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
officeVISIT
VOLUNTEER ROBERT BLANCO TEACHES FELLOWS
TECHNIQUES IN INTERPERSONAL PSYCHIATRY
Visitors at the private practice office of
psychiatrist Robert L. Blanco on 21st Street
in Sacramento may be surprised that
although he has a couch, he doesn’t ask
his patients to use it. While reclining lends
itself to hypnosis and free association,
Sigmund Freud acknowledged that he
favored sitting out of view of the patients
lying on his couch in order to prevent them
from staring at him all day. In contrast,
Blanco and his patients deliberately sit in
chairs facing each other so they can interact
with each other.
“When patients are lying on a couch
without looking at the therapist, that
creates the impression that the therapist
is not very engaged. I shifted from the
psychoanalytic format to an interpersonal,
intersubjective format, which focuses on
the relationship and the dynamics in the
room,” Blanco explained.
Blanco, a UC Davis Volunteer Clinical
Faculty (VCF) member for 30 years,
became a psychiatrist because of his
interest in developing long, trusting
interactions through which to help
children, adolescents and adults. He
specializes in overcoming problems in
relationships, difficulties with work, or
self-esteem insufficiencies. “Some may
have had early trauma that has left scars,
inhibitions and problems in functioning
during adolescence or in adulthood. I try
to help them grow in an emotionally safe
relationship,” he said.
In addition to his own practice weekday
afternoons, he wears two other hats. He
also is Medical Director of the Child and
Adolescent Psychiatry Unit at Sutter Center
for Psychiatry on Folsom Boulevard, where
he attends rounds daily. Additionally, he
is on the staff of Psychiatric Intervention
Medical Associates, where he and Theodore
Goodman, his partner in that practice,
treat patients using transcranial magnetic
stimulation, electroconvulsive therapy
(ECT), and ketamine infusion therapy.
In his own practice Blanco has 14
patients, most of whom see him once a
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Elizabeth Magnan
OUR NEXT STRATEGIC PLAN WILL
EMBRACE INCLUSION EXCELLENCE
Glenn C. Yiu
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
Blanco, who grew up in Philadelphia,
attended Boston University and Sarah
Lawrence College before obtaining his
M.D. degree from Hahnemann Medical
College and Hospital, where his father,
Gumersindo Blanco, was a cardiac
surgeon. Robert’s mother, Ann (O’Brien)
Blanco had been a medical technician.
Robert performed his internship at UC
Davis Medical Center, then stayed on for
his psychiatric residency and fellowship
in child psychiatry here. Upon completing
that fellowship in 1984, he earned his
board certification in psychiatry and
Robert Blanco with his wife, Kelly Piner
neurology and opened his practice. He
(courtesy photo)
became board-certified in child psychiatry
in 1985, and the following year married
week. Some have been his patients for
Kelly Piner, who had been a child life
decades.
specialist at UC Davis. The couple have
Despite Blanco’s busy schedule, he
accommodates hour-long continuous case three sons.
Blanco, who enjoys reading what he
conferences with UC Davis child psychiatry
calls
“blood-pumper mystery novels” as
fellows at Sacramento County’s Child and
well
as
mental health texts, relaxes by
Adolescent Psychiatric Services Clinic.
riding
his
recumbent bicycle, or by playing
He also hosts residents daily at the Sutter
guitar
and
his electronic musical keyboard
Center for Psychiatry inpatient unit. His
and
recording
using his own audio mixing
dedication has twice earned for him the
equipment.
He
says he manages to leave
volunteer clinical faculty resident teaching
most
of
his
work
behind him at the end
award.
of
the
day,
but
with
a chuckle added, “my
Matthew “Matt” Soulier, program
wife
is
willing
to
hear
my tales of woe.”
director of the UC Davis Child and
Blanco’
s
professional
education
Adolescent Psychiatry Training Program,
continues;
he
recently
began
core skills
says the case conference promotes
training
in
emotionally
focused
couples
discussion about difficult and complex
therapy.
He
believes
that
four
out
of five
therapy cases.
Americans
can
benefit
from
psychiatric
“Dr. Blanco models a tradition of
help, asserting that “one out of five
psychiatry characterized by listening
absolutely needs it.” He likes the balance
carefully to the stories of patients and
of his practice.
their families. He always receives positive
“Some psychiatrists in town have a
evaluations from residents because he is
caseload
of 1,500 patients whom they see
thoughtful and dynamic,” said Soulier,
only
once
in three months to refill their
an associate professor of psychiatry
meds.
That’
s not my interest. I prefer deep
and behavioral sciences. “Dr. Blanco
exploration,
working long-term with peohas volunteered countless hours in his
ple
and
watching
them change fundamendevotion to teaching and developing child
tally over time, to develop new capacities
psychiatry trainees since 1985. Child
psychiatry requires wisdom, and Dr. Blanco and new abilities, to enjoy relationships
and work and life,” he said. “That’s the
brings years of experience that greatly
most rewarding aspect of my career.”
benefits residents.”
