UC Davis Health System FRAMEWORK CONTINUED FROM PAGE 5 “We’re moving away from just thinking in terms of race, ethnicity, gender or gender identity. All peoples who come from socioeconomically disadvantaged or marginalized backgrounds bring diversity to the table,” Latimore observed. “People from varied backgrounds can offer new ideas and different perspectives. The more ideas and experiences, the more sets of glasses we have at the table, the more likely we are to move forward in whatever we’re planning.” Latimore is among five UC Davis Health System principals who report wholly or in part to Duruisseau; the others are Cindy Oropeza, human resources manager; Sergio AguilarGaxiola, director of the Center for Reducing Health Disparities; Robert Waste, assistant director for government and community relations; and Bonnie Hyatt, assistant director for public affairs and marketing. Studies have shown that social determinants – such as economic status and neighborhood access to healthy foods – are strong predictors of health outcomes. That recognition forms the foundation for the research, teaching and community outreach activities that the Center for Reducing Health Disparities conducts. Aguilar-Gaxiola observes that UC Davis Health System must continually seek to develop meaningful, trusting relationships among all of the various surrounding communities. “Researchers and other health system personnel must develop the skills to engage in bidirectional communication with communities so that we become aware of what matters most to them in their health priorities,” said Aguilar-Gaxiola. “Too often, we fail to capture the messages that communities – some, right at our doorstep – are trying to bring to us.” Edward J. Callahan, associate dean for academic personnel, says that evolution of our culture is dependent upon fully embracing and celebrating cultural and linguistic diversity. “Only by increasing awareness and appreciation of our own cultural diversity Faculty Development Office 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 a goal that requires a recognition of and respect for the cultural and linguistic differences among us.” A communication plan that has been developed to raise awareness about the Framework for Diversity goals also sets guidelines for university communications in general. “The language, images and messages we use to communicate – whether it’s with our surrounding community or with our internal audiences – must reinforce the fact that we have a culture of inclusion and that we celebrate the strengths that diversity brings to our organization,” Hyatt said. “We’ve always worked to assure that our publications reflect the diversity of our community, faculty, staff and students. Now we’re taking yet another step. We want to be sure we are using the can we develop into the compassionate communication tools our community and effective health-care system we strive uses. For example, we have increased to be,” Callahan asserted. “If we are to the number of news releases we evolve as an exemplary health-care delivery distribute in Spanish to Spanishsystem, we will do it by respecting and language news media,” Hyatt explained. valuing all the diversity our patients bring Roberto Paez, chief of staff for and that we bring. Our job is to make the Office of Diversity, Inclusion and diversity the hallmark of our culture. Community Engagement, emphasizes Through his leadership, Dr. Duruisseau that progress in implementing the is helping the whole institution recognize Framework for Diversity plan will be that diversity is everyone’s responsibility.” monitored continually and measured Callahan said that attainment of the against concise, metrics-driven goals and goals of the Framework for Diversity objectives. will require commitment by all faculty, “The task force members made staff and trainees to maintain respectful certain that the plan clearly defines communication. where we want to go,” Paez said. “They “Thoughtful communication is made those determinations based on sometimes compromised by the kinds what we knew of where we’ve been, and of immediacy-driven demands that what still needs to be accomplished. occur typically in a health-care work Having a clear roadmap and a coherent environment,” Callahan acknowledged. operating structure helps make “We are trying to assure that respectful implementation of these plans all the communication marks all our encounters – more attainable.” Published by the Faculty Development Office OCTOBER – NOVEMBER 2011 Workshops and other activities (CALENDAR FROM PAGE 1) December 1 Application Deadline: Dean’s Excellence Awards 9 What works: An Alternative Strategy to Power, Politics & Personality in the Workplace (JCLP) October 13 Breakfast With the Vice Chancellor/Dean 7 Diversity as a Vital Component of Health Systems Innovation (OD) 16 Managed Budget Management and Business Reports: Finance and Billing (MCLP) 9 Welcome Dinner for New Women Faculty (WIMS) Event co-sponsors facultyNEWSLETTER Published by the Faculty Development Office, which administers and coordinates programs that respond to the professional and career development needs of UC Davis Health System faculty members. 