Diversity, Equity, and Inclusion

As members of the Pharmacology community at the University of Minnesota, we strive to make a positive impact on society via our efforts in research, teaching, and service, and we are committed to excellence in these pursuits. We understand that true excellence can be achieved only when a community values individual differences, provides equitable access to employment and professional development opportunities, and is free from bias and mistreatment. We further contend that the engagement of a diverse membership - where individual backgrounds differ by race, culture, ethnicity, country of origin, religious practice, gender identity and expression, sexual orientation, disability, age, marital status, veteran status, and socioeconomic background - will foster the vibrant and creative environment necessary for transformative scientific discovery, for providing the highest-quality training for future scientists and medical professionals, and for conducting meaningful outreach. With a resolute commitment to building a diverse and welcoming workplace, therefore, we can and will increase the quality and impact of our efforts. Our work to diversify our community and cultivate a strong culture of inclusion and equity is framed within the following domains:

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We encourage all Pharmacology community members to commit to a personal curriculum of education and self-improvement, evidenced by engagement with available resources and training that raise awareness of our individual discriminatory tendencies and provide guidance for subverting these tendencies. The Department of Pharmacology will facilitate these individual efforts by: 

  • Using its digital outreach platforms to increase awareness of educational and professional development opportunities related to issues of diversity, equity, and inclusion

  • Recognizing faculty engagement with diversity, equity, and inclusion initiatives as a scholarly contribution during performance reviews


We will use our platform as educators to address the unique challenges faced by individuals from underrepresented groups with respect to access to opportunities in science, and to raise awareness of bias and mistreatment of individuals and marginalized groups in science and medicine. Specific initiatives of the Department of Pharmacology in this domain include:

  • Providing resources to the Molecular Pharmacology and Therapeutics (MPaT) Graduate Program to support initiatives designed to make this training community more visible, accessible, and welcoming to students from underrepresented groups

  • Using the Pharmacology Seminar Series and annual retreats to highlight the challenges faced by individuals from underrepresented groups in biomedical research, and to help develop and implement an anti-bias agenda

  • Enhancing undergraduate, graduate, and professional degree program curricula by highlighting instances of bias, marginalization, or misconduct related to underrepresented groups in biomedical research and healthcare


We will work to ensure that our ranks of faculty, postdoctoral scientists, and staff reflect the diversity of our nation via sustained efforts at the recruitment and retention of individuals from underrepresented groups in science. The Department of Pharmacology will demonstrate our commitment to this goal by:

  • Requiring implicit bias training for anyone in a position of hiring, including all primary faculty members, faculty search committee members, and administrative staff

  • Leveraging institutional support and resources to ensure that our future recruitment efforts, at all employment levels, yield a more diverse workforce

  • Providing financial assistance to support the recruitment of postdoctoral scientists from underrepresented groups


We will use our resources and outreach platforms to recognize and amplify the achievements of individuals from underrepresented groups in science, including those within and outside of our community. The Department of Pharmacology will work toward this goal by:

  • Highlighting the work and success of scientists from underrepresented groups in the Pharmacology Seminar Series and our annual retreats, and on our social media platforms

  • Nominating, encouraging, and incentivizing the pursuit of institutional, local, and national fellowships and awards for our scientists from underrepresented groups, at all career stages


The Department of Pharmacology will regularly assess workplace climate and the efficacy of initiatives directed toward climate improvement by:

  • Providing regular opportunities for Pharmacology community members to offer feedback regarding workplace climate

  • Reviewing and disseminating feedback from validated climate survey tools administered by the Medical School, Graduate School, or University of Minnesota

Reporting instances of bias, mistreatment, or misconduct

Members of the Pharmacology community should periodically review the Board of Regents Code of Conduct policy and recognize their rights and responsibilities as reporters in instances of misconduct, as well as sexual harassment, sexual assault, stalking, and relationship violence. There are several resources and mechanisms available for those interested in reporting instances of bias, mistreatment, or misconduct that occur at the University of Minnesota: 


portrait of Michael Lipscomb

Co-Lead, DEI in Pharmacology
Dr. Michael Lipscomb
3-108 Nils Hasselmo Hall


Slosky Portrait

Co-Lead, DEI in Pharmacology
Dr. Lauren Slosky
3-104 Nils Hasselmo Hall