Next Era CONTINUED FROM PAGE 1
Faculty Development Program
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
Lawson-Thompson said. She observes
and Dean Julie Freischlag chose for the
biases and stigmas of the overall
that every community is composed of a
2015–16 academic year. (Please see her
culture,” Callahan said. “We cannot have
range of stakeholders and interests. “I’ve
accompanying “ViewPoint” message.)
maximally effective clinical and research
been actively engaged in the community
“The dean’s selection of the ‘inclusion
teams unless each member is respected
by attending various community events,
excellence’ theme is brilliant. It’s the
and heard regardless of any of their
forums and lectures as a way to identify
foundation for greatness, because
personal attributes. In the absence of true
stakeholders with whom we can partner.”
inclusiveness and excellence are
inclusion, diversity alone is useless.”
Until Lawson-Thompson joined UC
interdependent,” Lawson-Thompson
Lawson-Thompson explains that
Davis in December, she had been the
said. “The quest for inclusion excellence
her office will guide the transition to
diversity manager for faculty recruitment
shifts the responsibility for diversity and
inclusion excellence, while empowering
and retention at Oregon Health and Science inclusiveness to everyone – administrators, every department and every individual
University, where she
– faculty, staff, residents,
oversaw development of an
fellows and students – to
unconscious bias training
assume the responsibility
tool. Before that, though,
for change in pursuit of
she was on staff for nearly
excellence.
20 years at California State
“I view excellence
University, Sacramento,
in the context of highwhere she held an adjunct
quality, culturally
faculty position in the
responsive patient care,
ethnic studies department
research and teaching.
and served as a community
Those of us who are
liaison in various capacities.
helping to guide this
“The respect and
initiative envision a
reputation that Adrienne has
culturally responsive
attained among numerous
climate, a focus on
community groups
community engagement,
throughout the Sacramento
and an engaged
region over the years will
workforce,” she said.
help UC Davis Health
So what does an
System create and strengthen
inclusive environment
important bridges with our
look like? It’s an
diverse communities and
environment where
thereby build relationships
everyone is treated with
and trust,” Acosta observed.
dignity and respect,
Lawson-Thompson
where the talents and
will be initiating climate
skills of different groups
This diagram that David Acosta created illustrates what inclusive excellence encompasses.
assessments at the
are valued, and where
departmental, divisional and
productivity and customer
campus-wide levels. She’ll also design and faculty, staff and students within our
service improves because the workforce
oversee an analytical reporting matrix to
health system – as opposed to one office
is happier, more motivated, and more
gauge pockets of success and progress in
dictating policy and shouldering the entire aware of the benefits inclusion brings.
improving cultural climate – the highestresponsibility for diversity.”
“In an inclusive environment, the
priority quadrant in the framework that
In an inclusive environment, everyone
workforce is representative of the
Acosta mapped out after his arrival at UC
has a voice and the freedom to contribute
community that the organization serves.
Davis in July 2013. The four domains that ideas constructively without fear of
As part of a land-grant institution, UC
constitute the framework are:
harassment or ridicule, in the view of
Davis Health System must reflect the
n institutional culture and climate
Edward Callahan, associate dean for
communities throughout Northern
n workforce development
Academic Personnel.
California for which we provide care,”
n multicultural education
“Because of the life-and-death nature of Acosta said.
nresearch
medical practice, stress in the profession
“Organizations with inclusive
Acosta and Lawson-Thompson
runs high and opens the door for
workplace environments also reflect a
applaud the “inclusion excellence” theme
mistreatment in a hierarchical way. Those
that medical school Vice Chancellor
hierarchies often reflect the unconscious
SEE NEXT ERA ON PAGE 6
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Program
SUMMER 2015
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
Next Era CONTINUED FROM PAGE 5
facultyNEWSLETTER
Published quarterly by Faculty
Development, which administers and
coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
strong belief in investing in each of their
employees, and in investing in each of their
learners and the faculty who teach them.
The organization strives to create an
environment that brings out the best
potential in every employee and in every
learner,” Acosta said.
Organizations flourish not by seeking
homogenous qualities among employees,
but rather by recognizing and valuing the
ways in which their unique perspectives
can enrich and inform the enterprise.