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
Elizabeth Magnan studying
patients with multiple conditions
tomography to study the mechanisms
of retinal disease pathogenesis,” he
explained. “My basic research on the Davis
campus involves translational studies
employing nanoparticles for ocular drug
delivery, small-animal ocular imaging, and
genome engineering for treatment of agerelated macular degeneration.”
Elizabeth Magnan, M.D., Ph.D.,
an assistant professor of family and
community medicine, focuses on
management of chronic conditions,
with research interest in multimorbidity
and diabetes. She is investigating the
health care impact of multiple chronic
Other new colleagues
conditions, particularly in patients who
n Board-certified anesthesiologist Catalin
have diabetes in combination with one or
Cantemir, M.D., is an assistant clinical
more additional conditions.
professor of anesthesiology and pain
“The vast majority of adults have
medicine. He performs patient care
or will have at least two chronic
in the perioperative period preceding
conditions in their lifetime, and the more
surgery, during surgery and in the early
conditions they have to manage, the more
recovery phase following surgery.
complicated their health care becomes,”
n Gastrointestinal pathologist Dorina
Magnan said. “My work examines health
Gui, M.D., Ph.D., an assistant
care quality and outcomes for patients
professor of pathology and laboratory
with multiple chronic conditions, with an
medicine, specializes in assessment of
aim to reduce their burden of care – in
gastrointestinal and liver diseases. She is
time, money, medications and tests – while
conducting research in digital pathology,
improving outcomes.”
online education, and gastrointestinal
and liver pathology.
Glenn Yiu seeks new ways
to treat macular degeneration
n Primary-care physician assistant Gerald
The clinical practice of vitreoretinal
surgery specialist Glenn C. Yiu, M.D.,
Ph.D., encompasses medical and surgical
management of retinal diseases. He
treats patients for age-related macular
degeneration, diabetic retinopathy, retinal
vascular and inflammatory diseases,
macular hole, macular pucker, and retinal
detachment. Yiu, a board-certified assistant
professor of ophthalmology, is conducting
both basic and clinical research through
which he hopes to identify new treatments
for age-related macular degeneration.
“My clinical research involves
ocular imaging using optical coherence
2
Kayingo, Ph.D., MMSc., PA-C, an
assistant clinical professor in the Betty
Irene Moore School of Nursing, has
expertise in microbiology, infectious
diseases and metabolic syndrome.
Certified by the National Commission
on Certification of Physician Assistants,
he is conducting research on patientcentered outcomes; on team-based
care, quality and safety; and on ways to
advance rural and global health through
mobile technologies.
n
Orthopaedic surgeon Chris Kreulen,
M.D., M.S., specializes in treating
sports-related injuries, and in
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
reconstructive foot, ankle and knee
surgery. An assistant professor
of orthopaedic surgery, he treats
cartilage defects and adult foot and
ankle deformities and injuries, and
performs arthroscopies of the ankle
and knee. He is investigating outcomes
in treatment of cartilage injuries of
the ankle, and surgical treatment in
ligamentous injuries of the foot.
n
Board-certified surgical pathologist
Karen Matsukuma, M.D., Ph.D., an
assistant professor of pathology and
laboratory medicine, specializes in GI
and liver pathology, and pancreatic
pathology. In her research, she is
investigating GI neuroendocrine
tumors and Lynch syndrome.
n
Maternal and fetal medicine specialist
Trevor John Miller, M.D., has
expertise in management of complex
multiple gestations, and in caring for
pregnancies complicated by maternal
medical complications and fetal
abnormalities. An associate professor of
obstetrics and gynecology, he is boardcertified in general obstetrics and
gynecology, and in maternal and fetal
medicine.
n
Board-certified interventional
radiologist Luke A. Wright, M.D., has
undergone training in radiofrequency
ablation for hepatic and renal tumors.
He is developing expertise in liverdirected therapy, including intraarterial chemoembolization and
selective internal radiation therapy. An
assistant clinical professor of radiology,
he holds a joint appointment with
the Sacramento VA Medical Center at
Mather.
The strategic plan that UC Davis Health
System inaugurated in 2011 is nearing
its intended conclusion. I soon will ask
executive leadership team members,
chairs and center directors, faculty, staff,
students, residents, fellows, patients and
community leaders to participate in the
process of developing a new five-year
strategic plan that maps our evolution
into an academic health system of the 21st
century.
Although fifteen years have passed
since Y2K, and it seems that we’re well
entrenched in the 21st century, that’s
scarcely the case. Consider how little
1915 resembled the vast remainder of the
20th century. In 1915 physicians lacked
vaccines for diphtheria, pertussis and
tetanus. Insulin was not yet being used
to treat diabetes. Polio and rickets were
commonplace. Neither penicillin nor
streptomycin had been discovered. Organ
transplants, artificial joint replacements
and cardiac pacemakers were in the realm
of science fiction.
