Cultural Humility and Antiracism

The IU Office of the Vice President for Diversity, Equity, and Multicultural Affairs (OVPDEMA) offers various educational opportunities across its campuses for staff, faculty and students to foster an inclusive and respectful environment that encourages dialogue and interaction about issues related to equity, social justice, and intersectional diversity. View previous workshops. 

IU School of Medicine offers cultural competency programs and educational activities on unconscious bias, cultural humility, microaggressions and micro-resistance, safe space, LGBTQ+ care, and more. Open workshops can be scheduled throughout the academic year in person or remotely. Diversity staff can attend staff meetings and retreats and present one-to-two-hour workshops. These workshops are a great way to help meet diversity plan goals.

IU HR has partnered with LinkedIn Learning to provide current IU staff, faculty and students with access to an online library of expert-led DEI video tutorials and courses.

To ensure free access to these resources, search for and access LinkedIn Learning via One.IU. You can then follow a DEI Learning Path curated by IU that addresses bias, cultural competence, effective communication, and accountability while working in a diverse environment. You can explore these issues further by choosing any of the 60 video courses that have been reviewed in this helpful spreadsheet.

The Acronyms, Anonymity & Racial Terminology Workshops bring university faculty and diversity, equity, and inclusion staff together in a timely discussion of racial terminology, the generalization of minoritized racial identities in conversation and research, and the use of the terms BIPOC (Black, Indigenous, People of Color) and POC (People of Color).

Anti-racism agenda, tools, and resources are designed to promote conscious effort and deliberate action in providing equal opportunities for all people on an individual and systemic level. The Racial Healing Handbook is an excellent resource to get started on the topic of racism. The guidebook provides an overview and practical tools to help you navigate racism, and it meets you where you are - whether you are new or well-versed in this journey.

Implicit biases can impact our relationships and interactions in many ways. One way that implicit biases can manifest is in the form of microaggressions. The Bias Resources & Training provide information and strategies for addressing implicit biases and microaggressions, and help create a psychologically safe workplace for everyone.

Additionally, Faculty Affairs and Professional Development (FAPD) created a training module for Mitigating Unconscious Bias in Decision-Making. This module provides a deeper understanding of unconscious biases, how they influence behavior and decision-making, and how they impact us all. Dean Jay Hess expresses the value of completing this training on our community and beyond.

Cultural humility is arguably the most important attribute needed in our work with people from minoritized backgrounds. The Cultural Humility Training will explain how it is different from cultural competence as well as provide practical strategies for cultivating cultural humility.

The LGBTQ+ Health Care Conference is a three-day event designed for nurses, physicians, physician assistants, psychologists, speech pathologists, social workers, students, trainees, community members and other allied health providers who seek to understand the unique health considerations and barriers to health care in the LGBTQ+ population.

IU School of Medicine's iCARE series seeks to prepare persons, affiliated with the institution, to lead action and conversations related to addressing systematic racism and race inequities.

The Inclusive Language Guidelines from the American Psychological Association aim to raise awareness, guide learning, and support the use of culturally sensitive terms and phrases that center the voices and perspectives of those who are often marginalized or stereotyped. They also explain the origins for problematic terms and phrases and offer suitable alternatives or more contemporary replacements.

The Department of Pediatrics featured a Grand Rounds presentation by Drs. Dennis Fortenberry and Julia LaMotte titled: "Pronouns & Patient Safety in Health Care: Clinical & Institutional Competencies for Organizational Change." This Grand Rounds lecture and Badge Buddies were originally a Department of Pediatrics DEI Committee initiative.

The Ruth Lilly Medical Library resource guide on Anti-Racism, Inequity, and Implicit Bias in Health Care includes links to books, articles, podcast, webinars, and other teaching and learning resources related to issues of race, inequality, and implicit bias in medicine, medical education, and health care.

Teaching Physician is a comprehensive online resource specifically designed for community preceptors. It provides instructional strategies for preceptors in the form of videos, tips, answers to frequently asked questions and links to in-depth information on clinical teaching. The Teaching Physician offers resources about inequities in clinical and health education, unconscious bias, implicit bias in learners, eliciting the needs of diverse learners, celebrating learner diversity, and more.

IU School of Medicine program directors can find the school's subscription username and password for the Teaching Physician website on the External Resources for Faculty Development page within the Faculty Development Toolkit housed on the GME Resource Library SharePoint site.

The ACGME has enacted several Common Program Requirements addressing issues of diversity, equity, and inclusion through accreditation: 

• Section I.C. Addresses recruitment and retention of a diverse and inclusive workforce.
• Requirement II.A.4.a).10. specifies the need for program directors to cultivate an environment in which residents and fellows can raise concerns and provide feedback without fear of intimidation or retaliation.
• Section V begins to address evaluation and asks programs to collect data on ultimate board certification rates of its graduates, with the intent of decreasing reliance on first time pass rates as a measure of excellence.
• Requirement VI.B.6. states that programs and Sponsoring Institutions must provide a professional, and respectful environment free from discrimination, harassment, mistreatment, abuse, or coercion.

The Equity Matters initiative aims to drive change within graduate medical education by increasing physician workforce diversity, and building safe and inclusive learning environments, while promoting health equity by addressing racial disparities in health care and overall population health.

Diversity, Equity, and Inclusion Officers Forum: This forum is a monthly Zoom session open to anyone serving in this role. Monthly calls are held on the second Wednesday of each month, unless otherwise indicated, at 5:00-6:00 p.m. Central Time.

To sign up, email diversity@acgme.org.

Forum format: Prior to the session, participants are asked to watch two video modules. The modules are 30-45 minutes long. During the meeting, speakers who created the modules are invited for a 60-minute Q&A session. Participants have an opportunity to ask the presenters questions.

Forum Materials: Visit this ACGME DEI Officer Forum Materials SharePoint Site for resources from the DEI Officers Forum Sessions. The site provides video recordings, slides, documents, links to educational activities and additional resources about women in medicine, gender disparities and equity, power and privilege, history of racism in medicine, recruiting diverse residents and faculty, intersectionality, trauma mitigation, and patient safety and health care disparities among other items.