Diversity, equity, and inclusion is part of everything we do; who we are and how we work. It is critical to recruiting and retaining the best talent. It is at the heart of our missions— innovative research, excellence in education and training, and collaborating with communities to improve health and health outcomes.
There is a lot of great work going on in this space at the University of Minnesota Medical School, and across the broader network of the University, M Health Fairview and our other community partners. That said, we understand that change is needed and that people are impatient for it.
We are committed to transformational change and it will take everyone—faculty, staff and learners--to make that change sustainable. We need every voice to achieve what we call inclusive excellence - equity in fair treatment, opportunity and advancement for all people while simultaneously delving into and disrupting deep-rooted structures that impede equity.
It is exciting to do this work, but it’s not superficial. It is coming together to identify all of the places we need to embed efforts and initiatives to disrupt racism and other exclusionary practices — from our signage and our welcomes to our language and how we can be more human to ourselves and each other.
I consider my role as “Collaborator-in-Chief” and look forward to working with our Medical School and University community and other institutions like ours that will have the courage and leadership to collectively do this with us.
Ana Núñez, MD, FACP
Vice Dean of Diversity, Equity & Inclusion
The University of Minnesota Medical School is dedicated to providing a high-quality education for students of all backgrounds. Through a variety of services and programs, we aim to give everyone equal access to learning and cultural experiences on and off-campus.
These statements acknowledge the land our Twin Cities and Duluth campuses are built on.
The University of Minnesota Medical School community mourns the death of George Floyd. We are outraged by the brutal manner of his death and the role racism played in the callous disregard for his life.
Definitions of words we commonly use to talk about diversity, equity and inclusion.
OMAD Creates a welcoming environment for minority and underrepresented medical students.
CWIMS Supports and facilitates leadership and professional development opportunities to achieve gender equity, diversity, and inclusion.
CAIMH is working to make a positive impact on American Indian and Alaska Native health through education, research and outreach through partnering with Native American communities, university experts and nonprofit leaders.
The Medical School’s DEI Committee includes experienced faculty, staff, students, and trainees working to address the recommendations in the Diversity and Climate Expert Panel report and establish appropriate timelines for stated goals.
The SERC examines salary data for paid faculty within basic science departments with ≥ 67% full-time equivalent and oversees salary equity review at the department level and performs salary reviews on behalf of individual faculty members, appealing departmental and Human Resources (HR) review.
The purpose of this award is to increase the diversity of tenure-track faculty through dedicated funding in support of recruitment of underrepresented in medicine (URM) early-career research faculty members. The three-year package supports research start-up funding and 75% protected time. The commitment will continue for five years, supporting a total of 15 faculty members.
DEI in the Departments
Explore your department’s resources and commitments to diversity, equity and inclusion: