Who We Are
The mission of the Office for Diversity Inclusion and Community Partnership (DICP) is to advance diversity inclusion in health, biomedical, behavioral, and STEM fields that builds individual and institutional capacity to achieve excellence, foster innovation, and ensure equity in health locally, nationally, and globally.
Established in 2002, the Office for Diversity Inclusion and Community Partnership (originally named Faculty Development and Diversity, est. 1995) promotes the increased recruitment, retention and advancement of diverse faculty, particularly individuals from groups underrepresented in medicine (URM), at Harvard Medical School (HMS) and serves as a hub for all diversity activities involving HMS faculty, trainees, students, and staff.
Who We Are
DICP supports its mission through several, interconnected programs that focus on specific aspects of the career pathway from K-12 to leadership, including attending to points of transitions. Policies and practices are designed to build a culture based on inclusive excellence.
DICP promotes the increased recruitment, retention and advancement of diverse faculty, particularly
individuals from groups underrepresented in medicine, at HMS and to oversee all diversity
activities involving Harvard Medical School (HMS) faculty, trainees, students and staff.
The Minority Faculty Development Program (est.1990), a component of DICP, sponsors programs for the development of Harvard Medical School faculty and trainees, with an emphasis on mentoring and leadership, as well as programs that are designed to reach out to the pre-college, college, graduate and postdoctoral populations with the goal of bringing outstanding students from groups underrepresented in medicine into the biomedical science pipeline.
Guiding the work of DICP is the framework of the “7C’s”:
- Continuity: develop K-12 diversity in faculty and leadership positions
- Consistency: maintain a forward momentum to change institutional climate and culture
- Collaboration: work with different communities, organizations, departments, and academic fields
- Creativity: respond and shift our work to reflect changing times
- Communication: use varied methods, including technology, to communicate with multiple constituencies
- Consideration: recognize people’s multiple identities and the impact of intersectionality
- Commitment: integrate diversity efforts systemically at every level of an organization and community
DICP supports the career development of junior faculty and fellows; trains leaders in academic medicine and health policy; provides programs that address crucial academic and career pathway issues, and sponsors awards and recognitions that reinforce behaviors and practices that are supportive of diversity, inclusion, mentoring, and faculty development.
Examples of collaboration include:
- Supporting implementation of the HMS Better Together Framework
- Partnering with the Harvard Catalyst | The Harvard Clinical and Translational Science Center’s Program for Faculty development and Diversity Inclusion (PFDI)
- Co-sponsoring with Biomedical Science Career Program (BSCP) New England Science Symposium (NESS) and Skills Workshop
- Co-sponsoring programs with members of HMS community for medical students, trainees, and faculty such as the Visiting Clerkship Program, Commonwealth Fund Fellowship in Minority Health Policy at Harvard University and DICP Faculty Fellowship
HMS acknowledges excellence in service and the contributions of individuals (faculty, students, trainees and staff) who support the HMS mission and uphold the HMS community values.
Examples of recognition awards include:
- Dean’s Community Service Award
- Diversity Award
- Equity, Social Justice, and Advocacy Award
- Excellence in Mentoring Awards
- Exceptional Institutional Service Awards
- Program Award for Culture of Excellence in Mentoring
DICP promotes diversity, equity, and inclusion by partnering with community organizations and HMS-affiliate institutions to provide programs that begin as early as middle school and carry through the postgraduate level. These include curriculum development, teacher training, opportunities to conduct research, and student and trainee academic and career development, as well as offerings that support community-led efforts.
Example of collaborators include:
- Boston Public Health Commission
- Boston Public Schools
- Health Equity Compact
- King Boston
Collaborations across Harvard
DICP works closely with HMS and HU offices and committees to advance diversity, equity, and inclusion.
- Consortium of Harvard Affiliated Offices of Faculty Development and Diversity (CHADD) Group,
- Diversity Affiliates
- Harvard University Office for Diversity, Equity, Inclusion and Belonging (ODEIB)
- HMS Human Resources
- HMS/HSDM Joint Committee on the Status of Women
- HMS Office of Faculty Affairs
- HMS Office of Recruitment and Multicultural Affairs (ORMA) within the Program in Medical Education (PME)
Evaluation and Research
DICP engages in evaluation and research activities focused on issues and questions related to workforce diversity and inclusion in the biomedical sciences that are pertinent to decision-making and strategic action at multiple levels—local, regional and national. To that end, DICP:
- Generates knowledge through rigorous, theory-based scientific approaches.
- Links policy and practice with scientific evidence.
- Convenes interdisciplinary stakeholders to lend leadership and expertise to its work.