“Supervisors and co-workers should
value the differences that people bring to the
table – not just their similarities. You may
discover attributes you hadn’t expected,
wisdom and insights that are the product
of their life history, their journey, or other
work experiences,” Acosta observed. “By
cultivating inclusiveness you may discover
something that’s going to benefit the
institution, something you can leverage for
mutual benefit. We should all aim to create
an environment not just to allow people
to survive, but to enable them to thrive
– that’s what an inclusive environment is
about.”
Acosta, Callahan and Lawson-Thompson
believe that we at UC Davis Health System
have the capacity to achieve that.
June
8 Organizational Culture and
Leadership: Advanced Topics, Part 1
(ECLP, MCLP)
10 Workshop: Enhanced Training for
Faculty Search Committee Members
11 Special Guest Lecture: Can I Have
a Full Career and a Full Life?
(WIMHS)
11 Special Guest Lecture: Tips on
Work-Life Integration and Achieving
the Career of Your Dreams (WIMHS)
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
DIVERSITY: THE NEXT ERA
Setting the course to attain inclusive excellence
David A. Acosta and Adrienne LawsonThompson are setting the table – not for
a meal, but for the sustenance of the UC
Davis Health System. They are exploring
potential strategies to help move the
health system toward achieving inclusive
excellence.
Acosta, the health system’s associate
vice chancellor of Diversity and Inclusion, uses the table metaphor to illustrate interpersonal interaction scenarios.
“Becoming an inclusive learning
and workplace environment is not an
easy task. When we interact with each
other, we are frequently challenged
by the personal cultural norms and
workplace values that we each bring
to the table. In addition, we all have
multiple identities. Our cultural and
workplace norms and values and our
identities affect our perspectives of
others, how we communicate, how we
form relationships, and how we confront
and negotiate. Understanding these
concepts is central to becoming a more
inclusive environment that promotes
connectedness, a sense of belonging,
validation and being valued,” Acosta said.
Engaging the communities we
serve will also be an important step in
discussing how we can improve our
institutional culture and climate. That’s
why Adrienne Lawson-Thompson was
hired in the newly created position of
director of Institutional Campus Climate
and Community Engagement.
“My philosophy is that community
engagement flourishes through
a cumulative process enabling
relationships and trust to build and
strengthen over time. Community
engagement doesn’t happen overnight,”
CONTINUED ON PAGE 5
15 Organizational Culture and
Leadership: Advanced Topics, Part 2
(ECLP, MCLP)
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
25 Putting Together Your Academic
Packet (ECLP)
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Event co-sponsors
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
ECLP: Early Career Leadership Program
EditPros LLC
Writing and Editing
www.editpros.com
WIMHS: Women in Medicine and
Health Science
MCLP: Mid-Career Leadership Program
David Acosta (at left), Adrienne Thompson and Edward Callahan are guiding improvement of
the health system’s institutional culture and climate.
5
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
6
Next Era CONTINUED FROM PAGE 1
Faculty Development Program
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
Lawson-Thompson said. She observes
and Dean Julie Freischlag chose for the
biases and stigmas of the overall
that every community is composed of a
2015–16 academic year. (Please see her
culture,” Callahan said. “We cannot have
range of stakeholders and interests. “I’ve
accompanying “ViewPoint” message.)
maximally effective clinical and research
been actively engaged in the community
“The dean’s selection of the ‘inclusion
teams unless each member is respected
by attending various community events,
excellence’ theme is brilliant. It’s the
and heard regardless of any of their
forums and lectures as a way to identify
foundation for greatness, because
personal attributes. In the absence of true
stakeholders with whom we can partner.”
inclusiveness and excellence are
inclusion, diversity alone is useless.”
Until Lawson-Thompson joined UC
interdependent,” Lawson-Thompson
Lawson-Thompson explains that
Davis in December, she had been the
said. “The quest for inclusion excellence
her office will guide the transition to
diversity manager for faculty recruitment
shifts the responsibility for diversity and
inclusion excellence, while empowering
and retention at Oregon Health and Science inclusiveness to everyone – administrators, every department and every individual
University, where she
– faculty, staff, residents,
oversaw development of an
fellows and students – to
unconscious bias training
assume the responsibility
tool. Before that, though,
for change in pursuit of
she was on staff for nearly
excellence.
