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

Leadership

From 2015-2020, half of our department chairs turned over and 42% of those leadership roles were filled by women or UIM appointees.

64%

UIM or Female appointees on Deans Council

42%

 UIM or Female New Chair Appointments over the last 5 years

29%

UIM or Female Department Chairs

Of the 42% new chair appointments, 42% are female and 25% UIM. Of the 29% UIM or female department chairs, 22% of our department chairs are female and 14% 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 6% parity gap in women in roles as division chiefs/vice chairs, and a 7% 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 an equal number of UIM faculty in roles as division chiefs/vice chairs, and a 2% 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%
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 Diversity in Medicine Facts & Figures. 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 2020
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% 80%
Clinical departments that met or exceeded expected percent of female faculty  69% 88%
Basic science departments that met or exceeded expected percent of female faculty 20% 40%

Over half 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.

60%

OF OUR SOM FACULTY HAVE COMPLETED THE TRAINING

1,657

TOTAL NUMBER OF FACULTY WHO HAVE COMPLETED THE TRAINING

1,032

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 18% to 31%.

graph showing % of all applicants who are UIM vs % of ranked applicants who are UIM. 2015: 13% 14%; 2016: 14% 16%; 2017: 15% 19%; 2018: 17% 23%; 2019: 17% 24%; 2020: 19% 26%; 2021: 23% 36%chart showing % of incoming class comprised of UIM residents. 2015: 17%; 2016: 14%; 2017: 18%; 2018: 26%; 2019: 28%; 2020: 31%; 2021: 38%

 

chart showing the number of visiting scholars and number of programs participating in the visiting scholars program. Number of visiting scholars in 2016: 11; 2017: 11; 2018: 24; 2019: 27. Number of programs participating in 2016: 8; 2017: 7; 2018: 13; 2019: 13

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 2021, 83% of faculty hired to our basic science departments have been UIM or women.

83%

of faculty hired in our basic science departments
in the last two years were UiM or women

Student Admissions

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.

Chart explanation: % of total applicants offered admission who matriculated: 2019 44%; 2020 54%. %of UIM applicants offered admission who matriculated: 2019 33%; 2020 51%. % of entering class comprised of UIM students: 2019 34%; 2020: 47%

In 2019, 44% of applicants matriculated. In that same year, 33% of UIM applicants matriculated. In 2020, 54% of applicants matriculated, while 51% of UIM applicants matriculated. 

In the entering class of 2019, 34% of students were URM. In 2020, 47% of students were URM.

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