Cincinnati Med-Peds is committed to a diverse and inclusive residency program. We believe that diversity is essential to foster collaborative learning and teamwork and to provide the best care to our patients. We value diversity in all areas including
race/ethnicity, gender identity, sexual orientation, age, physical abilities, socioeconomic status, religion, and other life experiences. Our residents and faculty are involved in many different projects and groups to help promote diversity and inclusion
in our residency program and our health system.
Diversity, Equity, Inclusion, and Antidiscrimination Philosophy
We acknowledge our current societal structures marginalize many of our patients and healthcare providers through racism, sexism, heterosexism, cissexism, ageism, ableism, classism, ethnocentrism, and religious oppression. All of these structural discriminatory practices still exist in society and we categorically oppose all of them.
We strive to be a program that celebrates diversity of race, gender identity and expression, sexual orientation, age, ability, class, religion, national origin, and lived experiences.
Diversity in all forms translates into more well-rounded clinicians, more effective teams, and improved patient outcomes. We strive to accomplish this by:
Promoting an environment of inclusivity.
Advancing our outreach, recruitment, and retention practices to ensure that our residents and faculty reflect the patients that we serve.
Providing personalized support to ensure ALL residents and faculty members are given the opportunity to thrive during training and practice.
Partnering with our institutional leaders and categorical programs to be a leading force for equity in the health systems and communities in which we practice.
This is a dynamic, evolving process that will require hard, uncomfortable truths and frequent re-evaluation of our current practices. We vow to remain committed, even when faced with challenges, because we refuse to live in a world that is complacent with the status quo.
In 2019, our internal medicine program selected implicit bias as one of the program’s areas for focus and improvement. The global aim of this group is to explore and reduce implicit bias as healthcare providers providing optimal care to our diverse patient population, and to promote diversity and inclusion within the residency program.
A working group comprised of resident and faculty leaders meets monthly to learn about and discuss the impact of implicit bias on patient care and our physician workforce. Our Associate Program Director, Leslie Applegate, was a key leader in this group at its inception. During the 2019-2020 academic year the group created recommendations for ways to incorporate implicit bias training into our resident education and recruitment activities. All our Med-Peds interviewers participated in implicit bias training during the 2019-2020 recruitment season and we plan to continue this curriculum for all future recruitment seasons. These efforts have helped sustain and expand an annual implicit bias academic half day session and promote the recruitment of increasingly diverse resident classes.
The Cincinnati LGBTQ+ Resident Association is a joint effort between the University of Cincinnati, Cincinnati Children’s, and Christ Hospital, and is open to all resident physicians in the Cincinnati area. The organization’s focus is three-fold, including community, mentorship, and advocacy. Programming has included monthly social events for residents, developing opportunities for attending mentorship, partnering with medical student groups, and institutional and legislative advocacy projects.
LGBTQ Care Working Group at our Med-Peds Clinic
In our combined Internal Medicine and Pediatrics primary care clinic, a working group consisting of both residents and faculty members meet monthly to improve the care of our LGBTQ+ patients. To date, projects having included: creating pronoun badges of both patients and staff; developing educational programming on PreP, gender affirming care, and other LGBTQ+ health topics; grant-funded work to improved transitions from pediatric to adult care for LGBTQ+ patients; acquiring LGBTQ affirming children’s books, binders, sex education kits, and affirming office art for clinic; participation in Cincinnati Pride.
Opportunities for LGBTQ+ Advocacy
Between UC and CCHMC, there are many options for LGBTQ+ advocacy. Residents have been involved with Cincinnati Pride, the advocacy interest group at CCHMC, the LGBTQ+ Resident Association, and LGBTQ+ Care Working Group.
Our graduate medical education community has formed a multi-specialty group to promote the inclusion of under-represented housestaff at our respective institutions.
The mission of the Minority Housestaff Association is to create opportunities for the advancement of under-represented housestaff through mentorship, networking, professional development and community engagement while promoting an environment of diversity and inclusion across the UC Health System.
The group works to support one another across specialties, create community through various events, and to recruit exceptional prospective applicants. The faculty advisors are Ndidi Unaka, MD, (Pediatric Faculty) and Lisa Johnson, MD (Family Medicine faculty and interim associate dean of DEI for the College of Medicine). More information can be found on their website and the Minority Housestaff Association Facebook page.
The Office of Diversity, Equity, and Inclusion (ODEI) is committed to increasing the number of qualified underrepresented minority medical students, residents, and faculty at the University of Cincinnati College of Medicine. ODEI is under the leadership of Associate Dean Mia Mallory, MD, and Assistant Dean Lisa Johnson, MD. More information can be found on the ODEI website.
ODEI hosts a Diversity Second Look Event every year to introduce you to our diverse residents and faculty, as well as showcase our city and demonstrate the health disparities in Cincinnati. Please contact ODEI for more details.
In January 2020, UCHealth named Jeanetta Darno, SPHR, as the health system’s first diversity officer. She is a globally recognized thought leader and speaker on diversity and inclusion and brings a strong track record of effecting positive change. In 2015, she received the Ohio Diversity Council Most Powerful and Influential Woman Award. You can meet Ms. Darno here!
In June 2020, CCHMC named Visael “Bobby” Rodriguez as the vice president of diversity, inclusion and community relations. He has more than 30 years of experience in diversity and inclusion and has a passion to ensure an inclusive and welcoming environment for all employees, patients and communities. You can meet Mr. Rodriguez here!
We are so grateful to be part of medical systems that value leaders who will work to advance our health systems’ cultures of inclusion and the development of behaviors that embrace diversity and inclusion at all levels. We are so excited to move forward with the leadership of these two great champions for diversity and inclusion!
Monique Jindal, MD, UC/CCHMC Med-Peds Class of 2017 and Med-Peds Chief 2017-2018, is currently a third-year general academics fellow at Johns Hopkins Medical Institution. Her academic career goal is to inform both provider-level and community-level interventions to mitigate health disparities for minorities, particularly those driven by racism. She believes that it is essential to combat racism at each of its levels: interpersonal, internalized, and structural. During her chief residency at UC/CCHMC she created and delivered a racism in medicine curriculum for our pediatrics and Med-Peds residents. Since then she has continued her work in this field and earned recognition for her work including the highly sought-after Academic Pediatric Association Young Investigator Award, to study the impact of this curriculum on resident empathy levels and racial attitudes in both Baltimore and Cincinnati. Dr. Jindal is also working with the American Academy of Pediatrics (AAP) on enhancing diversity in children’s literature offered during well child visits. On a structural level, she is conducting a systematic review on the association of police interactions and poor health outcomes for Black youth. This deep dive into the literature has allowed her to also actively contribute to the creation of an AAP policy statement on policing and child health. Most recently, Dr. Jindal was named one of the National Minority Quality Forum’s 40 Under 40 leaders in minority health. We are SO PROUD of Dr. Jindal’s many accomplishments and thankful for her leadership towards a more equitable future in healthcare!