The societal landscape of 1915 vastly
differed from that of subsequent decades.
In 1915, an estimated 2 million children
under 16 years of age were imperiled by
hazardous, unhealthy and unchecked
child labor conditions. Jim Crow laws
kept schools, public transit, health-care
facilities and other public places in the
South racially segregated. Movies were
silent. Suffragists were vocal. The 19th
Amendment to the U.S. Constitution
granting voting equality to women had not
yet been enacted.
As of today many, but not nearly
enough, of the ills that afflict society have
3
been rectified. Passage of the Civil Rights
Act of 1964 prohibiting discrimination
based on race, color, religion, sex, and
national origin was a pivotal milestone.
While diversity and opportunities have
increased significantly during the halfcentury since then, daily newspapers and
the nightly news bare the open wounds
of a nation still suffering from poverty,
intolerance and distrust.
But I am not as discouraged by that
as I am encouraged by the strides that
have been made, nationally, statewide
and here at UC Davis Health System.
A number of my leadership colleagues
have set the tone and helped define a
high standard to which we can – and
must – aspire. I’m referring to the work
that the health system’s Office for Equity,
Diversity and Inclusion is doing to
improve our institutional culture and
climate, by guiding us in instilling an
inclusive environment. Accordingly, I
have chosen the theme of “inclusion
excellence” as a touchstone by which to
inspire initiatives and launch activities
during the coming academic year.
“I have chosen the theme
of ‘inclusion excellence’
as a touchstone by which to
inspire initiatives and launch
activities during the coming
academic year.”
—Julie Freischlag
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Diversity and excellence
are intertwined
Those ideals align with Chancellor Linda
Katehi’s appointment of a Strategic Planning
Committee on Diversity and Inclusion,
which is based on the premise that diversity
and educational excellence are inexorably
intertwined and harmonious. I am a member
of that committee, along with several UC
Davis Health System colleagues. Community
outreach and engagement are top priorities
in the goal of deeply imprinting UC Davis as
a stronghold of innovation and opportunity,
by nurturing all members of the campus
community to enable them to reach their full
potential.
Inclusion excellence will be a defining
component of the health system’s next
five-year strategic plan. Collectively, we
have the expertise, the insights and the
perception to visualize our path.
I believe that transformative leaders
should be strategic, future-directed and
results-oriented. But in their quest to
advance an organization, they must never
lose sight of the fact that it is composed
of individuals who have unique and
invaluable qualities and abilities. You can
think of inclusive excellence this way: The
images on your high-resolution digital
monitor or TV screen are composed of
thousands of individual pixels of greatly
varying shades. But if individual pixels are
missing from the display, quality declines.
Inclusive excellence really is about high
regard for everyone as an individual,
and the recognition that all of us, in the
aggregate, compose society.
Eighty-five percent of the 21st century
lies before us. A lot of people are counting
on us to do the right thing. I’m confident
that we can.
4
officeVISIT
VOLUNTEER ROBERT BLANCO TEACHES FELLOWS
TECHNIQUES IN INTERPERSONAL PSYCHIATRY
Visitors at the private practice office of
psychiatrist Robert L. Blanco on 21st Street
in Sacramento may be surprised that
although he has a couch, he doesn’t ask
his patients to use it. While reclining lends
itself to hypnosis and free association,
Sigmund Freud acknowledged that he
favored sitting out of view of the patients
lying on his couch in order to prevent them
from staring at him all day. In contrast,
Blanco and his patients deliberately sit in
chairs facing each other so they can interact
with each other.
“When patients are lying on a couch
without looking at the therapist, that
creates the impression that the therapist
is not very engaged. I shifted from the
psychoanalytic format to an interpersonal,
intersubjective format, which focuses on
the relationship and the dynamics in the
room,” Blanco explained.
Blanco, a UC Davis Volunteer Clinical
Faculty (VCF) member for 30 years,
became a psychiatrist because of his
interest in developing long, trusting
interactions through which to help
children, adolescents and adults. He
specializes in overcoming problems in
relationships, difficulties with work, or
self-esteem insufficiencies. “Some may
have had early trauma that has left scars,
inhibitions and problems in functioning
during adolescence or in adulthood. I try
to help them grow in an emotionally safe
relationship,” he said.
In addition to his own practice weekday
afternoons, he wears two other hats. He
also is Medical Director of the Child and
Adolescent Psychiatry Unit at Sutter Center
for Psychiatry on Folsom Boulevard, where
he attends rounds daily. Additionally, he
is on the staff of Psychiatric Intervention
Medical Associates, where he and Theodore
Goodman, his partner in that practice,
treat patients using transcranial magnetic
stimulation, electroconvulsive therapy
(ECT), and ketamine infusion therapy.