20 years at California State
“I view excellence
University, Sacramento,
in the context of highwhere she held an adjunct
quality, culturally
faculty position in the
responsive patient care,
ethnic studies department
research and teaching.
and served as a community
Those of us who are
liaison in various capacities.
helping to guide this
“The respect and
initiative envision a
reputation that Adrienne has
culturally responsive
attained among numerous
climate, a focus on
community groups
community engagement,
throughout the Sacramento
and an engaged
region over the years will
workforce,” she said.
help UC Davis Health
So what does an
System create and strengthen
inclusive environment
important bridges with our
look like? It’s an
diverse communities and
environment where
thereby build relationships
everyone is treated with
and trust,” Acosta observed.
dignity and respect,
Lawson-Thompson
where the talents and
will be initiating climate
skills of different groups
This diagram that David Acosta created illustrates what inclusive excellence encompasses.
assessments at the
are valued, and where
departmental, divisional and
productivity and customer
campus-wide levels. She’ll also design and faculty, staff and students within our
service improves because the workforce
oversee an analytical reporting matrix to
health system – as opposed to one office
is happier, more motivated, and more
gauge pockets of success and progress in
dictating policy and shouldering the entire aware of the benefits inclusion brings.
improving cultural climate – the highestresponsibility for diversity.”
“In an inclusive environment, the
priority quadrant in the framework that
In an inclusive environment, everyone
workforce is representative of the
Acosta mapped out after his arrival at UC
has a voice and the freedom to contribute
community that the organization serves.
Davis in July 2013. The four domains that ideas constructively without fear of
As part of a land-grant institution, UC
constitute the framework are:
harassment or ridicule, in the view of
Davis Health System must reflect the
n institutional culture and climate
Edward Callahan, associate dean for
communities throughout Northern
n workforce development
Academic Personnel.
California for which we provide care,”
n multicultural education
“Because of the life-and-death nature of Acosta said.
nresearch
medical practice, stress in the profession
“Organizations with inclusive
Acosta and Lawson-Thompson
runs high and opens the door for
workplace environments also reflect a
applaud the “inclusion excellence” theme
mistreatment in a hierarchical way. Those
that medical school Vice Chancellor
hierarchies often reflect the unconscious
SEE NEXT ERA ON PAGE 6
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Program
SUMMER 2015
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
Next Era CONTINUED FROM PAGE 5
facultyNEWSLETTER
Published quarterly by Faculty
Development, which administers and
coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
strong belief in investing in each of their
employees, and in investing in each of their
learners and the faculty who teach them.
The organization strives to create an
environment that brings out the best
potential in every employee and in every
learner,” Acosta said.
Organizations flourish not by seeking
homogenous qualities among employees,
but rather by recognizing and valuing the
ways in which their unique perspectives
can enrich and inform the enterprise.
“Supervisors and co-workers should
value the differences that people bring to the
table – not just their similarities. You may
discover attributes you hadn’t expected,
wisdom and insights that are the product
of their life history, their journey, or other
work experiences,” Acosta observed. “By
cultivating inclusiveness you may discover
something that’s going to benefit the
institution, something you can leverage for
mutual benefit. We should all aim to create
an environment not just to allow people
to survive, but to enable them to thrive
– that’s what an inclusive environment is
about.”
Acosta, Callahan and Lawson-Thompson
believe that we at UC Davis Health System
have the capacity to achieve that.
June
8 Organizational Culture and
Leadership: Advanced Topics, Part 1
(ECLP, MCLP)
10 Workshop: Enhanced Training for
Faculty Search Committee Members
11 Special Guest Lecture: Can I Have
a Full Career and a Full Life?
(WIMHS)
11 Special Guest Lecture: Tips on
Work-Life Integration and Achieving
the Career of Your Dreams (WIMHS)
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
DIVERSITY: THE NEXT ERA
Setting the course to attain inclusive excellence
David A. Acosta and Adrienne LawsonThompson are setting the table – not for
a meal, but for the sustenance of the UC
Davis Health System. They are exploring
potential strategies to help move the
health system toward achieving inclusive
excellence.
Acosta, the health system’s associate
vice chancellor of Diversity and Inclusion, uses the table metaphor to illustrate interpersonal interaction scenarios.
