Diversity, Equity & Inclusion

We value diversity in each of our divisions and training programs and are aware of all aspects of human differences such as socioeconomic status, race, ethnicity, language, nationality, sex, gender identity, sexual orientation, religion, geography, disability and age.

Diversity improves the educational experience, strengthens our team, makes us more effective problem solvers, and helps us take care of our patients from multi-cultural backgrounds.

It is our goal to create an environment that fosters belonging, respect, and value for all.

Cultural Competency Curriculum

What does cultural competency mean?
Cultural competence is the ability to understand, communicate with and effectively interact with people across cultures. Cultural competence encompasses: 1) being aware of one's own world view; 2) developing positive attitudes towards cultural differences and 3) gaining knowledge of different cultural practices and world views.

Why is cultural competency training important?
Cultural competence enhances the ability of teams, team members and organizations to effectively create an environment that meets the social, cultural, and linguistic needs of everyone in the workplace. Cultural competence training methods can enhance transparency between language, values, beliefs, and cultural differences.  

What are the five elements of cultural competence:
The five building blocks of cultural competence include: open attitude, self-awareness, awareness of others, cultural knowledge, and cultural skills.

2020 Sessions:

June 23: How to elevate concerns of bias or inappropriate behavior: Ombudsperson, Deans GME & Graduate/Post docs, Academic Affairs, Human Resources

Cultural Complications Curriculum

Every day, patients, physicians and staff are forced to contend with bias in the hospital environment. Although the negative effects of this exposure are increasingly recognized, how to combat it is not well established. Existing zero-tolerance harassment policies often focus more on punishment than education and are not always suited to address the nuances of the patient-doctor relationship or subtle instances of discrimination.

Our Cultural Complications Curriculum has been created to address this deficit. Designed to be presented during standard hospital Morbidity & Mortality conferences, the curriculum covers 12 core themes in diversity, equity, and inclusion. Each data-driven module introduces the audience to key terminology, provides scientific evidence for the concept, and offers sample cases to spur discussion. By leveraging a longitudinal approach that is already familiar to health care workers, we hope to better identify instances of cultural breakdown and establish best practices to address it.

Vice Chair of Diversity

JEDI Council

General Surgery
Michael Albanese, Asst. Division Manager
Dr. Wilson Alobuia, Resident
Dr. Carlie Arbaugh, Resident
Dr. Dan Azagury, Faculty
Dr. Julia Chandler, Resident
Dr. Robin Cisco, Faculty
Dr. Monica Dua, Faculty
Dr. Micaela Esquivel, Faculty
Dr. John Gahagan, Faculty
Anita Hagan, Staff
Dr. Lisa Knowlton, Faculty
Dr. Kimberly Kopecky, Resident
Dr. Cara Liebert, Faculty
Dr. Miquell Miller, Resident
Dr. Huda Muhammad, Resident
Dr. Kim Stone, Faculty
Dr. Brendan Visser, Faculty
Dr. Irene Wapnir, Faculty
Dr. Yulia Zak, Faculty

Pediatric Surgery
Dr. Julie Fuchs, Faculty

PRS
Dr. Janos Barrera, Resident
Dr. Catherine Curtin, Faculty
Dr. Dyani Gaudilliere, Faculty
Dr. Jill Helms, Faculty (Research)
Dr. Zeshaan Maan, Resident

S-SPIRE Center
Dr. Arden Morris, Director
Dr. Alex Sox-Harris, Faculty
Dr. Todd Wagner, Faculty (Research)

SurgOps
Rachel Baker, Staff

TECI Center
Cassidi Goll, Staff
Dr. Carla Pugh, Director
Anna Witt, Staff

Abdominal Transplantation
Dr. Aleah Brubaker, Fellow
Audra Gallant, Staff
Dr. Sheri Krams, Faculty (Research)

Vascular Surgery
Dr. Ron Dalman, Chief
Dr. Manuel Garcia Toca, Faculty
Dr. Wajhma Massoumi Aboud, Division Manager

If you would like to join the council, please contact Dr. Wren. 

Fellowships

Established in 2008, this fellowship provides a stipend for a senior underrepresented minority student to participate in a sub-internship with Stanford's Division of General Surgery. 

SCORE brings fourth-year medical students from diverse backgrounds to Stanford for a four-week residential clinical training program in one of our clinical departments.

Community Programs

Annual Diversity Lecture

DEI Award

The Department of Surgery Diversity/Equity/Inclusion Award award is to recognize annually both an individual staff and faculty/resident/fellow/post doc member who has consistently created opportunities for the Department of Surgery to improve diversity/equity/inclusion in the domains of recruitment, retention, inclusion, and advancement. These individuals actively work to promote, value, and increase diversity in our Department. Diversity is defined as including all aspects of human differences such as socioeconomic status, race, ethnicity, language, nationality, sex, gender identity, sexual orientation, religion, geography, disability and age.

Please submit a nomination statement of up to 500 words and 2 letters of support from other department members. Nominations and letters of support must provide specific examples of actions the individual has taken.