Diversity, Equity & Inclusion (DEI) – Equity, Vitality & Inclusion (EVI)

Boston University Chobanian & Avedisian School of Medicine, Boston University Medical Group & Boston Medical Center

Diversity, Equity and Inclusion Statement

The Department of Pathology & Laboratory Medicine at Boston Medical Center and Chobanian & Avedisian School of Medicine strongly believes that the cultural and social diversity of our faculty, staff, residents and students is vitally important to the distinction and excellence of our clinical, research and academic programs. As a department and institution we embrace and champion justice, equity, diversity and inclusion. While our organization has a rich history of inclusion and diversity, we recognize that there is much work to be done to create a fair and just society.

We are committed to the active pursuit of equity and inclusion for our faculty, residents, students and staff. We commit to the support of our local and regional community to create opportunities for employment and education. We support education about social determinants of health and embrace anti-racism.

Department of Pathology & Laboratory Medicine Diversity, Equity, Vitality & Inclusion Report – April 2022

DEI Year in Review 2021 - 2022

Boston Medical Center Culture Code

Underrepresented Minority (URM) Resident Steering Committee

As a member of the URM Resident Steering Committee, you become an important part of our URM recruitment, student mentorship, and resident mentorship efforts. Learn more here

Do not hesitate to reach out to us if you want to participate and you have missed the registration deadline. If you have any questions regarding any of the above feel free to email us at URMRSC@BMC.ORG

    Additional Readings & Resources

• Additional Readings & Resources Boston University Medical Group Office of Equity, Vitality and Inclusion – Inclusive Language Practices
• BMC, Chobanian & Avedisian School of Medicine and BUMG – Glossary for Culture Transformation
• My Name is Not Interpreter. Montenegro. JAMA 2016
• A Qualitative Approach to Intersectional Microaggressions. Nadal et. al., QP 2015
• Perceptions of Factors Associated with Inclusive Work and Learning Environments in Health Care Organizations. Aysola et. al., Health Policy 2018
• Inclusion and Diversity in Work Groups: A Review and Model for Future Research. Shore et. al., Journal of Management 2011
• Cultural Humility versus Cultural Competence. Tervalon et. al., 1998