Policy on Achieving Workforce Diversity and Institutional Inclusion


To outline how the UCSF School of Medicine focuses recruitment and retention activities to achieve mission-appropriate diversity outcomes among its students, faculty, and senior administrative staff.


The UCSF School of Medicine works in tandem with the UCSF Campus Office of Diversity and Outreach mission “to build a broadly diverse faculty, student, trainee, and staff community, to nurture a culture that is welcoming and supportive, and to engage diverse ideas for the provision of culturally competent education, discovery, patient care, and community engagement.” The purpose of this policy is focused on the recruitment and retention for qualified members of groups underrepresented in medicine.


LCME Definition Senior Administrative Staff: People in academic leadership roles, to include but not limited to, associate/assistant deans, directors, academic department chairs, and people who oversee the operation of affiliated clinical facilities and other educational sites. Many, if not most, of these people also have faculty appointments, and for tracking purposes should only be counted in one category.

UCSF Definition of Senior Administrative Staff: Faculty in academic leadership roles are currently counted in the faculty category. To avoid double-counting, Senior Administrative Staff refers to Dean-level staff and directors.

Related LCME Standards

3.3: Diversity/Pipeline Programs and Partnerships


  1. The UCSF School of Medicine, realizing that a diverse physician workforce is imperative to addressing the health care needs of a diverse society; to eliminating health care disparities; and to optimizing our academic missions of discovery and education, is committed to continuously increasing the diversity of our student body with respect to those racial and ethnic populations that are underrepresented in medicine and biomedical research.
  1. As a member of the University of California, UCSF School of Medicine endorses and advances the rationale for diversity outlined in the UC Regents Policy 4400 Policy on University of California Diversity and the University of California Guidelines For Addressing Race and Gender Equity in Academic Programs in Compliance with Proposition 209
  1. In enacting UC Regents Policy 4400, UCSF School of Medicine operates in alignment with UCSF Campus Policy for Anti-Discrimination/Affirmative Action in Employment and works in tandem with the UCSF Campus’ Office of Diversity and Outreach.
  1. UCSF School of Medicine additionally recognizes the value of a workforce that is also diverse with regard to gender, sexual orientation, gender identity, religion, disability and socioeconomic status. While we are limited in our ability to track all relevant categories because of institutional policies, we will nonetheless seek to recruit a medical school class whose identities and beliefs represent the diversity of our communities in all regards.
  2. UCSF School of Medicine recognizes that a diversely constituted workforce deserves an equitable and inclusive learning, discovery and patient care environment and is committed to measuring and addressing any problems with the equity of the environments in which we work and learn.


1. In an effort to improve the diversity of the physician workforce, the UCSF School of Medicine measures and defines the diversity of its Medical Students, Faculty, and Senior Administrative Staff, Faculty, Medical Students according to the following definitions:

a. Medical Student and Resident Diversity:  Racial and ethnic groups that have been shown to be underrepresented in biomedical research as defined by the National Institutes of Health: American Indians or Alaska Natives, Blacks or African Americans, Hispanics or Latinos. 

b. Faculty Diversity: Racial and ethnic groups that have been shown to be underrepresented in the workforce as defined by state and federal law: American Indians or Alaska Natives, Blacks or African Americans, Hispanics or Latinos.

c. Senior Administrative Staff: Racial and ethnic groups that have been shown to be underrepresented in the workforce as defined by state and federal law: American Indians or Alaska Natives, Blacks or African Americans, Hispanics or Latinos, and Asians and women who are traditionally underrepresented in leadership roles within medicine.

2. The School of Medicine Committee on Curriculum and Educational Policy will evaluate the effectiveness of its admissions, pipeline programs, and faculty outreach and hiring programs every two years using aggregate data that is collected through the medical school admissions, residency match, faculty search, and human resources process. 

3. The Office of Medical Education will annually report on Medical Student and Resident Diversity to the Committee on Curriculum and Educational Policy and to the Dean of the School of Medicine.

4. School of Medicine Chairs will annually report on Faculty Diversity to the Dean, School  of Medicine.

5. The School of Medicine CCEP will also evaluate the effectiveness of equity metrics relevant to students, residents and faculty every two years with process data and will evaluate the climate for diverse groups whenever the campus climate survey is conducted.

6. The School of Medicine will additionally work to support the Office of Diversity and Outreach in initiatives and surveys geared towards improving the diversity, equity and inclusion of the campus.

Accountable Dean or Director: Dean of the School of Medicine

Related Policies

Approval Date and Governing Body: August 14, 2008, CCEP