Plan to Enhance Diversity

增强多样性的计划

• 批准号: 10628573
• 负责人: RICK A. KITTLES
• 金额: $ 15.92万
• 依托单位: BECKMAN RESEARCH INSTITUTE/CITY OF HOPE
• 依托单位国家: 美国
• 财政年份: 1997
• 资助国家: 美国
• 起止时间: 1997-08-01 至 2027-11-30
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10628573
• 关键词: Accountability; Adoption; African American; Area; Awareness; Basic Science; Behavior; Cancer Center Support Grant; Catchment Area; Cities; City of Hope Comprehensive Cancer Center; Climate; Clinical; Clinical Sciences; Collaborations; Communication; Communities; Community Outreach; Compensation; Comprehensive Cancer Center; Creativeness; DNA; Data; Development; Doctor of Philosophy; E-learning; Educational Grants; Educational process of instructing; Employee; Ensure; Environment; Equity; Event; Eye; Faculty; Fellowship; Fostering; Funding; Future; Health; Health Disparities Research; Historically Black Colleges and Universities; Holidays; Incidence; Individual; Infrastructure; Institution; Internships; Laboratories; Latino; Lead; Leadership; Learning; Malignant Neoplasms; Malignant neoplasm of prostate; Measurable; Measures; Minority; Minority-Serving Institution; Mission; Nurses; Outcome; Participant; Pathway interactions; Patient Care; Patients; Performance; Population; Population Sciences; Postdoctoral Fellow; Process; Program Development; Program Sustainability; Research; Role; Scholarship; Services; Strategic Planning; Stretching; Students; Suggestion; Surgeon; Surveys; Training; Translational Research; Underrepresented Populations; Universities; Update; Vision; Woman; Work; community engagement; design; diversity and inclusion; economic disparity; empowerment; equity, diversity, and inclusion; experience; falls; functional group; graduate school; graduate student; health equity; holistic approach; improved; innovation; insight; instructor; leadership development; lens; operation; precision medicine; programs; recruit; research faculty; social disparities; trend; unconscious bias

Abstract Plan to Enhance Diversity The City of Hope Comprehensive Cancer Center (COHCCC)’s Plan to Enhance Diversity (PED) is led by Rick Kittles, PhD, COHCCC Associate Director for Health Equity and Angela L. Talton, PED Operations Lead. Our diversity, equity and inclusion (DE+I) mission is to “infuse DE+I into our DNA”—to make sure DE+I is part of our day-to-day interactions throughout COH while tailoring programming and initiatives to the needs of individual areas such as the COHCCC. Our strategy seeks to highlight connections between DE+I and innovation, precision medicine, compassionate patient care, and acknowledgment of diversity. The connection being the need to respect and reflect differences as we seek to cure cancer for the entire population, not just a subset of it. COHCCC is committed to being proactive in fostering an equitable, inclusive, and safe environment that embraces diversity and diverse perspectives. Basic, translational, clinical, and population science research flourish when faculty, staff, and students are empowered to think big. COHCCC promotes values of scholarship, leadership, transparency, and accountability in the pursuit of excellence in discovery, learning, and service. Within a highly dynamic research environment, COHCCC advances these guiding principles in the recruitment, training, and development of future scientific leaders. COHCCC has demonstrated significantly increased institutional commitment to DE+I over the last two years, reflected by the hiring of Ms. Talton and the chartering of the DE+I Governance Council. Highlighted DE+I accomplishments include: The successful roll out of mandatory DE+I scenario-based, interactive training in Unconscious Bias and Situational Inclusivity for all COH employees has laid the groundwork for an inclusive culture predicated upon changing actions and behaviors. Development of a DE+I strategic plan, including triennial Diversity Climate Surveys disseminated to all graduate students, post-doctoral fellows, and faculty, has allowed COHCCC to better understand our present and potential diversity and inclusion performance, so we can plan for the future. We sponsored—and executive leadership endorsed—a strategic initiative to increase the diversity of faculty and strengthen COHCCC leadership in the science of health disparities and DE+I. Through the resulting Interdisciplinary Cluster Hire Program, COHCCC will hire faculty with a demonstrated record of research, teaching, and/or service to focus on African American and Latino health issues and populations. Our Specific Aims for the next funding period are: 1) Build a sustainable program to enhance COHCCC’s commitment to DE+I; 2) Through leadership commitment and strategic accountability, proactively foster an equitable, inclusive, and safe environment that embraces diversity and diverse perspectives; and 3) Infuse DE+I into the DNA of the COHCCC through a holistic approach.

增强多样性的抽象计划 希望之城综合癌症中心S增强多样性计划由 里克·基特尔斯博士，COHCCC卫生公平副主任和安吉拉·L·塔尔顿，PED运营主管。 我们的多样性、公平性和包容性(DE+I)的使命是将DE+I注入我们的DNA--确保DE+I是一部分 我们在整个COH过程中的日常互动，同时根据以下需求定制计划和计划 个别地区，如COHCCC。我们的战略旨在突出DE+I和 创新、精准医疗、富有同情心的病人关怀，以及对多样性的认可。这种联系 在我们寻求治愈整个人口的癌症时，需要尊重和反映差异，而不仅仅是一个 它的子集。中共中央致力于积极促进公平、包容、安全的环境 这包含了多样性和不同的观点。基础、转化、临床和人口科学研究 当教职员工和学生被授权有远大的想法时，就会蓬勃发展。弘扬学术价值观， 在发现、学习和服务方面追求卓越的领导力、透明度和责任感。 在高度动态的研究环境中，COHCCC在招聘中提出了这些指导原则， 培养和发展未来的科学领袖。 在过去两年中，COHCCC显示出对DE+I的机构承诺显著增加， 这体现在雇用Talton女士和特许成立DE+I治理理事会。 重点介绍的DE+I成就包括： 成功推出基于情景的强制性DE+I互动培训，以消除无意识偏见和 对所有COH员工的情景包容性为基于以下条件的包容性文化奠定了基础 改变动作和行为。制定DE+I战略计划，包括三年一度的气候多样性 向所有研究生、博士后研究员和教职员工传播的调查使COHCCC能够更好地 了解我们目前和潜在的多样性和包容性表现，以便我们能够规划未来。我们 这是一项战略倡议，旨在增加教师和教师的多样性 加强COHCCC在健康差距和DE+I科学方面的领导地位。 跨学科集群招聘计划，COHCCC将招聘具有良好研究记录的教师， 教学和/或服务，重点关注非洲裔美国人和拉美裔美国人的健康问题和人口。 我们在下一个资助期的具体目标是：1)建立一个可持续的计划，以增强COHCCC的 对DE+I的承诺；2)通过领导承诺和战略责任，积极促进 公平、包容和安全的环境，拥抱多样性和不同的观点；以及3)注入DE+I 通过一种整体的方法进入COHCCC的DNA。