Recruit Diverse Learners, Faculty, and Staff

Recruit an array of people from widely diverse backgrounds; provide tools and supports that encourage people to stay at URMC and advance as far as talent takes them; expand work opportunities for the least privileged in our community.

Major Themes

• Academic and career pipeline programs
• Workforce development programs (MCC, city of Rochester)
• Professional networks 
• Robust and centralized diversity recruitment office
• Career Paths
• Scholarships

Key Milestones for FY2021

• All pipeline and networking relationships inventoried
• Search committee members trained in implicit bias
• Staff career path program in development
• Workforce development program with city, MCC, and others
• Baseline metrics established for key areas of recruitment

Objectives

1. Improve and sustain academic and career pipeline programs proven to increase diversity
   • Inventory of current pipeline programs throughout UR/URMC; survey past participants and determine funding mechanisms
   • Targeted workforce development programs (city of Rochester, MCC, etc.)
   • Align workforce learning needs/opportunities with University tuition program (certificates, masters)
2. Bolster professional networks to identify and increase diverse candidates
   • Build and/or strengthen relationships with professional networks and affinity groups 
   • Connect employees and learners to Rochester affinity groups and resources
3. Recruit diverse faculty, staff, students, trainees, postdoctoral researchers
   • Implement and follow best practice recruitment strategies to attract diverse candidates; focused effort on Leadership roles
   • Grow a centralized recruitment function
   • Provide financial assistance to students/trainees underrepresented in health care and science (scholarships, travel support, academic prep work, etc.)
4. Improve career tracks for all; focused effort on retaining diverse candidates already recruited to URMC
   • Professional and mentorship programs targeted at junior faculty
   • Inclusive leadership certification 
   • Career Path Modernization Project; a multi-year initiative to completely transform job title and compensation program creating a modern and relevant library of job titles and job descriptions; career paths to guide employees’ professional development

Progress

In Progress

• Developed talent acquisition and metrics structure for leadership positions.
• Currently piloting the Faculty Recruitment Best Practices and Toolkit with the CheT Director and Office of Health Equity Research Directors searches.
• Developed eight career pathways for high need positions with associated budget to support education for advancement. This pilot program includes partnerships with MCC, FLPPS, East High and others (Phillip, LPN).
• Providing Implicit Bias training for all search committees.
• Professional network development—IBERO.
• Started a search for Associate Dean of Research and Education.

Complete

• Develop Career Ladder/Mentorship Program for staff. Got funding which begins July 1st. Identified 10 positions to pilot.
• Modification of tuition reimbursement policy. Approved for pilot.
• Katherine Greenberg, M.D., has accepted the interim position of Associate Dean of Equity and Inclusion. Dr. Greenberg will focus on mentorship and coaching of learners, trainees, and early career faculty.
• Hired Director for Staff Diversity, URMC. Dominica Ranieri will help measure, monitor and track EARAP progress.