Inclusive Excellence Policy

PURPOSE
Inclusive Excellence is indispensable to fulfilling the core educational, clinical care, and research missions of the University of California, Davis School of Medicine (e.g., the School). It enhances the educational experiences of our community of learners, including our trainees, faculty, staff, and patients. Inclusive Excellence improves the clinical care and health of the patients we serve. It widens the spectrum of our research efforts and increases the relevance, validity, and applicability of our findings. The School is wholly committed to developing and implementing programs that actively recruit and retain qualified trainees, faculty, staff, and senior administrative staff from a diversity of backgrounds. Furthermore, in creating an inclusive environment, the School establishes a culture based on the UC Davis Principles of Community in which everyone feels respected, valued, and included.

AUDIENCE
All faculty, residents, students and staff, at all locations

LCME STANDARD
3.4 Anti-Discrimination Policy

POLICY
UC Davis School of Medicine commits to an inclusive learning environment that promotes dialogue, intellectual inquiry, and activities critical to the success of our educational, clinical, and research missions.

PROCEDURE

  1. To achieve the policy commitments, the following goals have been established: 
    1. Developing and implementing pathway programs to increase the number of individuals from groups traditionally underrepresented in medicine.
    2. Recruiting, retaining, and developing the full potential of trainees, faculty, staff, and senior administrative staff so they are well equipped to advance the needs of California's diverse communities. 
    3. Developing and evaluating the impact of evidence-based approaches to recruit and train a healthcare workforce capable of delivering quality medical care to diverse patient populations. 
    4. Creating a supportive, collaborative, and equitable learning and work environment (inclusive climate) for all trainees, faculty, staff, and senior administrative staff. 
    5. Preparing our trainees, faculty, staff, and senior administrative staff to embrace the principles of cultural humility in our ongoing efforts to provide culturally-sensitive medical care of the highest quality to the diverse patient populations we serve. 
    6. Engaging our trainees, faculty, staff, and senior administrative staff with diverse communities at the local, regional, and statewide level. 
  2. The School fully embraces the commitment of the University of California to create a diverse, equitable, and supportive campus culture that embodies the spirit of equal opportunity laws and policies and builds awareness of this culture within the University community.  
  3. Our School’s Office for Health Equity by Design for Inclusive Excellence, led by the Associate Vice Chancellor for Health Equity by Design for Inclusive Excellence, oversees the development and implementation of policies and programs that seek to achieve two imperatives:
    1. Prepare our trainees (medical students, residents, and fellows), faculty, staff, and senior administrative staff to meet the needs of diverse populations.
    2. Create and sustain educational, clinical, and research environments guided by the UC Davis Principles of Community which affirms the inherent dignity of all and values a variety of perspectives and experiences within the bounds of courtesy, sensitivity, and respect.     
  4. In accordance with this policy and the policies of the University of California, the School does not discriminate in admissions, hiring, pay, or promotion against trainees, faculty, or staff based on any differences among individuals or groups.
  5. Serving our School and Health System, the Office for Health Equity by Design for Inclusive Excellence actively oversees compliance with this policy, measures and reports on its actual success, and reviews progress regularly to produce a richly diverse, tolerant, and vibrant learning community.
  6. Each department in the School is required to submit an annual departmental Inclusive Excellence Report and Action Plan to the Medical School Dean, the Associate Vice Chancellor for Health Equity by Design for Inclusive Excellence, and the Vice/Senior Associate Dean of Medical Education.  
  7. To further assess the medical school climate and to guide continuous quality and improvement strategies, the School will periodically administer and disseminate the findings of an inclusive excellence climate survey.

RESPONSIBILITY
Office for Health Equity by Design for Inclusive Excellence

REFERENCES
University of California, Board of Regents, Policy 4400
UC Davis Principles of Community

POLICY OWNER
Office for Health Equity Equity by Design for Inclusive Excellence

REVIEWED BY
Office for Health Equity by Design for Inclusive Excellence
Office of Medical Pathways (Med Path) 
School of Medicine Education Deans’ Council

REVIEWED DATE and REVIEW CYCLE
August 2026; 3-year review cycle