DEIJ training helps facilitate positive intergroup interaction, reduce discrimination and prejudice, and instructs individuals from different backgrounds on how to work together effectively.
DEIJ training also supports professional and career development, leadership development and culture change initiatives aimed at creating more inclusive and welcoming environments.
OVPDEMA Diversity Education and Workshops
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 Cultural Competency Training and 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. Request a workshop.
60 Online DEI Learning Modules from LinkedIn
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.
Acronyms, Anonymity & Racial Terminology Workshop
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 Training (upcoming resource)
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.
Bias Resources & Training
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 Training
Cultural humility is arguably the most important attribute needed in our work with people from minoritized backgrounds. The Cultural Humility Trainingwill explain how it is different from cultural competence as well as provide practical strategies for cultivating cultural humility.
Focusing on LGBTQ+ Health Considerations
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.
iCARE (Implementing Conversations to Advance Racial Equity)
IU School of Medicine's iCAREseries seeks to prepare persons, affiliated with the institution, to lead action and conversations related to addressing systematic racism and race inequities. View the iCARE brochure.
Inclusive Language Guidelines
The Inclusive Language Guidelinesfrom 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 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.
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.
ACGME Equity Matters
In support of its commitment to diversity, equity, and inclusion, the ACGME launched ACGME Equity MattersTM, an initiative that supplies a framework for continuous learning and process improvement in the areas of diversity, equity, and inclusion and anti-racism practices.
Increasing 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.
ACGME Equity Matters
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.
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.
DEIJ Scholarship and Health Care Disparities
Education, training, and research in health inequities, health disparities, and social determinants of health promote the wellbeing of our patients.
To ensure the accountability and transparency of DEI strategies, metrics and outcomes measures should be implemented and tracked. Qualitative and quantitative data will support evidence-based decision making and allow programs to assess progress towards DEI goals and objectives.
Getting Started with Cultural Humility and Antiracism
Cultural humility is arguably the most important attribute needed in our work with people from minoritized backgrounds. This workshop will explain how it is different from cultural competence as well as provide practical strategies for cultivating cultural humility.