“Becoming an inclusive learning
and workplace environment is not an
easy task. When we interact with each
other, we are frequently challenged
by the personal cultural norms and
workplace values that we each bring
to the table. In addition, we all have
multiple identities. Our cultural and
workplace norms and values and our
identities affect our perspectives of
others, how we communicate, how we
form relationships, and how we confront
and negotiate. Understanding these
concepts is central to becoming a more
inclusive environment that promotes
connectedness, a sense of belonging,
validation and being valued,” Acosta said.
Engaging the communities we
serve will also be an important step in
discussing how we can improve our
institutional culture and climate. That’s
why Adrienne Lawson-Thompson was
hired in the newly created position of
director of Institutional Campus Climate
and Community Engagement.
“My philosophy is that community
engagement flourishes through
a cumulative process enabling
relationships and trust to build and
strengthen over time. Community
engagement doesn’t happen overnight,”
CONTINUED ON PAGE 5
15 Organizational Culture and
Leadership: Advanced Topics, Part 2
(ECLP, MCLP)
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
25 Putting Together Your Academic
Packet (ECLP)
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Event co-sponsors
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
ECLP: Early Career Leadership Program
EditPros LLC
Writing and Editing
www.editpros.com
WIMHS: Women in Medicine and
Health Science
MCLP: Mid-Career Leadership Program
David Acosta (at left), Adrienne Thompson and Edward Callahan are guiding improvement of
the health system’s institutional culture and climate.
5
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
6
Next Era CONTINUED FROM PAGE 1
Faculty Development Program
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
Lawson-Thompson said. She observes
and Dean Julie Freischlag chose for the
biases and stigmas of the overall
that every community is composed of a
2015–16 academic year. (Please see her
culture,” Callahan said. “We cannot have
range of stakeholders and interests. “I’ve
accompanying “ViewPoint” message.)
maximally effective clinical and research
been actively engaged in the community
“The dean’s selection of the ‘inclusion
teams unless each member is respected
by attending various community events,
excellence’ theme is brilliant. It’s the
and heard regardless of any of their
forums and lectures as a way to identify
foundation for greatness, because
personal attributes. In the absence of true
stakeholders with whom we can partner.”
inclusiveness and excellence are
inclusion, diversity alone is useless.”
Until Lawson-Thompson joined UC
interdependent,” Lawson-Thompson
Lawson-Thompson explains that
Davis in December, she had been the
said. “The quest for inclusion excellence
her office will guide the transition to
diversity manager for faculty recruitment
shifts the responsibility for diversity and
inclusion excellence, while empowering
and retention at Oregon Health and Science inclusiveness to everyone – administrators, every department and every individual
University, where she
– faculty, staff, residents,
oversaw development of an
fellows and students – to
unconscious bias training
assume the responsibility
tool. Before that, though,
for change in pursuit of
she was on staff for nearly
excellence.
20 years at California State
“I view excellence
University, Sacramento,
in the context of highwhere she held an adjunct
quality, culturally
faculty position in the
responsive patient care,
ethnic studies department
research and teaching.
and served as a community
Those of us who are
liaison in various capacities.
helping to guide this
“The respect and
initiative envision a
reputation that Adrienne has
culturally responsive
attained among numerous
climate, a focus on
community groups
community engagement,
throughout the Sacramento
and an engaged
region over the years will
workforce,” she said.
help UC Davis Health
So what does an
System create and strengthen
inclusive environment
important bridges with our
look like? It’s an
diverse communities and
environment where
thereby build relationships
everyone is treated with
and trust,” Acosta observed.
dignity and respect,
Lawson-Thompson
where the talents and
will be initiating climate
skills of different groups
This diagram that David Acosta created illustrates what inclusive excellence encompasses.
assessments at the
are valued, and where
departmental, divisional and
productivity and customer
campus-wide levels. She’ll also design and faculty, staff and students within our
service improves because the workforce
oversee an analytical reporting matrix to
health system – as opposed to one office
is happier, more motivated, and more
gauge pockets of success and progress in
dictating policy and shouldering the entire aware of the benefits inclusion brings.
improving cultural climate – the highestresponsibility for diversity.”
“In an inclusive environment, the
priority quadrant in the framework that
In an inclusive environment, everyone
workforce is representative of the
Acosta mapped out after his arrival at UC
has a voice and the freedom to contribute
community that the organization serves.
Davis in July 2013. The four domains that ideas constructively without fear of
As part of a land-grant institution, UC
constitute the framework are:
harassment or ridicule, in the view of
Davis Health System must reflect the
n institutional culture and climate
Edward Callahan, associate dean for
communities throughout Northern
n workforce development
Academic Personnel.
