Dear WashU Medicine community,
The Climate & Culture Implementation Task Force continues to make progress toward implementing a series of recommendations aimed at fostering a more inclusive climate and culture on our Medical Campus. These recommendations were shared with the WashU Medicine community in December. As a reminder, you can track our progress here.
Newly implemented: A simplified process for reporting unprofessional or inappropriate behavior
WashU Medicine listening sessions and a schoolwide survey last year identified confusion around the mechanisms for reporting unacceptable behaviors, such as discrimination, harassment, mistreatment or other concerns. Addressing this was the top priority for the Task Force. WashU’s Human Resources has worked diligently to streamline the reporting process. Now, a single “front door” exists for reporting unprofessional or inappropriate behaviors via the Supporting a Fair Environment (SAFE) program’s online portal.
SAFE’s secure online portal is seamlessly connected to the broader WashU system for reporting unprofessional or inappropriate behaviors. With the new changes, anyone in our WashU Medicine community, including those who witness the mistreatment of employees or learners, can report a concern, whether the incident occurred at WashU Medicine or one of our academic hospitals. (As a reminder, patient safety issues and PHI should not be entered into the SAFE reporting portal. Patient safety issues at WashU Medicine should be reported here.)
Reports of concern can be made anonymously. Mandated reporters should report sexual harassment and discrimination directly to WashU’s Title IX Office.
Human Resources together with WashU Medicine Marketing & Communications will be developing additional communications to explain how to report inappropriate or unprofessional behaviors and what happens once such reports are made. Those communications will be shared broadly throughout WashU Medicine by the end of the summer.
Recognize your colleagues with Accolades
Members of our community do extraordinary things every day at WashU Medicine to create an inclusive environment, show respect for others or demonstrate other exemplary behaviors that create a positive climate and culture. Is there a colleague whose actions you admire? We encourage you to recognize them through the Accolade link in the SAFE portal.
Recommendations now in progress
- Hire an on-campus ombuds for graduate students on the Medical Campus, to address their concerns. (A search is underway for two ombuds for all students, trainees and faculty at WashU Medicine. Applications from the WashU community are encouraged. Note that the university already has an on-campus ombuds for staff on the Danforth and Medical campuses.)
- Update the faculty parental leave policy so that it is consistently applied across WashU Medicine.
- Develop a coaching program for faculty.
- Create and implement enhanced training to prevent retaliatory behaviors.
- Develop a policy regarding alcohol consumption during WashU Medicine activities.
- Select and regularly deploy a climate survey for WashU Medicine.
Catalyst Resources on Workplace Inclusivity
WashU Medicine faculty, staff and students have access to numerous resources on workplace inclusivity available through Catalyst, our external consultant. Simply register for a free Catalyst account using your wustl.edu email address. Here are just a few examples of what is available:
- Easy-to-use tactics to interrupt or stop racial and ethnic microaggressions at work, no matter your role in the organization.
- Tips for leading with empathy that show how empathy can help build an inclusive workplace and positive culture.
- An infographic with tips for how to be inclusive every day.
- Tips for running more inclusive meetings.
Individually and together as a community, we can make a difference. A positive climate and culture benefits all of us because it fosters a sense of belonging, encourages collaboration and creates thriving, innovative and resilient learners, faculty and staff. We are grateful for your support.
Sincerely,
Michael Avidan, MBBCh, Implementation Task force co-chair
Dr. Seymour and Rose T. Brown Professor and head of the Department of Anesthesiology
Linda Richards, AO, FAA, FAHMS, PhD, Implementation Task Force co-chair
Edison Professor of Neurobiology and head of the Department of Neuroscience
Renée Shellhaas, MD, MS, Implementation Task Force administrative director
David T. Blasingame Professor of Neurology and Senior Associate Dean for Faculty Promotions & Career Development