In last week’s blog, we discussed forming a DEI Committee and how to begin working on a DEI statement. Starting with a generic DEI Statement allows your committee to examine your program’s mission and create aligned goals. Today, we’ll focus on those goals, what they should include, and how you can propose to measure and maintain them.

Let’s begin by looking at the draft ARC-PA 6th Edition Standard for diversity, equity and inclusion, which includes some new language added to the 5th Edition Standard (new language is in italics).

6th Edition of the Standards draft - A1.12(a-d)

The sponsoring institution, in a manner consistent with its own mission and applicable laws, demonstrates a commitment to student, faculty and staff diversity, equity, and inclusion by:

1. supporting the program in having a documented PA program action plan for diversity, equity, and inclusion. 

2. supporting the program in implementing diversity, equity, and inclusion-focused recruitment strategies,

3. supporting the program in implementing diversity, equity, and inclusion-focused retention strategies, and 

4. making available resources which promote diversity, equity, and inclusion

We will create a “documented PA program action plan” using the ARC-PA Standards framework.

Guidelines for Aligned Goals

• Focus on Meaningful Impact. Your goals should support the DEI vision set by your statement, emphasizing inclusive practices rather than demographic quotas. Remember that impact is not always just about meeting benchmarks. Keeping that in mind, however…

• Set Measurable Objectives. Do create specific, actionable goals that can be tracked and assessed, such as:

  • Increasing cultural competency training for faculty and staff. 

  • Expanding access to diverse clinical rotations or community partnerships.

  • Developing mentorship programs for students.

  • Promoting Continuous Improvement. 

As you establish goals, consider how your program will foster ongoing progress. This will allow for periodic evaluation of measurable goals and adjustments based on feedback and outcomes.  

From Generic to Specific Goals

Here is a sample of “generic” DEI goals:

• To increase diversity in student recruitment and admissions.

• To enhance DEI-focused curriculum and training.

• To support retention and success of underrepresented students, faculty, and staff 

Now, we take those generic goals and make them program-specific, as in this example:

DEI GOALS

• To create an educational environment that celebrates differences and promotes diversity, equity, and inclusion. This is generic but measurable, for example, by doing an environmental survey every year when students graduate. The exit survey can ask specific questions about how they felt. Did they feel included? That they had somebody they could talk to? That everybody had equal access to resources?

• To provide equal access to opportunities and resources to improve the educational and work experience. We ensure that every student has access to tutoring, remediation, and other resources supporting success; similarly, we ensure that all faculty and staff have equal access to mentoring, leadership training, and opportunities to showcase their expertise and knowledge. 

• To recruit and retain PA students from groups underrepresented in medicine at or above the average represented in the national PA student population. This goal is more specific, easily measurable, and can be adjusted based on outside factors. Do you want to be above average compared to CASPA applicants or above average based on your state’s or the national population? As you can see, your school’s location may dictate which is more practical.

• To recruit and retain PA students who are military/veterans at a rate of 20% of the student program population. This final goal is program-specific. The sample program prioritizes this population and clarifies that on its website and promotional materials.

Goals should be obtainable. Don’t pressure your program with pie-in-the-sky goals that can’t be measured: “To create a program where exclusion never occurs again!” That’s admirable, but absolutes are hard to measure, and perfection is difficult to achieve. Instead, show how your program intends to progress in documentable and provable ways: Introducing or improving training for cultural sensitivity, showing increased outreach, and demonstrating your program’s policies on mentoring and fostering inclusion. 

Recognize, too, that we might fall short of even obtainable goals. That doesn’t mean improvements weren’t made or that you are failing. Document and show your progress. The DEI committee may want to revisit the goal and analyze whether adjustments are needed at any point in the process. This is where the Action Plan comes under scrutiny, and wouldn’t you know it - that’s the next topic we’ll be covering here!

In our next blog:

We’ll wrap up our review of this excellent webinar by examining the final desired outcome: DEI Action Plans. We’ll discuss setting up the plan, measuring it, following through, and beginning to see successful progress immediately. Please join me then!