Zoom Logo

MCIP for Boston University - Shared screen with speaker view
Kathy Obear
25:35
Hello chat! Which ones do you see leaders/you doing? Which ones seem easy to implement?
Hee-Young Park
26:28
Hi Anita--maybe we can chat?
Anita
26:55
Sure!
Hee-Young Park
28:29
I think our leadership here at med campus do understand the importance of creating muticultral/inclusive envrionment. However, these takes lot of resources and not sure if there is willingness to put in the resources. Sometimes that is frustrating. How about yours?
Anita
29:04
I think my Dept does better than most. I think my chair is very inclusive in the way she conducts meetings and develops policy. She tries to get input from everyone. We have specifically addressed issues around diversity at a recent faculty retreat. I think the willingness is there but there is a lack of knowledge of specific things to do.
Kathy Obear
29:23
what you see is very common in organizations I work with..how about at the individual level with leaders: how effectively do they demonstrate these behaviors?
Kathy Obear
29:58
I find leaders appreciate this quick list - gives them concrete next steps they can be regularly doing
Anita
30:10
I think at the Med campus it is very mixed. It is my understanding that there has been good effort in addressing diversity, say in medical school admissions. But that for many departments it is a very male/white environment.
Hee-Young Park
31:27
totally agree. There are variability among the leaders. My dean is definitely committed to creating inclusive environment but the med school is so large (24 depts) it's hard to really make impact on every level. Perhpas, I should focus on my own surroundings.
Anita
32:37
I agree, Hee-Young, that there is a reluctance to put resources to this. That includes valuing efforts related to this when evaluating faculty for promotion.
Anita
34:05
But I do feel SPH is a little ahead of the other schools in the Medical Campus, although there are still many struggles and much further to go.
Hee-Young Park
35:50
Yes--indeed. Since I am involved in faculty promotions (chair evaluations) I might have a chance to make a difference. I should think more of what I can do, not what is not working.
Kathy Obear
01:02:33
Hello chat! Where do you think your area is? What stage and why?
Hee-Young Park
01:05:30
I think med school is in stage 4, trying to transition into stage 5. Leaders are aware of what it means to have inclusive environment but getting there is bit challening. Anita, how about SPH?
Kathy Obear
01:10:28
the key to this model is the behaviors of leaders, the policies and practices…the results. Commitment and vision are critical, and the results is what we look for to assess what Stage
Anita
01:16:32
I think that SPH is at 3. I do not think that the Med school is at 4. Perhaps there are pockets that are there. I was recently on a med school search committee and the experience was definitely challenging. They may have thought they were at 3 (compliance) but the reality was very different. The behavior accepted/non-challenged by a dept chair was astounding as was his belief that it was better not to challenge outwardly discrimintatory speak because that would "make too much of it" and if he said nothing maybe it would just go away
Kathy Obear
01:17:43
great insight….my guess is there isn’t an accountability structure to ensure chairs are trained and intervene every time…. much less a structure to ensure all policies and practices are adhered to in hiring….
Hee-Young Park
01:21:33
Thank you Anita for your point of view. Maybe I am in a small pocket with more inclusiveness.
Anita
01:25:11
There is a lot of disparity across BU in terms of readiness and inclusivness. But it is a positive sign that there are good pockets.
Kathy Obear
01:25:51
can be useful to collect up what more inclusive areas have done & are doing, and share these good practices widely
Hee-Young Park
02:35:54
I am still here and will definitely think about how best to work across the campus for inclusiveness.