SOM Mission & Policy

SCHOOL OF MEDICINE MISSION STATEMENT

• Read SOM Mission statement

SCHOOL OF MEDICINE Diversity Policy

Based on the growing body of evidence that inclusion of all factors that expand diversity in perspective and action adds to the richness of an academic community and is essential to building and sustaining leadership in academic medicine, and eminence in advancing health and health care, the UTHSC SOM has established and strives to uphold its Diversity Policy, as follows:

To demonstrate its commitment to diversity and inclusion, it is SOM policy to...

• Cultivate and ingrain throughout the academic environment a culture that values and respects diversity, thereby demonstrating the profound belief that diversity and inclusion add unique, enduring and motivating value to the pursuit and achievement of each part of the SOM mission.
• Support the appointment of Dean(s) and Office(s) for Diversity to address faculty and student diversity and inclusion across all employee and trainee needs in conjunction with institutional leadership and policy guidance.
• Support a Diversity Committee, representing faculty, staff, students and trainees; advisory to the SOM Dean and the Medical Faculty Assembly.
• Maintain representation to the AAMC Group on Diversity and Inclusion, AAMC Group on Faculty Affairs, the AAMC Group on Women in Medicine and Science, and work with the representation from related AAMC entities.
• Employ continuous quality improvement methods to assess SOM diversity and inclusion needs over time in order to insure delineation of those specific group whose members the institution seeks to enroll in its student body and trainee classes as well as employ among its faculty and staff because those specific groups are the source of 'added value' for all participants in our SOM learning environments. Devise and employ a responsive diversity action plan, including feasibility and anticipated outcomes.
• Uphold all equity policies and practices for faculty recruitment and non-discrimination, and employ best practices for insuring broad outreach and conducting inclusive searches. Follow the standards detailed in the institution's Resource Guide for Faculty and Executive Committee Recruitment.
• Uphold all equity policies and practices for faculty retention, professional development, advancement, and transitions across the faculty career 'life-span,' incorporating best practices to provide effective mentoring and a respectful, inclusive and supportive environment.
• Establish valid and reliable metrics to gauge diversity accomplishments; insure accuracy of required reports and other data management.
• Uphold all UTHSC EEO/AA and Human Resources' policies and practices for non-discrimination in recruitment and employment of any administrative and profession employee, classified staff and other employees, as well as trainees.

SCHOOL OF MEDICINE Diversity Definitions

Through extensive collaboration and deliberation, the Group on Diversity and Inclusion of the Association of American Medical Colleges established the below-listed definitions of Diversity, Inclusion and Health Equity, which have become operable formal definitions at our SOM.

In regard to our own faculty, as well as for students and staff, the SOM values diversity that entails mindfulness across the spectrum of human differences, yet is specific to those characteristics that will best serve the needs of South Texas when accomplishing the SOM mission of excellence in teaching, research, service and community engagement.

• Diversity
  • Diversity as a core value embodies inclusiveness, mutual respect, and multiple perspectives and serves as a catalyst for change resulting in health equity. In this context, we are mindful of all aspects of human differences such as socioeconomic status, race, ethnicity, language, nationality, sex, gender identity, sexual orientation, religion, geography, disability and age.
• Inclusion
  • Inclusion is a core element for successfully achieving diversity. Inclusion is achieved by nurturing the climate and culture of the institution through professional development, education, policy, and practice. The objective is creating a climate that fosters belonging, respect, and value for all and encourages engagement and connection throughout the institution and community.
• Health Equity
  • Health equity is when everyone has the opportunity to attain their full health potential and no one is disadvantaged from achieving this potential because of their social position or other socially determined circumstance.