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 (916) 703-9230 www.ucdmc.ucdavis.edu/facultydev CTSC: Clinical and Translational Science Center 14 Leadership Styles (JCLP) JCLP: Junior Career Leadership Program 15 Leadership Styles (MCLP) MCLP: Mid-Career Leadership Program 18 Workshop: Grantsmanship For Success, Part 1 (OR/CTSC) OD: Office of Diversity, Inclusion and Community Engagement OR: School of Medicine Office of Research 21 Inpatient and OR Services (MCLP) WIMS: Women in Medicine and Science 25 Workshop: Grantsmanship For Success, Part 2 (OR/CTSC) Edward Callahan, Ph.D. Associate Dean for Academic Personnel Acting Director, Faculty Development November 2 New Faculty Orientation Cheryl Busman Program Representative, Faculty Development cheryl.busman@ucdmc.ucdavis.edu 10 Workshop: Introduction to MyInfoVault EditPros LLC Writing and Editing www.editpros.com The Framework for Diversity report may be downloaded in PDF format at http://www.ucdmc.ucdavis.edu/diversity/ on the Web. See the left-hand navigation bar for links to the complete report and the executive summary. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev You are invited! We encourage you to enroll in one of the various workshops, programs and events sponsored by the Faculty Development Office. 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. 18 Managed Care and Clinic Operations: Contracts and Support Services (MCLP) DECEMBER CONTINUED ON PAGE 6 5 facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev 6 FRAMEWORK FOR DIVERSITY Shelton Duruisseau’s leadership sets standards to attain excellence Diversity, Inclusion and Community Engagement. The office is leading efforts to implement diversity and inclusion in a comprehensive, integrative way. The new office serves as a resource as well as a quality assurance unit, responsible for leadership, programmatic guidance and technical support in the development of a comprehensive, integrative approach to the organization’s numerous diversity initiatives. Importantly, the office also is intended to support compliance with national standards in diversity education, training, research, and workforce and faculty development in the schools of health, encompassing nursing and medicine. Shelton Duruisseau, previously the health system’s chief administrative and professional services officer, and executive director of legislative and community affairs, was appointed last year to fill the newly created position of associate vice chancellor for diversity and inclusion and chief external affairs officer. Duruisseau, who reports directly to Claire Pomeroy, vice chancellor for human health sciences, is one of only three associate vice chancellors in the health system. Clockwise, from top left: Ed Callahan, associate dean Pomeroy envisioned the for academic personnel; Shelton Duruisseau, associinitial concept for the office ate vice chancellor, diversity and inclusion, and chief external affairs officer; Darin Latimore, assistant dean, and its charge to promote and For decades, UC Davis Health System has sought to increase diversity among its professional, staff and student ranks, and to reduce barriers that have impeded equal access to health care. Numerous thoughtful programs have been established over the years to target specific aspects of these goals. And while many of these have been successful at a local level, their overall success at the systemic level has been limited – largely because formal coordination among the programs was lacking. Last year, the health system took the bold step of integrating all such programs within a new consolidated administrative structure: the Office of student and resident diversity; and Tonya Fancher, associate program director, Internal Medicine Residency. CONTINUED ON PAGE 5 officeVISIT facultyROUNDS A WELCOME TO NEW FACULTY COLLEAGUES MARIUS KOGA GAINED EMPATHY FOR REFUGEES THROUGH HIS OWN EXPERIENCE Psychiatrist Patrick Marius from inside out. Over the Koga, a specialist in counseling years, I learned that, along immigrants and political refugees, the population movement engenders the trust of his clientele continuum, trauma binds through a strong bond he shares countless stakeholders, and that any meaningful with them. Three decades ago, strategy must acknowledge Koga – who prefers being called deep transnational and “Marius” – was a political prisoner transorganizational at the hands of Romanian despot interdependencies,” Nicolae Ceausescu in the infamous Koga acknowledges the Jilava maximum-security prison. mentorship he received Koga, who was a clinical associate from Sergio-Aguilar Gaxiola, professor of psychiatry at Tulane director of the UC Davis University until Hurricane Katrina Marius Koga in front of the Institute of Transpersonal Psychology of Palo Alto. Center for Reducing Health struck in 2005, has been a UC Disparities. That relationship Davis Health System volunteer flee. Crawling on his hands and