The DEI Team

DEI Committee Leadership and Support
- DEI Training and Awareness
- Faculty Recruitment, Retention & Advancement
- Improved Interactions
- Staff Recruitment, Retention & Recognition
- Outreach/Pipeline
Committee Meetings occur on the 2nd Wed of each month, subcommittees meet monthly.
DEI Training and Awareness
Charge: DOHG becomes a more inclusive, diverse, and welcoming environment through regular, required educational opportunities.
Subcommittee Co-Leaders: Melanie Hardy and Robby Van Sciver
Subcommittee Members: Lauren Lichten, Jean Luan McColl, Theresa Pringle, Paula Martinez Feduchi
Priorities:
- Develop and facilitate cohorts engaging in regular discussions and activities emphasizing principles of diversity, equity, and inclusion.
- Organize at least one case conference, seminar, or department rounds per semester on a DEI topic
- Facilitate a session at the department retreat on a DEI topic
Accomplishments:
- Department DEI Survey - 99 respondents: 85% indicated DEI trainings are moderately to extremely important
- DOHG Cohort Survey - 56 individuals interested in Cohort Model of DEI Training
- 6 cohorts created including undergrads, grad students, postdocs, staff and faculty. Initial meetings held, 6 monthly meetings being planned.
- Independent Study Online Canvas DEI Training "course" developed
- Four department specific DEI related case conference/department grand rounds held

Faculty Recruitment, Retention & Advancement
Charge: Recruit diverse faculty members to the DOHG, as well as faculty members who are devoted champions of diversity.
Subcommittee Co-Leaders: Victor Corces and David Weinshenker
Subcommittee Members: Samantha Lanjewar & Kate McCann
Priorities:
- Seminars for promising candidates of diversity - The Steve Warren Early Career Investigator Seminar Series
- Bringing DEI Awareness to the application and interview process
- Broadly advertise and increase outreach for hiring position before the application cycle starts
Accomplishments:
- Six (6) Steve Warren Early Career investigator Seminars were held in 2021 - 2 of these speakers of diversity are scheduled for job interviews
- Faculty search included DEI-focused advertising
- Search committee underwent DEI training
- Implemented DEI criteria for evaluating candidates
Improved Interactions
Charge: To increase and improve interactions between healthcare professionals (e.g., nurses, clinicians, clinical psychologists) and clinical research teams who have direct contact with patients and research participants.
Core Representatives: Rossana Sanchez Russo & Robin Weems
Subcommittee Members: Laura Davids, Raven Holmes, Keirsa Nimmons, Kimberly Ruan
Priorities:
- Evaluate current patient survey results to determine if DEI concerns are raised and consider adding DEI questions based on this to patient survey
- Use this information to disseminate to the clinical team positive and negative interactions reported
- Develop a protocol to obtain relevant social/environmental barriers to patient care
Staff Recruitment, Retention & Recognition
Charge: Create a culture where each DOHG staff member is an active contributor to the department’s mission; is noticed, heard, valued, and supported, and thrive because this is where they belong.
Subcommittee Co-Leader: Elizabeth Sablon
Subcommittee Members: Janelle Clark, Carmen West
Priorities:
- Create awareness of DOHG leadership stand on DEI issues and DOHG efforts
- Empower and equip current and new hires with information on how to access support and/or services related to DEI.
- Ensuring all staff members work in a culture where they are valued and have access to all available resources for any DEI issues that may arise.
- Facilitating the process for professional growth
Accomplishments:
- Welcome video from the Department Chair created
- Identified all staff members of the DOHG and created an updated listserv for communication
- Created a DEI-focused Orientation Package for new staff hires, now being included in the onboarding process