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Diversity & Inclusion

The Emory University School of Medicine is committed to ensuring a climate of inclusion and organizational equity by leveraging the varied attributes of diversity in our community. Our commitment is amplified by our Mission to recruit and develop a diverse group of students and innovative leaders in biomedical science, public health, medical education, and clinical care.

As a leading institution, it is imperative that we train, recruit, and employ faculty, staff, and learners who relate to, engage with, and meet the needs of the multicultural and international communities we serve. Organizational culture rich in diverse attributes and life experiences enhances our ability to deliver equitable, cross-cultural healthcare and lead the effort to eliminate health inequalities and improve health outcomes globally.

The Organizational Equity and Inclusion team is responsible for the overall program design of equity, diversity, and inclusion programs within the School of Medicine. This team works in tandem with the Offices of Faculty Affairs & Development and Multicultural Medical Student Affairs to ensure continuous and systematic recruitment and retention programs positively impact student, trainee, faculty, and staff populations and a cultivate a climate of inclusion within the School of Medicine.

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Policy on Diversity & Goals

The Emory University School of Medicine views diversity as encompassing race, ethnicity, gender, religion, socioeconomic status, sexual orientation, disability, and other aspects of life experience. These attributes enhance our scholarly, learning, living, and healthcare environments. They also enhance our ability to deliver equitable, compassionate, cross-cultural healthcare, improve community health, and lead efforts to eliminate health inequalities and improve health outcomes in disadvantaged and vulnerable populations. We must train, recruit, and employ a diverse group of faculty, staff, students, and trainees, including members of communities underrepresented in the medical and scientific workforce who reflect and understand the multicultural and international communities that Emory serves. A climate of inclusiveness is essential to achievement of diversity. We affirm diversity and inclusiveness to be fundamental values that benefit our classrooms, workplaces, and community.

Our work in this area shall be guided by the following principles:

  • The School, in partnership with the University, will engage in continuous, systematic and focused recruitment and retention activities to ensure diverse student, trainee, faculty and staff populations, including enhancement of mentorship and advancement opportunities.
  • The School will design, implement and grow programs and partnerships aimed at broadening diversity among qualified applicants for admission to its degree and training programs.
  • The School will design and implement programs that celebrate the diversity within our community and our successes in promoting diversity.
  • The School will provide institutional resources, including scholarship funds and academic preparation assistance, to enhance success and retention of graduating students and trainees.
  • The School will develop, implement and continuously refine training programs to heighten awareness of and reduce the impact of bias in recruitment, admissions, hiring and promotions processes.


The School of Medicine Executive Committee on Organizational Equity and Inclusion is charged with monitoring the School’s progress toward achieving diversity across all of its activities and programs and advising the Dean of the School of Medicine on how best to promote and enhance diversity and inclusiveness, including the setting of institutional goals in this area. Ongoing assessment will include review of admissions, recruitment and retention data with the Emory University Office of Equity and Inclusion and periodic administration of surveys designed to assess diversity and inclusiveness across the spectrum of School programs and activities. To ensure continuous attention to goals in these areas, the Executive Committee on Organizational Equity and Inclusion will provide the Dean of the School of Medicine with an assessment of progress relative to diversity and inclusiveness-related goals no less than annually.

Equal Opportunity & Affirmative Action Programs

Emory University does not discriminate in admissions, educational programs, or employment on the basis of race, sex, color, religion, ethnic or national origin, gender, age, disability, sexual orientation, gender identity, gender expression, veteran's status, or any factor that is a prohibited consideration under applicable law and prohibits such discrimination by its students, faculty, and staff. Students, faculty, and staff are assured of participation in University programs and in use of facilities without such discrimination. The University also complies with all applicable federal and Georgia statutes and regulations prohibiting unlawful discrimination. All members of the student body, faculty, and staff are expected to assist in making this policy valid in fact. Any inquiries regarding this policy should be directed to the Emory University Office of Equity and Inclusion, 1599 Clifton Road 5th Floor, Atlanta, GA 30322. Telephone 404-727-9867 (V) 404-712-2049 (TDD). 

Emory University has an approved Affirmative Action Plan and complies with Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act, and applicable regulations there under. Any inquiries should be directed to the Emory University Office of Equity and Inclusion, 1599 Clifton Road 5th Floor, Atlanta, GA 30322. Telephone 404-727-9867 (V) 404-712-2049 (TDD).

Women in Medicine

Associations

Emory Women's Center
A forum for women's intellectual, cultural, ethical, and spiritual life

PCSW
President's Commission on the Status of Women at Emory

AAMC
Association of American Medical Colleges, Women in Medicine

AMA
American Medical Association, Women in Medicine

AMWA
American Medical Women's Association, Inc.

Prominent Women in the School of Medicine - Past and Present

Claudia Adkison
A former Emory faculty member in anatomy, Claudia Adkison left Emory to attain her law degree and returned to Emory later to become an executive associate dean. She wrote the first conflict-of-interest policies for the medical school and the university.

Dorothy Brinsfield
Dorothy Brinsfield received the medical school's first fellowship in pediatric cardiology. She joined the Emory faculty in 1963, at a salary of $10,000 per year, and rose through the academic ranks to become full professor and director of pediatric cardiology. She later became dean of students, following retirement of Evangeline Papageorge.

Linda Cendales
Emory reconstructive surgeon Linda Cendales led the team that performed the Southeast's first hand transplant in March 2011.

Winton Elizabeth Gambrell
Winton Elizabeth Gambrell was the first woman to be admitted to Emory’s School of Medicine, in 1943.

Luella Klein
Luella Klein became the first female department chair (gynecology/obstetrics) in the medical school in 1986. She was also the first female president of the American College of Obstetricians and Gynecologists. 

Evangeline Papageorge
In 1929, Evangeline Papageorge became the first woman appointed to the full-time faculty at the medical school. She would later become the school’s first female administrator when she was appointed dean of students in 1956. She is remembered fondly by legions of alumni, who created the Papageorge Teaching Award in her honor.

Harriet Robinson
Microbiologist Harriet Robinson developed a promising DNA vaccine candidate for both prevention and treatment of AIDS.

Nicole Turgeon
Nicole Turgeon, director of clinical islet transplants, and Kevin Kim, director of interventional radiology and image-guided medicine, together performed Emory's first minimally invasive islet transplant on a 42-year-old patient who had type 1 diabetes since she was 10. Performed under moderate sedation, the procedure required less than a quarter-inch incision rather than the two-to-three-inch incision used for the conventional method of islet transplant. Guidewires, catheters, and a central line were threaded through the incision into the portal vein. Under image guidance, the fragile islet cells were infused directly into the liver for implantation and to begin making insulin.

Nanette Wenger
In 1960 cardiologist Nanette Wenger was appointed director of the cardiac clinics at Grady Memorial Hospital. She would go on to become a leading expert in heart disease in women.

Executive Committee on Organizational Equity & Inclusion

Comprised of senior faculty and staff leaders, the Executive Committee on Organizational Equity and Inclusion defines and measures the diversity and inclusion standards at the School of Medicine and influences the implementation of strategic initiatives throughout the organization.

Co-Chairs

Ira Horowitz, MD, SM, FACOG, FACS

Farah Chapes, CPA

Sheryl Heron, MD, MPH, FACEP