Diversity Accomplishments

The Department of Psychiatry and Behavioral Sciences has had a long history of commitment to supporting and furthering diversity and health equity in our own department and the larger community. In fact, the department formed its Committee on Ethnic, Cultural and Gender Diversity in 1991 (which renamed the UCSF Department of Psychiatry Diversity Committee in 1994). Since then, the committee has continued to work both within the department and across UCSF to foster diversity, equity, and inclusion. Below are some of our most recent accomplishments.

(JUMP TO A SPECIFIC YEAR: 2020-20212019-20202018-2019)
 

2020–2021

Recruitment and Retention

  • Nominated faculty for John A. Watson Faculty Scholar Award
    • 2021 DPBS Awardee: Margareth Del Cid, PhD
    • Worked toward new application review processes for candidates
  • Completed listening tour for women faculty
  • Successful Gender Equity WIP series (led by Danielle Roubinbov, PhD)
     

Education

  • Excellent 2020 Evelyn Lee Lecture speaker (Carola Suárez-Orozco, PhD) with co-sponsorship from the Department of Neurology, UCSF Health and Human Rights Initiative, UCSF LatinX Center of Excellence, and ZSFG Latinx Task Force
  • Sponsored Reshma Jagsi keynote for International Women’s Day in March
  • Representation on the UCSF Faces of Ability panel in October (Stephen Hinshaw, PhD, and Christina Mangurian, MD, MAS)
  • Supported RTP’s Cultural Area of Distinction seminar
  • Encouraged more DPBS faculty to complete DEI Champion Training
    • 63% of DPBS faculty completed training
    • 88% of DPBS leadership completed training
       

Research

Communication

  • Published quarterly newsletter for the entire DPBS community
  • Increased outreach for submissions from DC to entire DPBS community to create a more inclusive newsletter
  • 6th Annual DPBS Diversity Celebration
    • Successfully planned first virtual celebration
    • Collected data on what attendees would like to see different to make our community more socially just and inclusive
       

Health Equity

  • Solidified goals for translation services, a landscape assessment of screening for police brutality, and a landscape assessment of patient advisory boards
  • Created, distributed, and analyzed results of a survey across assessing clinician’s access and comfort level with using interpreter services across all DPBS sites. Results will be used to inform a best practice training for providers.
     

Other accomplishments

  • Finalized SOPs for Watson Fellowship, Evelyn Lee Lecture, Diversity Celebration, newsletter, and URM award
  • Congressional Hispanic Caucus presentations in January and May (Christina Mangurian, MD, MAS)
  • DPBS representation on the UCSF Committee on the Status of Women (Christina Mangurian, MD, MAS; Danielle Roubinov, PhD; and Lauren Weiss, PhD)
  • DPBS representation on the UCSF Academic Senate’s Committee on Equal Opportunity (Andreea Seritan, MD)
  • Collaboration on UCSF’s Faces of Ability initiative
  • Our people
    • Women:
      • Faculty: We are above AAMC benchmark (54%) for female faculty in 2019 (58%). This is an improvement from 2016 (50%) (view data)
      • Residents: We are above ACGME benchmark (49%) for female residents in 2019 (51%) and have been since 2017 (51% to 55% through that time)
      • Post-docs: We continue to have excellent representation of women post-docs since 2017 (71%+)
      • Staff: We continue to have excellent representation of women staff since 2016 (68%+)
    • URM
      • Faculty: We are above AAMC benchmark (10%) for UIM faculty in 2019 (12%). This is an improvement from 2016 (10%).
      • Residents: We are above ACGME benchmark (12%) for UIM residents in 2019 (16%) and have been since 2017 (14%-16%).
      • Post-docs: We have increased the proportion of UIM post-docs from 2017 (7%) to 2019 (17%).
      • Staff: We continue to have increased the proportion of UIM staff since 2016 (33% to 37%).
         

Black Study Group (Michelle Porche, EdD, Christopher Bartley, MD, PhD, and Jacquelyn Word)

  • Last year, in response to concerns about structural racism and as part of our continued work to advance racial justice in our community, the department established the Black Study Group, which put together an important report about the experiences of Black faculty, staff, and trainees in our department. Following the publication of the report the department formed four work groups to develop action plans in response to the report’s findings and recommendations. The work groups will be submitting their recommendations to the DPBS Executive Committee soon and we are eager to receive their input and use it to inform our ongoing efforts to reshape our institutional structures and practices to create a more equitable and welcoming environment for every member of our community.
     

Caregiver Task Force (Co-leads Michaela Pain, MPH, and Susan Meffert, PhD; additional members: Emily Dauria, PhD; Clara Farr-Rice, PhD; Margo Pumar, PhD; Tara Rooney, BCBA; Ann Parsons, PhD; Carmen Masson; PhD, Enjey Lin, PhD; Hildur Joves)

  • In response to the impact of COVID-19 upon caregivers, the department appointed a voluntary caregiver task force to develop recommendations to reflect the needs of faculty, trainees, and staff caregivers throughout our department. These members worked to create an excellent Caregiver Report. Leadership has taken this report and created an action plan. They have been working on the high priority action items in partnership with this group. We are also planning on hiring a consultant in August 2021 to review this report and other previously collected data (e.g., Gathering Wisdom from Women series; diversity survey) to generate further recommendations to promote gender equity in our department.
     

