Diversity, Equity & Inclusion
Diversity improves the educational experience, strengthens our teams, makes us more effective problem solvers and helps us take care of those in need.
We value diversity and are accepting of all human differences such as race, ethnicity, language, nationality, sex, gender identity, sexual orientation, socioeconomic status, religion, geography, disability and age.
We recognize that equity and social justice in our communities are essential to the health of our patients and the public at large.
The Department of Surgery is committed to creating an environment that fosters belonging, respect and value for all.
We're working hard but we know we still have much to do
The Division of General Surgery Residency Program begins attending AMEC/SNMA each year
Samuel L. Kountz Scholarship is created
Dr. Matias Bruzoni opens Stanford's Hispanic Clinic for Pediatric Surgery, a center with bilingual health care providers.
Dr. Sherry Wren is named Department’s first Vice Chair for Diversity.
SMASH-Med Program welcomes inaugural class
Stanford Surgery commits to photo-less applications.
J.E.D.I. Council is formed
Cultural Complications Curriculum is integrated into Monthly M&Ms.
Stanford Surgery DEI Award and Dr. Miquell Miller Award for Promoting Diversity and Inclusion are established.
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. Apply through SCORE!
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.
Each year, the department funds 3-6 faculty projects for total first round funding of $250,000. At least one research grant will be reserved for a proposal that addresses the topic of racial justice, equity, diversity, and inclusion.
The JEDI Council funds any type of project or initiative aimed at improving justice, equity, diversity and inclusion. Funding is available to anyone (trainees, faculty, staff) who works within the Department of Surgery. These can be outreach projects, culture building projects, research projects, etc. These can have a focus on specific groups (trainees, faculty, staff, or others) or can have a broad goal aimed at the entire department. Funding is between $1,000 - $5,000 for the year, with consideration for more based on need and impact. If you are awarded funding, you will be expected to participate in the end of year presentation with all other project awardees to share projects and outcomes.
The Department of Surgery Buddy Program aims to promote inclusion and a sense of belonging among new staff members. All new staff will be assigned a "buddy" upon on-boarding. Buddy's are a resource for new hires to ask questions, learn about Stanford Culture, and gain positive social interaction upon starting work in the DoS.
Requirements: Buddies must have worked for the Department of Surgery for at least one year and earned a rating of "meets expectations" or higher on their latest performance review*
Time Commitment: 3 hours over 3 months
Each summer, STaRS hosts a group of talented young individuals who are interested in learning more about the fields of medicine and biomedical research for seven weeks. Interns work side-by-side with experienced clinician/scientist mentors, who will challenge, inspire, and guide them on their first steps toward a career in medicine and biomedical research. We welcome applications from under-represented minorities, first-generation, low income, and womxn candidates that possess tenacity and drive, enthusiasm, and curiosity. Prior lab experience is not a prerequisite because we recognize that some students don’t have the same opportunities as others to explore hands-on science. Passion, however, is essential.
Cultural Quality Improvement is a departmental-wide program to discuss, educate, and reflect on the interactions and situations often faced in the hospital that make department members feel uncomfortable, discriminated against, othered, or invalidated. The hospital is a complex environment with a myriad of communications and interactions between staff, colleagues, trainees, students, patients, and families that sometimes result in a situation that you wish would have been better. We are all working to improve, and discussing these situations is a way we can all improve and work on our professional development as departmental members, leaders, and educators.
Black History Month - February
February is Black History Month. Stanford Surgery participates by hosting an annual group photo with our fellow surgical departments (neuro, CT, ENT, etc). All faculty, trainees, researchers, and staff who identify as Black are welcome to participate. Additionally, the Stanford Surgery Twitter account highlights the achievements and contributions of our Black colleagues throughout the month.
Annual Diversity Lecture - March
PRIDE - June
At Stanford Surgery, we believe #LoveIsLove. In addition to showing our support of the LGBTQ+ community throughout the month through the use of our Zoom background, the Staff sub-committee has also started the tradition of hosting a department PRIDE parade around campus. Although the inaugural 2021 event was limited to Department of Surgery and (our sister department) Emergency Medicine employees only, we hope future parades will include family members and addition StanfordMed departments.
Women in Medicine Month - September
September is designated Women in Medicine month by the American Medical Association. Stanford Surgery participates by hosting an annual group photo before the first Department Meeting of the academic year. All faculty, trainees, researchers, and staff who identify as women are welcome to participate.
All Stanford Surgery faculty and trainees who identify as women are encouraged to Tweet photos of themselves at work using the hashtags #StanfordWIM and #ilooklikeasurgeon throughout the month.
Stanford Surgery DEI Award
DEI Award Winners
Cassidi Goll (staff)
Dr. Miquell Miller (resident)
Pat Raines (Staff)
Dr. Jill Helms (faculty)
The Department of Surgery Diversity/Equity/Inclusion 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.
Nominations should be sent to Julia Miranda firstname.lastname@example.org by January 31.
Dr. Miquell Miller Award for Promoting Diversity and Inclusion
The Dr. Miquell Miller Award for Promoting Diversity and Inclusion was established in 2020 to recognize an outstanding GME trainee who embodies the passion and commitment to expanding diversity and inclusion efforts as demonstrated by Dr. Miquell Miller during her time at Stanford. Dr. Miller was the inspiration and the leader in creating the Stanford GME Diversity Council.
To cement Dr. Miller's legacy, Department of Surgery Chair Dr. Mary Hawn made a gift that will fund an annual award in her name, recommended initially to be $1,000.
The recipient is determined by the Graduate Medical Education Diversity Committee with representation from the Department of Surgery Diversity Council. The first awardee—announced in Spring 2021—was Internal Medicine Resident Dr. Christine Santiago.
Faculty and trainees across the Department of Surgery engage in DEI research. We invite you to read our latest peer-reviewed publications and reach out to collaborate with us on upcoming projects.
- – Elsevier
Self-efficacy Toward a Healthcare Career Among Minority High School Students in a Surgical Pipeline Program: A Mixed Methods Study
While many barriers to healthcare careers exist for URM students, a strong sense of self-efficacy may help mitigate these obstacles. This study explor…
- – Annals of Surgery
Microaggressions and Implicit Bias in Surgical Training
MIS/Bariatric Surgery Fellow Dr. Yewande Alimi et al examine the prevalence, nature, and source of microaggressions experience by surgical residents during training.
- – Development of a Surgical Pipeline Program for Low
Development of a Surgical Pipeline Program for Low-Income High School Students
This qualitative study describes the development and implementation of a hands-on surgical pipeline program for low-income high school students.
We enocurage all members of the Stanford Surgery community to update their email signature with their name pronunciation and pronouns. You may also add a Pride and/or Black Lives Matter badge.