California for which we provide care,”
n multicultural education
“Because of the life-and-death nature of Acosta said.
nresearch
medical practice, stress in the profession
“Organizations with inclusive
Acosta and Lawson-Thompson
runs high and opens the door for
workplace environments also reflect a
applaud the “inclusion excellence” theme
mistreatment in a hierarchical way. Those
that medical school Vice Chancellor
hierarchies often reflect the unconscious
SEE NEXT ERA ON PAGE 6
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Program
SUMMER 2015
Workshops and other activities
You are invited! We encourage you to
enroll in one of the various workshops
and events sponsored by the Faculty
Development Program. For more event
details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
Next Era CONTINUED FROM PAGE 5
facultyNEWSLETTER
Published quarterly by Faculty
Development, which administers and
coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
strong belief in investing in each of their
employees, and in investing in each of their
learners and the faculty who teach them.
The organization strives to create an
environment that brings out the best
potential in every employee and in every
learner,” Acosta said.
Organizations flourish not by seeking
homogenous qualities among employees,
but rather by recognizing and valuing the
ways in which their unique perspectives
can enrich and inform the enterprise.
“Supervisors and co-workers should
value the differences that people bring to the
table – not just their similarities. You may
discover attributes you hadn’t expected,
wisdom and insights that are the product
of their life history, their journey, or other
work experiences,” Acosta observed. “By
cultivating inclusiveness you may discover
something that’s going to benefit the
institution, something you can leverage for
mutual benefit. We should all aim to create
an environment not just to allow people
to survive, but to enable them to thrive
– that’s what an inclusive environment is
about.”
Acosta, Callahan and Lawson-Thompson
believe that we at UC Davis Health System
have the capacity to achieve that.
June
8 Organizational Culture and
Leadership: Advanced Topics, Part 1
(ECLP, MCLP)
10 Workshop: Enhanced Training for
Faculty Search Committee Members
11 Special Guest Lecture: Can I Have
a Full Career and a Full Life?
(WIMHS)
11 Special Guest Lecture: Tips on
Work-Life Integration and Achieving
the Career of Your Dreams (WIMHS)
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
DIVERSITY: THE NEXT ERA
Setting the course to attain inclusive excellence
David A. Acosta and Adrienne LawsonThompson are setting the table – not for
a meal, but for the sustenance of the UC
Davis Health System. They are exploring
potential strategies to help move the
health system toward achieving inclusive
excellence.
Acosta, the health system’s associate
vice chancellor of Diversity and Inclusion, uses the table metaphor to illustrate interpersonal interaction scenarios.
“Becoming an inclusive learning
and workplace environment is not an
easy task. When we interact with each
other, we are frequently challenged
by the personal cultural norms and
workplace values that we each bring
to the table. In addition, we all have
multiple identities. Our cultural and
workplace norms and values and our
identities affect our perspectives of
others, how we communicate, how we
form relationships, and how we confront
and negotiate. Understanding these
concepts is central to becoming a more
inclusive environment that promotes
connectedness, a sense of belonging,
validation and being valued,” Acosta said.
Engaging the communities we
serve will also be an important step in
discussing how we can improve our
institutional culture and climate. That’s
why Adrienne Lawson-Thompson was
hired in the newly created position of
director of Institutional Campus Climate
and Community Engagement.
“My philosophy is that community
engagement flourishes through
a cumulative process enabling
relationships and trust to build and
strengthen over time. Community
engagement doesn’t happen overnight,”
CONTINUED ON PAGE 5
15 Organizational Culture and
Leadership: Advanced Topics, Part 2
(ECLP, MCLP)
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
25 Putting Together Your Academic
Packet (ECLP)
Brent Seifert, J.D.
Assistant Dean for Academic Personnel
Event co-sponsors
Cheryl Busman
Program Manager, Faculty Development
cdbusman@ucdavis.edu
ECLP: Early Career Leadership Program
EditPros LLC
Writing and Editing
www.editpros.com
WIMHS: Women in Medicine and
Health Science
MCLP: Mid-Career Leadership Program
David Acosta (at left), Adrienne Thompson and Edward Callahan are guiding improvement of
the health system’s institutional culture and climate.
5
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
6