In his own practice Blanco has 14
patients, most of whom see him once a
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Elizabeth Magnan
OUR NEXT STRATEGIC PLAN WILL
EMBRACE INCLUSION EXCELLENCE
Glenn C. Yiu
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
Blanco, who grew up in Philadelphia,
attended Boston University and Sarah
Lawrence College before obtaining his
M.D. degree from Hahnemann Medical
College and Hospital, where his father,
Gumersindo Blanco, was a cardiac
surgeon. Robert’s mother, Ann (O’Brien)
Blanco had been a medical technician.
Robert performed his internship at UC
Davis Medical Center, then stayed on for
his psychiatric residency and fellowship
in child psychiatry here. Upon completing
that fellowship in 1984, he earned his
board certification in psychiatry and
Robert Blanco with his wife, Kelly Piner
neurology and opened his practice. He
(courtesy photo)
became board-certified in child psychiatry
in 1985, and the following year married
week. Some have been his patients for
Kelly Piner, who had been a child life
decades.
specialist at UC Davis. The couple have
Despite Blanco’s busy schedule, he
accommodates hour-long continuous case three sons.
Blanco, who enjoys reading what he
conferences with UC Davis child psychiatry
calls
“blood-pumper mystery novels” as
fellows at Sacramento County’s Child and
well
as
mental health texts, relaxes by
Adolescent Psychiatric Services Clinic.
riding
his
recumbent bicycle, or by playing
He also hosts residents daily at the Sutter
guitar
and
his electronic musical keyboard
Center for Psychiatry inpatient unit. His
and
recording
using his own audio mixing
dedication has twice earned for him the
equipment.
He
says he manages to leave
volunteer clinical faculty resident teaching
most
of
his
work
behind him at the end
award.
of
the
day,
but
with
a chuckle added, “my
Matthew “Matt” Soulier, program
wife
is
willing
to
hear
my tales of woe.”
director of the UC Davis Child and
Blanco’
s
professional
education
Adolescent Psychiatry Training Program,
continues;
he
recently
began
core skills
says the case conference promotes
training
in
emotionally
focused
couples
discussion about difficult and complex
therapy.
He
believes
that
four
out
of five
therapy cases.
Americans
can
benefit
from
psychiatric
“Dr. Blanco models a tradition of
help, asserting that “one out of five
psychiatry characterized by listening
absolutely needs it.” He likes the balance
carefully to the stories of patients and
of his practice.
their families. He always receives positive
“Some psychiatrists in town have a
evaluations from residents because he is
caseload
of 1,500 patients whom they see
thoughtful and dynamic,” said Soulier,
only
once
in three months to refill their
an associate professor of psychiatry
meds.
That’
s not my interest. I prefer deep
and behavioral sciences. “Dr. Blanco
exploration,
working long-term with peohas volunteered countless hours in his
ple
and
watching
them change fundamendevotion to teaching and developing child
tally over time, to develop new capacities
psychiatry trainees since 1985. Child
psychiatry requires wisdom, and Dr. Blanco and new abilities, to enjoy relationships
and work and life,” he said. “That’s the
brings years of experience that greatly
most rewarding aspect of my career.”
benefits residents.”
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
Elizabeth Magnan studying
patients with multiple conditions
tomography to study the mechanisms
of retinal disease pathogenesis,” he
explained. “My basic research on the Davis
campus involves translational studies
employing nanoparticles for ocular drug
delivery, small-animal ocular imaging, and
genome engineering for treatment of agerelated macular degeneration.”
Elizabeth Magnan, M.D., Ph.D.,
an assistant professor of family and
community medicine, focuses on
management of chronic conditions,
with research interest in multimorbidity
and diabetes. She is investigating the
health care impact of multiple chronic
Other new colleagues
conditions, particularly in patients who
n Board-certified anesthesiologist Catalin
have diabetes in combination with one or
Cantemir, M.D., is an assistant clinical
more additional conditions.
professor of anesthesiology and pain
“The vast majority of adults have
medicine. He performs patient care
or will have at least two chronic
in the perioperative period preceding
conditions in their lifetime, and the more
surgery, during surgery and in the early
conditions they have to manage, the more
recovery phase following surgery.
complicated their health care becomes,”
n Gastrointestinal pathologist Dorina
Magnan said. “My work examines health
Gui, M.D., Ph.D., an assistant
care quality and outcomes for patients
professor of pathology and laboratory
with multiple chronic conditions, with an
medicine, specializes in assessment of
aim to reduce their burden of care – in
gastrointestinal and liver diseases. She is
time, money, medications and tests – while
conducting research in digital pathology,
improving outcomes.”
online education, and gastrointestinal
and liver pathology.
