Our Initiatives

Education

Create performance standard & metrics for teaching and compensation strategies that incentivize education.

In progress:

• Sponsored URM sub-Is in general, plastic surgery

Coming Soon:

• Re-evaluation of teaching metrics for faculty & residents
• Re-evaluation of resident review process for objective milestones
• Strategies for compensation of teaching work done vs. implied

Environment

In progress:

• Cultural complications curriculum: monthly discussion of cultural issues during General Surgery M&M
• AWS grand rounds series: yearly lecture & discussion sessions during Surgery Grand Rounds
• Grand Rounds speaker expectations document & follow-up survey feedback mechanism: all speakers will agree to our standards for respect & professionalism of all Duke community members
• “Master surgeon” project update to acknowledge our opportunity for recognizing women & people of color who have made significant contributions to the Section
• Unconscious Bias Dialogue trainings for all residents, faculty, staff (facilitators receive a stipend)
• Public anti-racism statement
• Revised mission statement
• New SEEDS webpage for transparency of group activities
• Childcare & breastfeeding room access planning
• Integration into divisional business, agenda item at each Leadership meeting

Coming Soon:

• Peer to Peer Discussions
• Online Learning Module
• “Civility champions” vs. another form of bystander training
• Patient bias protocol/ behavioral contract
• Ongoing culture assessment surveys

Leadership

Leadership training & mentorship skills development.

In progress:

• Plastic surgery “soft skills” curriculum

Coming Soon:

• Fostering leadership in national organizations
• Mentorship skills development for faculty, Launch/Boost team members

Outreach

Community outreach & compensation strategies, engagement with national organizations.

In progress:

• Community outreach programs: breast surgery & screening
• Duke Center for Global Surgery.
• LMSA, SNMA, AWS memberships & conference participation

Coming Soon:

• Strategies for RVU compensation for outreach activities

Professional Development, Promotion, & Retention

Rethink how we help our residents and faculty succeed, including formalizing mentorship teams, defining diverse tracks for engagement and promotion.

Coming Soon:

• Define tracks for diverse interests including DEI involvement, community engagement
• Launch teams , Boost teams for ongoing professional development
• Exit interviews with anticipated & departing faculty at pre-determined intervals

Recruitment

Development and enforcement of standardized and equitable recruitment processes for residents, faculty, and staff.

In progress:

• Standardized recruitment process for residents implemented 2020-2021
• Implicit bias training for interviewers
• Transparency & distribution of decision making power

Coming Soon:

• Recruitment Committee to oversee equitable faculty hiring practices

Research & Innovation

Consolidation & expansion of resources for junior faculty research development, specific support for research impacting health disparities and work with direct policy translation.

In progress:

• SCORES rebranding, “equity fellow” program
• Duke MIBS Research Fellowship partnership with University of Ecuador Quito