensuring an Inclusive, Healthy Climate. Resources that encourage faculty to address bias and privilege; workforce diversity; empathy and respect; wellness, wellbeing/well-being, and moments for mindfulness.

Dismantling Racism in Our System

Ensuring that our internal tools, systems, and approaches generate equitable results as the foundation for all our building community efforts to succeed.

  • DOM DEI Task Force. Learn about the individuals who formed a task force to recommend diversity, equity, and inclusion efforts in the Department of Medicine. Some task force members have transitioned to the DEI Committee.
  • DOM DEI Committee. The Department of Medicine is committed to creating a diverse, equitable, and inclusive environment for our faculty, staff, and trainees. We aim to intentionally create and promote an inclusive and safe community where all members can thrive and feel welcome and supported. And we will actively work towards dismantling racism in ourselves, our systems, and our community.
  • SMPH Equity, Inclusion & Engagement Policy Assessment Toolkit. Provides guidance and structure for the development of new, and examination of existing, policies to ensure a systemic approach for equitable outcomes.
  • UW Health Policy 1.2.22 Patient, Family, and Visitor Discriminatory Requests or Behavior. Ensure safe, timely, culturally competent, and quality patient care while protecting staff from bias, discrimination, and disrespect.

Retention Resources

  • Employee Resource Groups (ERGs). Voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives.
  • Centennial Scholars/Centennial Clinicians Program. The Centennial Scholars/Centennial Clinicians (CS/CC) Program is designed to support departments in hiring and developing diverse faculty from groups who experience health disparities in Wisconsin.
  • UW Health Equity and Support Services. A resource for BIPOC and LGBTQ+ providers and staff to share their experiences at work. We accomplish this by providing support, resources, and tools to help the employee navigate shared concerns.
  • Employee Assistance Office. When personal or work-related concerns become difficult to manage, UW–Madison’s Employee Assistance Office (EAO) can provide timely solutions for life transitions, physical or emotional health issues, and relationship challenges.
  • Employee Wellbeing. We recognize wellbeing needs are fluid and change over time. We are here to support you in creating balance, embracing good health, finding connection... all aligned with your purpose.
  • Stay Interview Toolkit. SMPH encourages conversations between supervisors and their employees on a regular basis to identify the aspects of the organization and job responsibilities that are influencing the employee to stay in their current position, to explore ways that SMPH can better engage them in their work and explore strategies to mitigate any triggers that may cause the employee to consider leaving.

Dismantling Racism in Our Community

Addressing systemic racism will allow us to advance health equity. Partnering with community leaders will allow UW Health to make a deeper and broader impact on racism and equity.

  • SMPH Native American Center for Health Professions. Works with prospective students, current students, and health professionals to serve as a central location for opportunities of growth, professional development, mentorship, research, and support.
  • UW Health Community Health Improvement. Staff in the UW Health Office of Population Health partner closely with community organizations and other healthcare partners to develop programming to address the most pressing needs impacting the health of our community. This work is guided by our Community Health Needs Assessment.
  • UW Health Community Relations. Provides $3.9 million in donations to hundreds of organizations each year. We align our giving strategy to follow UW Health’s diversity, equity, and inclusion (DEI) and community health improvement focus areas.

Recognition

Recruitment/Human Resources

  • DOM Faculty Recruiters. For more information, contact Deb Gugel.

Residents and Fellows

  • Employee Resource Groups (ERG)–Black, Indigenous, People of Color (BIPOC) Fellows/Residents ERG. Voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives.
  • DOM Fellowship Program Coordinators and UW Health ULearn Microlearning Facilitation Resources. For more information, contact Kara Westmas.
  • Women in Leadership and Development (WILD). WILD is a certificate for fellows in the DOM designed to provide a toolkit for career advancement, targeting skills to negate systemic gender bias and inequities in medicine.
  • LGBTQ+ Health Fellowship. We are excited to recruit for the AMA Foundation-sponsored LGBTQ+ yearlong academic fellowship at SMPH.