Diversity, Equity and Inclusion

The Department of Rehabilitation Medicine values the rich intersectionality of culture, race, age, gender, sexual orientation, religion, ability and lived experiences that reflect the dynamic world and populations around us. We are committed to fostering a climate of excellence, inclusion and organizational equity for our staff, trainees and faculty members.

1. Foster an inclusive culture of learning, dialogue and professionalism.
2. Provide recommendations and resources to the educational curricula to build awareness of relevant social, societal and structural issues in the health of populations.
3. Develop faculty and staff awareness about DEI issues and foster a culture of mentorship and allyship for underrepresented minority learners.
4. Build and assess initiatives for equitable workplace opportunity and professional development for faculty and staff.
5. Provide recommendations for program growth initiatives as they relate to outreach, student admissions, research activities, faculty, and staff recruitment, hiring practices and retention.
6. Engage with university and community partners to advise and inform the program about social, cultural and professional issues and needs.

1. Develop effective strategies for faculty, students and staff to engage with and be accountable for DEI with a focus on education and training (e.g. microaggressions, implicit bias, upstander/bystander, allyship and other DEI areas) under the AEI.
2. Develop anti-racist curricula.
3. Expand the Rehab Medicine DEI Committee to Include a Justice-Oriented Approach: Moving from DEI to J-EDI (Justice, Equity, Diversity and Inclusion).
4. Increase presence at national affinity group meetings and in scholarship.

1. Develop and implement a written multi-year strategy that describes specific activities and steps for recruitment and retention of diverse residents, interns, faculty, students and staff in the Department of Rehab Medicine. The goal is to cultivate and sustain a diverse and inclusive health professions community.
2. Foster an equitable and inclusive departmental culture through everyday business practices where everyone can thrive and succeed.

1. Enhance collaboration across units to develop strategies to support the well-being and academic success of students and residents from all backgrounds.
2. Investigate potential funding opportunities for collaboration with Historically Black and Hispanic medical colleges.
3. Host event for students interested in Rehab medicine residency programs with focus on URiM students.
4. Advance pipeline program efforts at Grady.

1. Collaborate with faculty, residents and research staff to ensure diversity of thoughts and participation in research, and publish Emory-authored research in the DEI space.

Fellows/Residents: In the past five years, 13/28 (48%) fellows and residents are from URiM groups with strong trends towards increasing and maintaining diversity within trainees. 

Fellowship trends in the past five years - All fellows have been female. 

Culturally Competent Neuropsychology Tool: Dr. Jean Ikanga and Dr. Anthony Stringer have created and validated a culturally competent neuropsychological assessment battery for sub-Saharan Africa. Projects now involve utilizing this battery along with biomarkers to study Alzheimer’s disease in the Democratic Republic of Congo.

Joint Emory Morehouse Appointment – Dr. Monica Branch is our first department member to have a Joint Appointment at Emory University and Morehouse University.

Division of Physical Therapy Accomplishments

• Emory University’s anti-discrimination policy 
• SOM Diversity Policy
• Emory University Office of Diversity, Equity and Inclusion

• Emory SOM DEI Resources