Glenn Yiu seeks new ways
to treat macular degeneration
n Primary-care physician assistant Gerald
The clinical practice of vitreoretinal
surgery specialist Glenn C. Yiu, M.D.,
Ph.D., encompasses medical and surgical
management of retinal diseases. He
treats patients for age-related macular
degeneration, diabetic retinopathy, retinal
vascular and inflammatory diseases,
macular hole, macular pucker, and retinal
detachment. Yiu, a board-certified assistant
professor of ophthalmology, is conducting
both basic and clinical research through
which he hopes to identify new treatments
for age-related macular degeneration.
“My clinical research involves
ocular imaging using optical coherence
2
Kayingo, Ph.D., MMSc., PA-C, an
assistant clinical professor in the Betty
Irene Moore School of Nursing, has
expertise in microbiology, infectious
diseases and metabolic syndrome.
Certified by the National Commission
on Certification of Physician Assistants,
he is conducting research on patientcentered outcomes; on team-based
care, quality and safety; and on ways to
advance rural and global health through
mobile technologies.
n
Orthopaedic surgeon Chris Kreulen,
M.D., M.S., specializes in treating
sports-related injuries, and in
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
reconstructive foot, ankle and knee
surgery. An assistant professor
of orthopaedic surgery, he treats
cartilage defects and adult foot and
ankle deformities and injuries, and
performs arthroscopies of the ankle
and knee. He is investigating outcomes
in treatment of cartilage injuries of
the ankle, and surgical treatment in
ligamentous injuries of the foot.
n
Board-certified surgical pathologist
Karen Matsukuma, M.D., Ph.D., an
assistant professor of pathology and
laboratory medicine, specializes in GI
and liver pathology, and pancreatic
pathology. In her research, she is
investigating GI neuroendocrine
tumors and Lynch syndrome.
n
Maternal and fetal medicine specialist
Trevor John Miller, M.D., has
expertise in management of complex
multiple gestations, and in caring for
pregnancies complicated by maternal
medical complications and fetal
abnormalities. An associate professor of
obstetrics and gynecology, he is boardcertified in general obstetrics and
gynecology, and in maternal and fetal
medicine.
n
Board-certified interventional
radiologist Luke A. Wright, M.D., has
undergone training in radiofrequency
ablation for hepatic and renal tumors.
He is developing expertise in liverdirected therapy, including intraarterial chemoembolization and
selective internal radiation therapy. An
assistant clinical professor of radiology,
he holds a joint appointment with
the Sacramento VA Medical Center at
Mather.
The strategic plan that UC Davis Health
System inaugurated in 2011 is nearing
its intended conclusion. I soon will ask
executive leadership team members,
chairs and center directors, faculty, staff,
students, residents, fellows, patients and
community leaders to participate in the
process of developing a new five-year
strategic plan that maps our evolution
into an academic health system of the 21st
century.
Although fifteen years have passed
since Y2K, and it seems that we’re well
entrenched in the 21st century, that’s
scarcely the case. Consider how little
1915 resembled the vast remainder of the
20th century. In 1915 physicians lacked
vaccines for diphtheria, pertussis and
tetanus. Insulin was not yet being used
to treat diabetes. Polio and rickets were
commonplace. Neither penicillin nor
streptomycin had been discovered. Organ
transplants, artificial joint replacements
and cardiac pacemakers were in the realm
of science fiction.
The societal landscape of 1915 vastly
differed from that of subsequent decades.
In 1915, an estimated 2 million children
under 16 years of age were imperiled by
hazardous, unhealthy and unchecked
child labor conditions. Jim Crow laws
kept schools, public transit, health-care
facilities and other public places in the
South racially segregated. Movies were
silent. Suffragists were vocal. The 19th
Amendment to the U.S. Constitution
granting voting equality to women had not
yet been enacted.
As of today many, but not nearly
enough, of the ills that afflict society have
3
been rectified. Passage of the Civil Rights
Act of 1964 prohibiting discrimination
based on race, color, religion, sex, and
national origin was a pivotal milestone.
While diversity and opportunities have
increased significantly during the halfcentury since then, daily newspapers and
the nightly news bare the open wounds
of a nation still suffering from poverty,
intolerance and distrust.
But I am not as discouraged by that
as I am encouraged by the strides that
have been made, nationally, statewide
and here at UC Davis Health System.
A number of my leadership colleagues
have set the tone and helped define a
high standard to which we can – and
must – aspire. I’m referring to the work
that the health system’s Office for Equity,
Diversity and Inclusion is doing to
improve our institutional culture and
climate, by guiding us in instilling an
inclusive environment. Accordingly, I
have chosen the theme of “inclusion
excellence” as a touchstone by which to
inspire initiatives and launch activities
during the coming academic year.
“I have chosen the theme
of ‘inclusion excellence’
as a touchstone by which to
inspire initiatives and launch
activities during the coming
academic year.”
