Strengthening Our Commitment to Faculty Through Improved Strategic Plan
At Cincinnati Children’s, we are committed to increasing representation and advancing the careers of faculty who are historically underrepresented or marginalized in medicine and biomedical research. We aim to build a diverse, inclusive, and collaborative culture in which all faculty, including religious minorities and foreign nationals, feel safe, valued, connected, and respected. To achieve this, we focus on addressing the drivers key to increasing representation and supporting our strategy.
We promote a shared responsibility to address implicit and explicit bias, and transform systems/processes to eliminate inequities. We confront racism, and support efforts to address social determinants of health by partnering with communities to promote health equity.
From Our Department Leaders
"Cincinnati Children’s Hospital Medical Center embraces diversity, equity and inclusion as a catalyst for excellence in pediatric patient care, education, research and child advocacy. We believe that a workplace in which diverse backgrounds and experiences are valued and leveraged appropriately, allows us to: better provide culturally competent care and superior outcomes to our patients and families; conduct stronger research with wider reach and applicability; attract and retain the best employees from around the world; prepare future generations of healthcare providers to work effectively in global, diverse settings; and build more meaningful relationships in the communities that we serve.
We strongly support the efforts of the Office of Academic Affairs and Career Development and the Office of Diversity and Inclusion to improve the recruitment of a diverse faculty and to ensure their success. We strive to apply evidence-based practices in our efforts to recruit, retain, and promote a diverse faculty.
Our goal is to ensure that Cincinnati Children’s continues to be a place where everyone thrives."- Tina L. Cheng, MD, MPH (Pediatrics), Daniel von Allmen, MD (Surgery), Brian D. Coley, MD (Radiology), and John J. McAuliffe III, MD, MBA (Anesthesia)
Diverse Recruitment and Retention Strategies, Programs, and Grants
Multiple initiatives are underway to support recruitment, career development, and leadership for faculty who are historically underrepresented or marginalized in medicine and biomedical research, including underrepresented racial and ethnic groups, women, those who identify as LGBTQ+, and individuals with disabilities.
We are employing several best practices to recruit faculty underrepresented in medicine and science and have developed a guide for faculty. Additionally, we have developed strategies for ensuring recruitment of a diverse pool of applicants for all open positions.
To facilitate promotion of faculty whose efforts focus on diversity, equity and inclusion (DEI), the Department of Pediatrics has incorporated DEI activities in our criteria for promotion of faculty demonstrating achievements in these areas.
We have developed and implemented leadership programs that are designed to enhance emotional and social competencies in leadership, improve core leadership skills, and support participants in becoming resonant and resilient leaders. The Core Leadership Program was recently redesigned to better address the specific leadership needs of women and those from underrepresented backgrounds and includes sessions about maintaining vitality and resilience as a leader, leading diverse teams, and operational and finance skills.
We have an active Black Faculty and Staff Alliance and have recently launched additional Affinity Groups (including Hispanic/Latino, Asian American & Pacific Islander, LGBTQIA+, Disability Status and Allies) for faculty and medical staff to come together, network, and share successes.
Faculty Cultural Humility Train-the-Trainer Program
This is a unique training opportunity for faculty to increase their level of comfort with leading conversations pertaining to diversity, equity, and inclusion topics in their work units. It aims to foster a climate that respects, values, and leverages diverse perspectives, identities, and experiences, and promotes well-being, belonging, and connectedness.
To support the development of researchers who are underrepresented or are conducting health disparities research, the Diversity and Health Disparities Award provides a $150,000, two-year grant. To support women researchers, the Charlotte R. Schmidlapp Women’s Scholar Award provides $140,000, two-year grants. The Place Outcomes Young Investigator Diversity Research Award is an award for senior fellows and junior faculty conducting research focused specifically on health disparities and equity as well as senior fellows and junior faculty from underrepresented groups conducting all types of health services, outcomes, implementation, and learning health systems research.
The Office of Academic Affairs and Career Development (OAACD) facilitates multiple pathway programs targeting to promote careers in pediatric research. More than 250 middle school, high school, and undergraduate students participate each year in these programs, providing students from diverse backgrounds (including those who are traditionally underrepresented in biomedical careers) educational opportunities and research experience.
To learn more about these initiatives, please email: firstname.lastname@example.org
Health Equity Research and Community Partnerships
- Michael Fisher Center for Child Health Equity Cincinnati Children’s has launched the Michael Fisher Center for Child Health Equity, which recognizes a past president and CEO’s leadership in the effort to ensure that all of the region’s kids can be the healthiest in the nation. Read more about the center here.
- Community and Population Health. Cincinnati Children’s cares about the health of all children in the community, not just those who might need care within the hospital. The medical center’s 2020 strategic plan calls for the hospital to lead, advocate and collaborate to measurably improve the health of local children and reduce health disparities in targeted population. Learn about our efforts here.
- Center for Clinical Translational Science and Training (CCTST). The CCTST is committed to promoting diversity, equity, and social justice in clinical and translational research. Learn more about current efforts here.
Volunteer Ambassadors Program
Cincinnati Children’s has a long tradition of community involvement. Faculty who are interested in knowing more about ways to give back to our community may consider the Volunteer Ambassadors Program
Employee Resource Groups
Employee Resource Groups (ERGs) provide employees with various opportunities to lead and get involved both within and outside of the medical center through partnerships, programs, and service projects. Each ERG operates from a plan that aligns with and helps support our overall goals and strategic plan.
Meet the Team
Faculty across the institution work to foster diversity, equity and inclusion. Meet the team.