UMass Chan Diversity Engagement Survey

What is it and why is it important?

• A survey to assess our progress in building a more diverse and inclusive culture at UMass Chan Medical School.
• Informs forward-looking policies related to culture and inclusion.
• Aims to hear from and include all voices within the UMass Chan community.

How is this survey different from other engagement surveys?

• This survey will help us evaluate our efforts for building an inclusive culture that seeks to recruit, retain and promote a diverse group of individuals and create the kind of culture where everyone can contribute and grow.
• While many engagement surveys focus on the factors to increase employee performance, the Diversity Engagement Survey focuses on factors essential for building an inclusive work environment.

Why should I participate in the survey?

• This is your opportunity to let UMass Chan know about your perspectives and experiences around issues of diversity and inclusion.
• Your participation is vital in helping us identify areas that need attention and in informing future policies, initiatives and programs.
• Your responses can help shape the culture of our institution.
• Your responses will provide us information to fully understand the experiences and perspectives of our faculty, staff and learners across all three schools.

How will the information from the survey be used?

• This confidential survey will be used to help inform and shape policies and practices.
• It will also be used to measure the progress of existing policies, initiatives, and actions that were articulated in IMPACT 2025 strategic plan diversity pillar and the departmental Diversity and Equity Action Plans, as well as to help identify new areas of focus.

What new initiatives, policies and programs have been implemented that address previous survey findings?

• Gender neutral bathrooms are available across our campus.
• Institutionalized diversity and inclusion training to enhance the cultural competency of our community as well as inclusive leadership training to enhance competency among those in supervisory and managerial positions.
• A restorative justice initiative to aid in trust and community building was started.
• A new position (assistant director of campus climate and culture) has been created to make the reporting process more accessible.
• DIO has worked to develop comprehensive trainings to assist admission and search committees who are looking for diverse candidates. The summer program, Diversity for HIM, was created to help spark the interest of and recruit at the resident level.
• Identity-based affinity groups have been formed to increase the sense of belonging and build community amongst groups of diverse faculty, staff, learners and residents.