knees, brought him into contact with Marc clinical faculty (VCF) member for the he managed to evade border sentries and Schenker, chair of the Department of past 10 years. He now heads the Veteran, guard dogs, and escaped to freedom in Public Health Sciences, who appointed Immigrant and Refugee Trauma Institute Serbia, where he was granted political Koga a VCF member to teach classes in of Sacramento (VIRTIS), an immigrantasylum. After living for several months international health, and later brought driven research institution he founded in in a refugee camp, he immigrated to the him on board at the UC Center of 2009. He has expertise in assessment and United States. His wife, Valentina, and treatment of post-traumatic stress disorder their two children joined Koga in the U.S. Expertise on Migration and Health (COEMH). (PTSD) in war refugees from Eastern after the bloody Romanian Revolution of Koga, whose son Sebastian and Europe, the Middle East and Central Asia. December 1989 toppled the dictator. daughter Amaris are both physicians, is “I grew up in postwar Romania After living briefly in Phoenix, Koga a salaried professor of psychology at the under the communist terror,” said Koga, relocated his family to Sacramento in Institute of Transpersonal Psychology who obtained his M.D. degree at the 1991 and became increasingly involved of Palo Alto. He devotes much of his University of Timisoara in Romania and with the capital region’s Eastern European time overseeing the operation of VIRTIS entered psychiatric practice to help people immigrant population. The leadership (www.virtis-ptsd.org) and developing its contend with what he describes as “fear of roles he assumed among that community collaboration with numerous agencies living in a Kafkaesque universe devoid of brought him into contact with Stephen and institutions, including UNHCR, the any meaning.” Mayberg, then director of the California Kyrgyz Psychiatric Association, the UC Between 1974 and 1988 he was Department of Mental Health. Upon detained, beaten and imprisoned Mayberg’s urging, Koga obtained a master Davis Center for Healthcare Policy and Research, and the Migration and Health numerous times for publicly criticizing the of public health degree from Tulane Research Center (MAHRC), a UC Daviscommunist regime. University, followed by years of further based collaboration between the Davis “I spoke against the use of psychiatric honing his expertise in PTSD, teaching, hospitals for the chemical control of and program development in the U.K., the and Berkeley campuses. former Yugoslavia, South Africa, and most “We truly hope that VIRTIS will political dissidents, and ended up grow into a center of expertise on becoming a target of constant harassment recently, Kyrgyzstan. “I did so initially to improve my work trauma and will inspire other immigrant from the part of Securitate – the dictator’s with the Eastern European immigrant communities,” Koga said. “I believe the Secret Police,” Koga said. “In October community of Sacramento,” Koga collaborative research that will emerge 1988 I wrote a letter of protest to the explained, “and to convey to other will link “downstream” with “upstream” World Health Organization, which got fellow immigrants that we can empower populations, and will advance our intercepted by Securitate.” our invisible communities by driving understanding of the fluidity of global Facing more imprisonment, he chose community-based participatory research, mental health.” a moonless night in November 1989 to facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev viewPOINT BY ED CALLAHAN Sooraj Tejaswi AN INVITATION TO HEAR AAMC’S MARC NIVET SPEAK ON DIVERSITY Jennifer Yang 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. Sooraj Tejaswi specializes in bile duct, bowel and pancreatic disease Gastroenterologist Sooraj Tejaswi, M.D., M.S.P.H., specializes in inflammatory bowel disease and biliary tract disorders. Tejaswi, an assistant clinical professor in the Department of Internal Medicine’s Division of Gastroenterology and Hepatology, has expertise in use of ERCP (endoscopic retrograde cholangiopancreatography) to endoscopically treat diseases of the bile duct and pancreas. Tejaswi, who is board-certified in internal medicine and in gastroenterology and hepatology, is researching the role of serologic markers and genes in predicting treatment responses and outcomes among inflammatory bowel disease patients. The results may help physicians tailor drug therapies. He also is investigating the role that tumor markers can play in differentiating benign from malignant conditions affecting the pancreaticobiliary organs. Pediatric urologist Jennifer Yang has expertise in complex reconstructions Jennifer H. Yang, M.D., an assistant professor of pediatric urology, has expertise in complex genitourinary reconstructions, including hypospadias repair and management of disorders of sex development. She also performs urologic support for the myelomeningocele population at Shriners Hospitals for Children – Northern California. Yang is interested