Make Your DEI Strategy Stick
If you have worked with me, or learned from me, you know that I LOVE unpacking the ins and outs of strategy implementation. While our focus may be on DEI and Health Equity (remember these are two different things!), there is a lot we can learn from our corporate partners about mapping our actions and…Read More
Building Your Windmills: An ODLC 4-Step Guide
It is certainly windy out here! As DEI and Health Equity leaders of consequence, change is instrinsic to the work that we do. We create it, manage it, and sustain it, all of which can be complex tasks to achieve. What do you do when the uncertainty, resistance, and stress of this complicated domain bring…Read More
In 2024, Your DEI Efforts Matter Even More! (And Here’s the Data to Prove It)
Another year is in the books! You’ve written the papers, held the meetings, mentored the students, presented the lectures, invested in programming, and modified policies. And so much more! Yet, for many leaders in this space, there is still uncertainty about the future of diversity efforts. Will this still matter in 2024? Will the distractions…Read More
How to Combat DEI Fatigue and Promote-Self Care in 2024
Here we are. At the tail-end of another adventurous, activity-filled year. I couldn’t be more proud of our ODLC members and I am super excited about what 2024 holds for our organization. Although some of us are approaching a Winter “break,” the work of equity, diversity, inclusion, and belonging never seems to rest. Nevertheless, I…Read More
Differentiate Your Health Equity Goals
Is “Health Equity” the same as “DEI” effort? Actually, no. While these phrases are often used interchangeably, they refer to two distinct areas of study, action, and policy. In short, the foundational term “DEI” often refers to representation, fairness in resources, belonging, and valuing uniqueness. In contrast, “Health Equity” is the societal goal of everyone having a fair and just opportunity to attain…Read More
Expand Your DEI Leadership Scope
Instead of minimizing effort and duties, consider expanding the scope of your DEI leadership role to include a wider array of populations and business domains within your purview, giving yourself a more holistic view of your organization’s needs. By doing this, you break down the figurative walls that keep DEI initiatives siloed and at-risk in many institutions. This can result in true integration of your work across the enterprise.
Up Your Upstander Game
Decades ago, the DEI arena gave significant attention to the “bystander effect” that occurs when the presence of others discourages someone from intervening in an emergency, against a bully, or during an assault. The greater the number of bystanders, the less likely it is for any one of them to provide help to another person in distress.
Beware of DEI Data Traps
Learn how data-driven diversity strategies can unintentionally create additional marginalization of populations in an organization that are small in number… How often do you look for within-group differences in your data? How does attrition data for Black women in your department or residency program compare to the overall rate for all women?
Understand the Roots of Resistance – and the Strategies to Overcome Them
Resistance is not going away anytime soon. In some places, it’s heating up. The more we understand its roots, the better equipped we are as leaders and innovators in this complicated, critical journey.
Make Allyship Cool Again
I propose that we, as DEI leaders, make allyship cool again. This takes more than an award or a social media explosion calling out our favorite mentors. This requires true, genuine relationship and education.