Key Findings

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Key findings illustrate numerous strengths we possess as a School, including innovative efforts to address health equity and disparities in curricula and our clinical research portfolio and growth in efforts that support diversity, equity, and inclusion across the School. This review also demonstrates areas where we must heighten our focus, including our organizational and leadership capacity, workplace culture, and race/ethnicity diversity. 

The goals and strategies of this plan are informed by these findings from an assessment of the School’s diversity, culture, practices and policies that could have divergent impacts on the experiences, education and careers of our constituents.

Our Diversity 

Race, ethnicity, and diversity across many of our constituent groups does not reflect and in fact lags in comparison to the diversity of the community population we serve.

Data Availability, Analysis, and Transparency

Although diversity data is reported in many formats across the School, many definitions of BIPOC and underrepresented race/ethnicity are used, data are inconsistently collated to compare across groups and with benchmarks and are infrequently shared in public forums.

Our Culture

BIPOC in our community consistently report the lowest perceptions of our culture and low confidence that existing institutional resources and processes are adequate to address issues and concerns.

Learning Environment and Support for Learners

A review of curricula identifies shortcomings in how race, racism, and health disparities are holistically addressed in our programs. In addition, across our educational programs, there are perceived and experienced inadequacies in supportive services for BIPOC students and learners.

Faculty Support and Advancement

A review of faculty development, advancement, compensation and recruitment practices has identified a number of areas that have the potential to exacerbate racial inequity in the faculty experience.

Staff Development and Support

Staff perceive that professional development, promotion opportunities, and general support are centered around faculty and learners, with limited investment in staff development and support.

Health Disparities Research

Our school has robust efforts in health equity and disparities research, with numerous centers, institutes, and efforts having health equity as central to their missions. Improved alignment and coordination may yield greater impact.

Leadership and Organization

The School has several offices and efforts in diversity, equity and inclusion, all of which have contributed to a strong foundation for diversity, equity and inclusion (DEI) work across our community. Each of these offices has led impactful strategies and programs, yet our decentralized structure and the historically lean resource investment in DEI may inadvertently result in a lack of clarity and consistency in priorities, redundancy in efforts, suboptimal use of resources, and a lack of coordination and clarity around accountability for sustainable change.

Read the full summary of key findings.

Duke University community members who would like to take a deeper dive into findings can access these implementation support materials, including reports created by the anti-racism planning committees.