in expanding the use of minimally invasive surgical 2 techniques in children, including roboticassisted surgery. Her research interests include quality improvement strategies in undescended testes and other congenital anomalies. She also is interested in urinary biomarkers for early detection of kidney damage in vesicoureteral reflux and prenatal hydronephrosis. internal medicine and in infectious diseases, hopes to develop anticytomegalovirus agents through use of combinatorial chemistry. n Other new colleagues n n Abhijit J. Chaudhari, Ph.D., an assistant adjunct professor of radiology, has expertise in biomedical imaging instrumentation, image processing and analysis, and 3-D image registration. Images he generated have appeared on the cover of every issue of the journal Rheumatology published this year. Chaudhari, a senior member of the Institute of Electrical and Electronics Engineers and of the American College of Rheumatology, is investigating development of advanced clinical imaging technologies to study the pathogenesis of arthritis (rheumatoid and psoriatic) and cancers (breast and oral carcinoma). He is concentrating on early detection of disease and on early monitoring of response to treatment. Infectious diseases specialist Vera S. Go, M.D., Ph.D., an assistant professor of clinical internal medicine, is working to add to the medical body of knowledge about cytomegalovirus (CMV), which she describes as the most common human opportunistic pathogen. CMV, a type of herpes virus, can cause organ failure among transplant patients, congenital malformations and neurological disability in infants, and life-threatening infections in cancer patients. Go, who is board-certified in facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev FRAMEWORK CONTINUED FROM PAGE 1 n On Oct. 7, Marc Nivet, Ed.D., chief diversity officer of the Association of American Medical Colleges (AAMC), will speak to the UC Davis Health System community on diversity and the transformation of medicine. Dr. Nivet is a leading thinker in the harnessing of diversity in the pursuit of excellence in medicine. In his responsibilities for AAMC, Dr. Nivet is learning from health systems throughout North America what works for them in enhancing diversity. During his visit, he will share some of what he is learning about best practices at other sites. Our goal will be to learn as much from him as possible on best practices in diversity and inclusion. Dr. Nivet presents a compelling picture of diversity that is both subtle and nuanced. It acknowledges that pursuit of diversity cannot be confined within a single office; diversity needs to permeate our institution fully. While no medical institution has achieved its goal of accomplishing diversity and inclusion, some pockets of success are emerging. Each institution must identify its own successes and build on those. Through reflection, we, the UC Davis Health System community, can begin to transform how we deliver health care to the communities we serve. In seeking that goal, we need to have diversity permeate every aspect of our organization, all of our planning and all of our action. We are a somewhat diverse institution that is becoming more diverse year by year. Leadership here will look to Dr. Nivet’s experience to bolster our diversity efforts. We include the concept of unconscious Electrophysiologist Jon Sack, Ph.D., an assistant professor in the Department of Physiology and Membrane Biology, specializes in the biophysics of ion channel gating. Electrical signaling controls numerous physiological processes in the brain and body, including sensation, thought and heartbeat. Proteins known as ion channels generate electrophysiological signals, modulation of which alters the processes they control. By selectively targeting ion channel activity with novel biologics, Sack and his colleagues seek to identify which ion channels generate important electrophysiological currents. Cassie J. Spalding-Dias, M.D., an assistant clinical professor of physical medicine and rehabilitation, is medical director of the Acute Inpatient Rehabilitation Unit, and primary adult PM&R Consult attending. She oversees the adult rehabilitation consult and inpatient services for patients who have suffered spinal cord injuries, strokes, traumatic brain injuries or poly-ortho trauma, have undergone joint replacements, or have experienced other neuromuscular and orthopedic injuries and illnesses. Spalding-Dias and her staff help to manage rehabilitation of patients sufficiently to enable them to return to their homes. Spalding-Dias has been certified by the American Board of Physical Medicine and Rehabilitation. 