—Julie Freischlag
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Diversity and excellence
are intertwined
Those ideals align with Chancellor Linda
Katehi’s appointment of a Strategic Planning
Committee on Diversity and Inclusion,
which is based on the premise that diversity
and educational excellence are inexorably
intertwined and harmonious. I am a member
of that committee, along with several UC
Davis Health System colleagues. Community
outreach and engagement are top priorities
in the goal of deeply imprinting UC Davis as
a stronghold of innovation and opportunity,
by nurturing all members of the campus
community to enable them to reach their full
potential.
Inclusion excellence will be a defining
component of the health system’s next
five-year strategic plan. Collectively, we
have the expertise, the insights and the
perception to visualize our path.
I believe that transformative leaders
should be strategic, future-directed and
results-oriented. But in their quest to
advance an organization, they must never
lose sight of the fact that it is composed
of individuals who have unique and
invaluable qualities and abilities. You can
think of inclusive excellence this way: The
images on your high-resolution digital
monitor or TV screen are composed of
thousands of individual pixels of greatly
varying shades. But if individual pixels are
missing from the display, quality declines.
Inclusive excellence really is about high
regard for everyone as an individual,
and the recognition that all of us, in the
aggregate, compose society.
Eighty-five percent of the 21st century
lies before us. A lot of people are counting
on us to do the right thing. I’m confident
that we can.
4
officeVISIT
VOLUNTEER ROBERT BLANCO TEACHES FELLOWS
TECHNIQUES IN INTERPERSONAL PSYCHIATRY
Visitors at the private practice office of
psychiatrist Robert L. Blanco on 21st Street
in Sacramento may be surprised that
although he has a couch, he doesn’t ask
his patients to use it. While reclining lends
itself to hypnosis and free association,
Sigmund Freud acknowledged that he
favored sitting out of view of the patients
lying on his couch in order to prevent them
from staring at him all day. In contrast,
Blanco and his patients deliberately sit in
chairs facing each other so they can interact
with each other.
“When patients are lying on a couch
without looking at the therapist, that
creates the impression that the therapist
is not very engaged. I shifted from the
psychoanalytic format to an interpersonal,
intersubjective format, which focuses on
the relationship and the dynamics in the
room,” Blanco explained.
Blanco, a UC Davis Volunteer Clinical
Faculty (VCF) member for 30 years,
became a psychiatrist because of his
interest in developing long, trusting
interactions through which to help
children, adolescents and adults. He
specializes in overcoming problems in
relationships, difficulties with work, or
self-esteem insufficiencies. “Some may
have had early trauma that has left scars,
inhibitions and problems in functioning
during adolescence or in adulthood. I try
to help them grow in an emotionally safe
relationship,” he said.
In addition to his own practice weekday
afternoons, he wears two other hats. He
also is Medical Director of the Child and
Adolescent Psychiatry Unit at Sutter Center
for Psychiatry on Folsom Boulevard, where
he attends rounds daily. Additionally, he
is on the staff of Psychiatric Intervention
Medical Associates, where he and Theodore
Goodman, his partner in that practice,
treat patients using transcranial magnetic
stimulation, electroconvulsive therapy
(ECT), and ketamine infusion therapy.
In his own practice Blanco has 14
patients, most of whom see him once a
viewPOINT
A WELCOME TO NEW
FACULTY COLLEAGUES
BY JULIE A. FREISCHLAG, VICE CHANCELLOR AND DEAN
Elizabeth Magnan
OUR NEXT STRATEGIC PLAN WILL
EMBRACE INCLUSION EXCELLENCE
Glenn C. Yiu
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
Blanco, who grew up in Philadelphia,
attended Boston University and Sarah
Lawrence College before obtaining his
M.D. degree from Hahnemann Medical
College and Hospital, where his father,
Gumersindo Blanco, was a cardiac
surgeon. Robert’s mother, Ann (O’Brien)
Blanco had been a medical technician.
Robert performed his internship at UC
Davis Medical Center, then stayed on for
his psychiatric residency and fellowship
in child psychiatry here. Upon completing
that fellowship in 1984, he earned his
board certification in psychiatry and
Robert Blanco with his wife, Kelly Piner
neurology and opened his practice. He
(courtesy photo)
became board-certified in child psychiatry
in 1985, and the following year married
week. Some have been his patients for
Kelly Piner, who had been a child life
decades.
specialist at UC Davis. The couple have
Despite Blanco’s busy schedule, he
accommodates hour-long continuous case three sons.
Blanco, who enjoys reading what he
conferences with UC Davis child psychiatry
calls
“blood-pumper mystery novels” as
fellows at Sacramento County’s Child and
well
as
mental health texts, relaxes by
Adolescent Psychiatric Services Clinic.
riding
his
recumbent bicycle, or by playing
He also hosts residents daily at the Sutter
guitar
and
his electronic musical keyboard
Center for Psychiatry inpatient unit. His
and
recording
using his own audio mixing
dedication has twice earned for him the
equipment.