2019-2020

Recruitment and Retention

  • Half of the vice chairs on our Executive Committee are women; half of those women are URM.
  • Christina Mangurian, MD, MAS, conducted the “Gathering Wisdom from Women Series” for women faculty across all sites (the session with SFVAHCS-based assistant professors has been postponed due to COVID-19, but will be rescheduled as soon as possible)
  • Several faculty members obtained prestigious UCSF awards related to diversity:
    • John A. Watson Faculty Scholars – David Pennington, PhD, and Christopher Bartley, MD, PhD
    • Chancellor Award for the Advancement of Women – Nicki Bush, PhD
    • Chancellor Award for LGBTQI Leadership – Lori Thoemmes, LMFT
  • Distributed a department-wide climate survey
  • New grant obtained to diversify the workforce in child psychiatry
  • Joint effort with San Francisco VA (Psychology Diversity Committee and Mental Health Diversity Council) to create a DEI-informed hiring toolkit, which includes guidelines and recommendations for selection committees to use to mitigate bias and improve DEI best practices in selection of new staff
  • Working with various department leaders to gather resources on how to include maternity/family leave on advancement/promotion packets
     

Education

  • Hosted Esther Choo, MD, MPH, for 15th annual Evelyn Lee Lecture
  • Conducted outreach to faculty and staff to take part in SOM Diversity and Inclusion Champion training, resulting in 29 faculty members completing training!
  • Collected baseline statistics about gender and topic diversity for department and CAP grand rounds to inform future procedures for identifying speakers
  • Task force leadership participated in micro-aggressions and allyship trainings with the goal to disseminate further
  • Conducted several national, regional, and local presentations regarding diversity
  • Raised $5,000 from various UCSF sponsors to host speaker, Edgardo Miranda-Rodriguez (creator of La Borinquena, a STEM woman superhero) to be planned post-COVID
     

Research

  • Increased the proportion of women who are full professors to 37%, which is above the AAMC national average.
  • Creating an award to recognize mentorship of women and URM trainees
  • Created a Gender Equity in Academic Medicine (GEM) works-in-progress group
    • Studies had influence upon university policy (travel with dependents)
  • Received Genentech Health Equity Award obtained focusing on mid-career faculty who mentor URM trainees (PI Mangurian)
  • Several publications
     

Communication

  • Annual Diversity Celebration
  • Quarterly newsletters
     

Health Equity

  • Facilitated a special town hall on structural racism and inequities
  • Conducted needs assessment of needs of limited English proficiency (LEP) patients at LPPHC
  • Collaborating with the newly formed Black Study Group to help address systemic racism and gather information about the experiences of Black faculty, staff, and trainees in our department
     

2018-2019

Recruitment and Retention

  • Created and implemented a new policy to provide 12 weeks of 100% paid leave to childbearing faculty
  • Developed an internal process to increase our success with Watson Scholar applications and had our second successful recipient, Tara Collins, MD, MPH
  • Developed a plan to regularly provide listings of diversity-related awards in our quarterly newsletters
  • Disseminated strategies to obtain recognition and credit for teaching for non-UCSF registered students
  • Conducted exit interviews of some faculty who have departed, as we are always looking at ways to improve the experience of our faculty and staff
     

Education

  • Hosted an excellent Evelyn Lee Speaker in 2017 (Beth Hillman, PhD, JD)
  • Hosted another excellent Evelyn Lee Speaker in 2018 (Eliseo J. Pérez-Stable, MD)
  • Invited a speaker on Muslim Mental Health in 2017 (Rania Awaad, MD)
  • Encouraged faculty and staff to take part in SOM Diversity and Inclusion Champion training
  • Generated a list of URM faculty available for visiting medical students interested in psychiatry
     

Research

  • Hosted the NIH Chief Officer for Scientific Workforce Diversity (Hannah Valantine, MD, MRCP)
  • Developed a faculty “flow chart” by series (rank/step, site, gender, research/clinical) for annual assessment, with initial data passes showing particular areas of gender imbalance for senior research faculty. This has helped us as we work to refine our recruitment and retention strategies and policies.
  • Reviewed current distinguished professorships and developed a plan to target women and URM candidates in the future
  • Faculty with research funding are being specifically reminded about NIH diversity supplements
  • Multiple peer-reviewed papers on diversity-related topics were published by members of DOP community
     

Communication

  • Identified faculty/staff links to various diversity efforts across campus (including Differences Matter; San Francisco VA Medical Center Psychology Diversity Committee; San Francisco Department of Public Health trauma-informed initiatives; Zuckerberg San Francisco General Department of Psychiatry multicultural workgroup; UCSF Cultural Psychiatry Area of Distinction; Benioff Children’s Hospital Oakland trauma-informed systems workgroup)
  • Developed an electronic communication plan with quarterly newsletters