Department of Family and Preventive Medicine

DEI Council Mission

The Department of Family and Preventive Medicine (DFPM) is committed to Diversity, Equity and Inclusion (DEI), as well as to integrating the practice of DEI into every facet of our Department.  As such, the DFPM has established a DEI Council, the primary goal of which is to incorporate the principles of DEI into patient care, education, research and staff and faculty development so that they are normalized in our daily practice and interactions.  This integration of DEI principles is integral to maintaining the integrity of our Department’s clinical and educational missions as well as our individual integrity.  The work of the council, through concrete action, is to make the Department a place where all faculty, staff and trainees feel welcome and can thrive.  Incorporating DEI principles in every aspect of the Department a place where all faculty, staff and trainees feel welcome and can thrive.

Values

The Department values the strength that comes from diversity in our faculty and staff.  The promotion and fostering of diversity will lead to better patient care, impactful research, innovative education, and retention of talented faculty and staff.  Applying DEI through discrete and measurable actions leads to real change and outcomes that move our department closer to our ideals.  The department, with inclusive representation through its Diversity, Equity and Inclusion Council, will strive to utilize platforms such as faculty/staff development, mentorship, education, scholarship, research, quality improvement, advocacy, and equitable patient care to achieve these goals through the promotion of social justice.  Respecting diversity within ourselves and our patients with respect to, but not limited to, age, race, gender, ethnicity, sexual orientation, disability, religion, socioeconomic status and points of view is a core value of our department.

Goals

  1. Develop a diversity, equity, and inclusion action plan by which the department will be held accountable for reaching its internal goals.
  2. Promote and proliferate the development and retention of a diverse workforce including faculty, staff, and training programs.
  3. Evaluate the department for structural racism and develop action plans to eliminate biased policies that hinder the development, promotion, and retention of diverse faculty and staff.
  4. Incorporate evidence-based high-quality diversity, and inclusion educational curricula into training initiatives for faculty, staff, trainees, students and community members, centered on patients.
  5. Advocate for the department to advance diversity, equity, and inclusion as one of the cornerstones for all new and current department initiatives
  6. Foster high-quality research and quality improvement initiatives aimed at social justice reform, improvement of patient outcomes, and decreased healthcare disparities in the community.

Resources

As a testament to our commitment to recruiting and retaining talent from various backgrounds, the department offers opportunities to participate in Emory's Diverse Recruitment is Valuable (DRIVE) Underrepresented Minority Faculty (URM) Development program, which promotes career development through didactics, peer mentoring, and discussion. Our PA program hosts an annual reception for underrepresented minority students, faculty, and alumni during orientation week.

Diversity - 1
Minority reception
PA speaking diversity