As we work toward our goal of becoming the most diverse, equitable and inclusive academic medical system in the country, we hold ourselves accountable for our progress by looking at data and metrics.  Success will only come as we continue to prioritize this work, implement multiple interventions, and review the numbers. In addition to the information below, robust DEI Statistics are available on the Office of Diversity and Outreach's website and Office of Faculty and Academic Affairs website.

Leadership

Women hold just over 43% of leadership positions* overall in the SOM, and UIM hold 15%. In the last seven years, half of our department chairs turned over and 44%** of those leadership roles were filled by women or UIM appointees.

56%

UIM or Female appointees on Deans Council

44%

 UIM or Female New Chair Appointments From 2016 to 2023

36%

UIM or Female Department Chairs***

*Dean, Vice Deans, Associate Deans, Department Chairs, ORU Directors, Vice Chairs and Division Chiefs.
**Of the 44% new chair appointments, 38% are female and 19% UIM.
***Of the 36% UIM or female department chairs, 32% of our department chairs are female and 11% are UIM.

We are working towards diversifying our leadership to mirror the diversity of our faculty.

chart showing the representation of women in SOM faculty vs their representation in leadership roles. Compared to the total number of women faculty, there is a 5% parity gap in women in roles as division chiefs/vice chairs, and a 4% parity gap in women in roles as residency program directors.
chart showing the representation of UIM in SOM faculty vs their representation in leadership roles. Compared to the total number of UIM faculty, there is a 1% above parity number of UIM faculty in roles as division chiefs/vice chairs, and a 5% parity gap in UIM faculty in roles as residency program directors.

In 2017, we instituted a Guideline for Committee Composition: “All committees appointed by the Dean’s Office, departments, divisions, ORU’s, and centers, should be comprised of 50% women or those underrepresented in medicine.”

An example of how this has changed our demographics is demonstrated through our Endowed Chair Appointments:

chart showing the change in gender makeup of endowed chair appointments between FY15 and FY19. Male versus female appointments by year: FY15 60% 40%; FY16 69% 31%; FY17 81% 19%; FY18 50% 50%; FY19 43% 57%; FY20 32% 68%; FY21 51% 49%; FY22 27% 73%
Recruitment, Retention, and Climate

One method we use to benchmark our progress towards recruitment and retention of diverse faculty is through comparison to national data published by the AAMC Faculty Roster. Despite the fact that there remains persistent underrepresentation of certain racial and ethnic minority groups and women in medical school faculty positions nationwide, our individual departments are working to rise above their national counterparts.

(based on AAMC national benchmark data) 2016 2023
Clinical departments that met or exceeded expected percent of URM faculty 50% 100%
Basic science departments that met or exceeded expected percent of URM faculty 40% 40%
Clinical departments that met or exceeded expected percent of female faculty  69% 94%
Basic science departments that met or exceeded expected percent of female faculty 20% 20%

Because there is no AAMC  benchmark data, the following departments are not represented in this data: Laboratory Medicine, Neurological Surgery, Radiation Oncology and Urology 

80% of our faculty have completed the Diversity, Equity, and Inclusion (DEI) Champion Training, which includes education on implicit biases and microaggressions, coaching in skills related to addressing these issues, and training in how to apply thoughtful, active listening and empathy to support a more diverse, equitable, and inclusive environment.

80%

OF OUR SOM FACULTY HAVE COMPLETED THE TRAINING

2,429

TOTAL NUMBER OF FACULTY WHO HAVE COMPLETED THE TRAINING

1,756

TOTAL NUMBER OF STAFF AND TRAINEES WHO HAVE COMPLETED THE TRAINING

 

Through our Holistic Review and Best Practices for Diversifying GME Handbook, our Visiting Elective Scholar Program, and our GME Diversity Second Look program, we have increased the number of UIM residents from 17% to 36%.

graph showing incoming resident class

 

To increase the number of UIM and female basic scientists at UCSF, the Interdepartmental Basic Science Search process was created to pool resources and attract top talent.  Since its inception in 2019 to 2023, 69% of faculty hired to our basic science departments have been UIM or women.

69%

of faculty hired in our basic science departments
in the last Five years are UiM or women

Student Admissions

In the entering class of 2019, 34% of students were UIM, and in 2022, 54% of students were UIM.

chart showing % of entering students who are UIM. 2019: 34%; 2020: 47%; 2021: 52%; 2022: 54%

UIM is defined as identifying with at least one of the following races/ethnicities: Hispanic/Latinx, Black/African American, Pacific Islander/Native Hawaiian (including Filipinx), Native Indian/Alaska Native. ​​

To address the changing competitive landscape for top student talent, the School of Medicine's $100MM Scholarship Initiative had a direct, positive impact on recruitment. 

Research

In three years, we tripled the number of NIH Diversity Supplements at UCSF and brought in $2.5 million in funding for URM trainees. 

300%

increase in NIH DIVERSITY SUPPLEMENTS OVER 3 YEARS

$2.5MM

BROUGHT IN FOR URM TRAINEES