Equity, Diversity and Inclusion Survey Summary

Overall goal: to gain a greater understanding of the environment in which members of the College of Medicine work and learn

  • Survey collection May 4–July 2, 2021
  • Required a minimum of 5 responses per demographic group
  • 514 total respondents of ~4,000 College of Medicine members
  • 1 college-level Report and 14 department-level reports 

Interpret with caution:  
Access the full report on the EDI webpage for details on statistical analysis, limitations due to group sizes, and further contextual details.

What Was Measured

  1. Safe Environment
  2. Perceptions of Fairness (via opportunities, pay, evaluation)
  3. Feelings of Inclusion (via formal and informal networks, decision-making)
  4. Perception of Success as Authentic Self
  5. Overall Sense of Belonging
  6. Narrative responses (re: policies, procedures, practices)

Overall Findings

  • Relatively safe environment
  • Perceived fairness
  • Moderate inclusion
  • Moderate sense of belonging

Demographic Comparisons Found

  • The following members tended to rate the majority of measures lower than their counterparts:
    • Indigenous
    • racialized
    • immigrant
    • those with a Disability
  • Undergraduate students had lower ratings for Safe Environment Index and Inclusion in Decision-Making
  • Senior leaders in the college had the highest rankings for the majority of measures

Two-Factor Disaggregated Comparisons Found

The following members tended to rate the majority of measures lower than their counterparts:

  • The following with a disability: Women, men, undergraduate students and residents
  • Racialized women, men, and faculty
  • Indigenous men
  • Immigrant women

Narrative Themes

  1. Improved policies and processes, and application of existing ones
  2. Improved workplace culture
  3. Improved communication and transparency around decision-making
  4. Greater representation and support of diverse needs
  5. Need for education and supports
  6. Improved reporting systems and complaint response
  7. Addressing racism, intimidation, harassment, misogyny, and gender-based inequity
  8. Leadership searches and training