January 2025
As we conclude the work of the Climate & Culture Implementation Task Force, we want to express our deep appreciation for the feedback and support we’ve received from the WashU Medicine community over the past two years. Your valuable insights have helped us make progress toward our goal of building a culture where everyone is safe, supported and welcome.
The Implementation Task Force was appointed and charged with prioritizing and executing the recommendations of the 2023 Executive Faculty Task Force on Climate & Culture. We are pleased to report all the Task Force recommendations were either implemented in 2024 or are set to be accomplished in 2025.
Task Force final report
This final report, written by the WashU Medicine Implementation Task Force on Climate & Culture, summarizes key accomplishments and next steps.
WUSTL Key required.
SUMMARY LIST OF ACCOMPLISHMENTS
1. Reporting unprofessional or otherwise inappropriate behavior:
- All members of the WashU Medicine community can now use the SAFE portal as a “single front door” for reporting all types of unprofessional or inappropriate behaviors.
- An updated set of flowcharts was developed to illustrate the streamlined process for reporting and what happens after a report is made.
2. Training regarding prevention of sexual harassment and retaliation:
- Annual training regarding sexual harassment remains mandatory and is tailored for leaders, faculty, trainees, students, and staff.
- A new training module for faculty and managers on prevention of retaliation will be introduced in 2025.
3. Develop or revise targeted policies:
- A new policy regarding alcohol consumption on the WashU Medicine campus was approved by the Executive Faculty and will be implemented in 2025.
- The WashU Medicine faculty leave policies (including medical, parental, and caregiver leaves) have been updated and will be implemented in 2025.
4. Ongoing assessment of Climate & Culture:
- The AAMC StandPoint® Survey was selected as a biannual climate assessment for WashU Medicine faculty. The survey will be deployed for the first time in February 2025.
- A new system for exit surveys for all departing faculty and staff was developed and implemented in 2024s.
5. Leadership Development:
- The Pivotal Leaders Program for Division Chiefs and Section Heads launched in September 2024.
- A comprehensive suite of relevant professional development programming is now available for all WashU Medicine faculty. These resources are provided by the Office of Faculty Promotions & Career Development.
- Steve Taff was appointed as the inaugural Assistant Dean for Faculty Leadership Development.
- John Schneider was appointed as the inaugural Assistant Dean for Faculty Coaching.
- In parallel, WashU Human Resources has developed and expanded programs for staff, such as Civil Treatment for Leaders training for staff managers.
6. Complete the revision of WashU Medicine Promotion Criteria to recognize and reward the full range of careers at WashU Medicine:
- The revised Appointments & Promotions Guidelines and Requirements (APGAR) was approved by the WashU Medicine faculty in March 2024. The new promotion criteria went into effect on July 1, 2024.
- Departments and the Office of Faculty Promotions & Career Development are monitoring time to promotion across demographic groups to discern and address potential inequities.
Recommendations in progress
Work on the following recommendations is currently in progress. The appropriate offices and committees will complete these efforts in the coming months.
- Updating the faculty parental leave policy
- Creating and implementing enhanced training to prevent retaliatory behaviors
Looking forward
We are proud of the progress that has been made at WashU Medicine and recognize that efforts to sustain our progress mean that this work must continue into the future.
Importantly, all members of WashU Medicine are responsible for sustaining a welcoming climate and collaborative culture. While appropriate policies are necessary for uniform access to resources and fundamental standards, focused efforts to enhance climate and culture must be implemented locally — across all departments, institutes, sections, and individual teams within WashU Medicine.
Over the past two years, our community has shown its dedication to the intentional, consistent and patient efforts needed to achieve our goals. Together as individuals and as a community, we can build a more welcoming climate and collaborative culture for all.