He
says he manages to leave
volunteer clinical faculty resident teaching
most
of
his
work
behind him at the end
award.
of
the
day,
but
with
a chuckle added, “my
Matthew “Matt” Soulier, program
wife
is
willing
to
hear
my tales of woe.”
director of the UC Davis Child and
Blanco’
s
professional
education
Adolescent Psychiatry Training Program,
continues;
he
recently
began
core skills
says the case conference promotes
training
in
emotionally
focused
couples
discussion about difficult and complex
therapy.
He
believes
that
four
out
of five
therapy cases.
Americans
can
benefit
from
psychiatric
“Dr. Blanco models a tradition of
help, asserting that “one out of five
psychiatry characterized by listening
absolutely needs it.” He likes the balance
carefully to the stories of patients and
of his practice.
their families. He always receives positive
“Some psychiatrists in town have a
evaluations from residents because he is
caseload
of 1,500 patients whom they see
thoughtful and dynamic,” said Soulier,
only
once
in three months to refill their
an associate professor of psychiatry
meds.
That’
s not my interest. I prefer deep
and behavioral sciences. “Dr. Blanco
exploration,
working long-term with peohas volunteered countless hours in his
ple
and
watching
them change fundamendevotion to teaching and developing child
tally over time, to develop new capacities
psychiatry trainees since 1985. Child
psychiatry requires wisdom, and Dr. Blanco and new abilities, to enjoy relationships
and work and life,” he said. “That’s the
brings years of experience that greatly
most rewarding aspect of my career.”
benefits residents.”
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
facultyROUNDS
Elizabeth Magnan studying
patients with multiple conditions
tomography to study the mechanisms
of retinal disease pathogenesis,” he
explained. “My basic research on the Davis
campus involves translational studies
employing nanoparticles for ocular drug
delivery, small-animal ocular imaging, and
genome engineering for treatment of agerelated macular degeneration.”
Elizabeth Magnan, M.D., Ph.D.,
an assistant professor of family and
community medicine, focuses on
management of chronic conditions,
with research interest in multimorbidity
and diabetes. She is investigating the
health care impact of multiple chronic
Other new colleagues
conditions, particularly in patients who
n Board-certified anesthesiologist Catalin
have diabetes in combination with one or
Cantemir, M.D., is an assistant clinical
more additional conditions.
professor of anesthesiology and pain
“The vast majority of adults have
medicine. He performs patient care
or will have at least two chronic
in the perioperative period preceding
conditions in their lifetime, and the more
surgery, during surgery and in the early
conditions they have to manage, the more
recovery phase following surgery.
complicated their health care becomes,”
n Gastrointestinal pathologist Dorina
Magnan said. “My work examines health
Gui, M.D., Ph.D., an assistant
care quality and outcomes for patients
professor of pathology and laboratory
with multiple chronic conditions, with an
medicine, specializes in assessment of
aim to reduce their burden of care – in
gastrointestinal and liver diseases. She is
time, money, medications and tests – while
conducting research in digital pathology,
improving outcomes.”
online education, and gastrointestinal
and liver pathology.
Glenn Yiu seeks new ways
to treat macular degeneration
n Primary-care physician assistant Gerald
The clinical practice of vitreoretinal
surgery specialist Glenn C. Yiu, M.D.,
Ph.D., encompasses medical and surgical
management of retinal diseases. He
treats patients for age-related macular
degeneration, diabetic retinopathy, retinal
vascular and inflammatory diseases,
macular hole, macular pucker, and retinal
detachment. Yiu, a board-certified assistant
professor of ophthalmology, is conducting
both basic and clinical research through
which he hopes to identify new treatments
for age-related macular degeneration.
“My clinical research involves
ocular imaging using optical coherence
2
Kayingo, Ph.D., MMSc., PA-C, an
assistant clinical professor in the Betty
Irene Moore School of Nursing, has
expertise in microbiology, infectious
diseases and metabolic syndrome.
Certified by the National Commission
on Certification of Physician Assistants,
he is conducting research on patientcentered outcomes; on team-based
care, quality and safety; and on ways to
advance rural and global health through
mobile technologies.
n
Orthopaedic surgeon Chris Kreulen,
M.D., M.S., specializes in treating
sports-related injuries, and in
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Julie A. Freischlag
reconstructive foot, ankle and knee
surgery. An assistant professor
of orthopaedic surgery, he treats
cartilage defects and adult foot and
ankle deformities and injuries, and
performs arthroscopies of the ankle
and knee. He is investigating outcomes
in treatment of cartilage injuries of
the ankle, and surgical treatment in
ligamentous injuries of the foot.
n
Board-certified surgical pathologist
Karen Matsukuma, M.D., Ph.D., an
assistant professor of pathology and
laboratory medicine, specializes in GI
and liver pathology, and pancreatic
pathology. In her research, she is
investigating GI neuroendocrine
tumors and Lynch syndrome.
n
Maternal and fetal medicine specialist
Trevor John Miller, M.D., has
expertise in management of complex
multiple gestations, and in caring for
pregnancies complicated by maternal
medical complications and fetal
abnormalities. An associate professor of
obstetrics and gynecology, he is boardcertified in general obstetrics and
gynecology, and in maternal and fetal
medicine.
n
Board-certified interventional
radiologist Luke A. Wright, M.D., has
undergone training in radiofrequency
ablation for hepatic and renal tumors.
He is developing expertise in liverdirected therapy, including intraarterial chemoembolization and
selective internal radiation therapy. An
assistant clinical professor of radiology,
he holds a joint appointment with
the Sacramento VA Medical Center at
Mather.
The strategic plan that UC Davis Health
System inaugurated in 2011 is nearing
its intended conclusion. I soon will ask
executive leadership team members,
chairs and center directors, faculty, staff,
students, residents, fellows, patients and
community leaders to participate in the
process of developing a new five-year
strategic plan that maps our evolution
into an academic health system of the 21st
century.
Although fifteen years have passed
since Y2K, and it seems that we’re well
entrenched in the 21st century, that’s
scarcely the case. Consider how little
1915 resembled the vast remainder of the
20th century. In 1915 physicians lacked
vaccines for diphtheria, pertussis and
tetanus. Insulin was not yet being used
to treat diabetes. Polio and rickets were
commonplace. Neither penicillin nor
streptomycin had been discovered. Organ
transplants, artificial joint replacements
and cardiac pacemakers were in the realm
of science fiction.
The societal landscape of 1915 vastly
differed from that of subsequent decades.
In 1915, an estimated 2 million children
under 16 years of age were imperiled by
hazardous, unhealthy and unchecked
child labor conditions. Jim Crow laws
kept schools, public transit, health-care
facilities and other public places in the
South racially segregated. Movies were
silent. Suffragists were vocal. The 19th
Amendment to the U.S. Constitution
granting voting equality to women had not
yet been enacted.
As of today many, but not nearly
enough, of the ills that afflict society have
3
been rectified. Passage of the Civil Rights
Act of 1964 prohibiting discrimination
based on race, color, religion, sex, and
national origin was a pivotal milestone.
While diversity and opportunities have
increased significantly during the halfcentury since then, daily newspapers and
the nightly news bare the open wounds
of a nation still suffering from poverty,
intolerance and distrust.
But I am not as discouraged by that
as I am encouraged by the strides that
have been made, nationally, statewide
and here at UC Davis Health System.
A number of my leadership colleagues
have set the tone and helped define a
high standard to which we can – and
must – aspire. I’m referring to the work
that the health system’s Office for Equity,
Diversity and Inclusion is doing to
improve our institutional culture and
climate, by guiding us in instilling an
inclusive environment. Accordingly, I
have chosen the theme of “inclusion
excellence” as a touchstone by which to
inspire initiatives and launch activities
during the coming academic year.
“I have chosen the theme
of ‘inclusion excellence’
as a touchstone by which to
inspire initiatives and launch
activities during the coming
academic year.”
—Julie Freischlag
facultyNEWSLETTER | Summer 2015 | www.ucdmc.ucdavis.edu/facultydev
Diversity and excellence
are intertwined
Those ideals align with Chancellor Linda
Katehi’s appointment of a Strategic Planning
Committee on Diversity and Inclusion,
which is based on the premise that diversity
and educational excellence are inexorably
intertwined and harmonious. I am a member
of that committee, along with several UC
Davis Health System colleagues. Community
outreach and engagement are top priorities
in the goal of deeply imprinting UC Davis as
a stronghold of innovation and opportunity,
by nurturing all members of the campus
community to enable them to reach their full
potential.
Inclusion excellence will be a defining
component of the health system’s next
five-year strategic plan. Collectively, we
have the expertise, the insights and the
perception to visualize our path.
I believe that transformative leaders
should be strategic, future-directed and
results-oriented. But in their quest to
advance an organization, they must never
lose sight of the fact that it is composed
of individuals who have unique and
invaluable qualities and abilities. You can
think of inclusive excellence this way: The
images on your high-resolution digital
monitor or TV screen are composed of
thousands of individual pixels of greatly
varying shades. But if individual pixels are
missing from the display, quality declines.
Inclusive excellence really is about high
regard for everyone as an individual,
and the recognition that all of us, in the
aggregate, compose society.
Eighty-five percent of the 21st century
lies before us. A lot of people are counting
on us to do the right thing. I’m confident
that we can.
4
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