3 bias in all of our leadership searches and faculty searches. By being aware of the subtle biases we all hold for those who are different from ourselves, we increase the chance that we can see past distortions to the people, values and skills we seek. We are working to enlarge the diversity of our candidate pools. We are advertising more broadly to reach diverse candidates. At the same time, we are working to provide electronic links during the application process to demonstrate to applicants the cultural diversity of our community. “All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work.” All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work. Our health system must become not only more diverse but also more inclusive. Please join us from noon to 1 p.m. on Oct. 7 in Med. Ed. 1222, and learn from Dr. Nivet how best we can do that. Edward J. Callahan, Ph.D., is associate dean for academic personnel and a professor of family and community medicine. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev increase diversity and inclusion across the enterprise. Fittingly, the health system’s diversity goals were distilled and refined through an exceptionally collaborative and inclusionary process. “We identified 19 high-level thought leaders from across the health system, and asked them to come together as a collaborative workgroup,” Duruisseau said. “They brought their expertise and representation to the table, and through an intensive six-month process developed a comprehensive planning document that infuses diversity into the very fabric of the organization.” That document, titled Excellence in People and Campus Climate – Framework for Diversity, sets forth multiple goals and action plans, accompanied by anticipated outcomes and performance measures. The goals advocate not only diversity among the health system’s employees and students, but also cultural and linguistic competence in medical education and residency training programs, and in its various patient care delivery practices. “The Framework for Diversity document sets forth a pathway through which the health system can instill a shared understanding of the value of diversity and its intrinsic relationship with excellence,” Duruisseau explained. “This focused and deliberate approach to diversity and excellence is necessary not simply because it’s the right thing to do, but because it’s one of the most significant drivers of success in a competitive and challenging healthcare environment.” Darin Latimore, assistant dean for student and resident diversity, says the Framework for Diversity document presents an enlightened, more broadly encompassing interpretation of the meaning of diversity. CONTINUED ON PAGE 5 4 officeVISIT facultyROUNDS A WELCOME TO NEW FACULTY COLLEAGUES MARIUS KOGA GAINED EMPATHY FOR REFUGEES THROUGH HIS OWN EXPERIENCE Psychiatrist Patrick Marius from inside out. Over the Koga, a specialist in counseling years, I learned that, along immigrants and political refugees, the population movement engenders the trust of his clientele continuum, trauma binds through a strong bond he shares countless stakeholders, and that any meaningful with them. Three decades ago, strategy must acknowledge Koga – who prefers being called deep transnational and “Marius” – was a political prisoner transorganizational at the hands of Romanian despot interdependencies,” Nicolae Ceausescu in the infamous Koga acknowledges the Jilava maximum-security prison. mentorship he received Koga, who was a clinical associate from Sergio-Aguilar Gaxiola, professor of psychiatry at Tulane director of the UC Davis University until Hurricane Katrina Marius Koga in front of the Institute of Transpersonal Psychology of Palo Alto. Center for Reducing Health struck in 2005, has been a UC Disparities. That relationship Davis Health System volunteer flee. Crawling on his hands and knees, brought him into contact with Marc clinical faculty (VCF) member for the he managed to evade border sentries and Schenker, chair of the Department of past 10 years. He now heads the Veteran, guard dogs, and escaped to freedom in Public Health Sciences, who appointed Immigrant and Refugee Trauma Institute Serbia, where he was granted political Koga a VCF member to teach classes in of Sacramento (VIRTIS), an immigrantasylum. After living for several months international health, and later brought driven research institution he founded in in a refugee camp, he immigrated to the him on board at the UC Center of 2009. He has expertise in assessment and United States. His wife, Valentina, and treatment of post-traumatic stress disorder their two children joined Koga in the U.S. Expertise on Migration and Health (COEMH). (PTSD) in war refugees from Eastern after the bloody Romanian Revolution of Koga, whose son Sebastian and Europe, the Middle East and Central Asia. December 1989 toppled the dictator. daughter Amaris are both physicians, is “I grew up in postwar Romania After living briefly in Phoenix, Koga a salaried professor of psychology at the under the communist terror,” said Koga, relocated his family to Sacramento in Institute of Transpersonal Psychology who obtained his M.D. degree at the 1991 and became increasingly involved of Palo Alto. He devotes much of his University of Timisoara in Romania and with the capital region’s Eastern European time overseeing the operation of VIRTIS entered psychiatric practice to help people immigrant population. The leadership (www.virtis-ptsd.org) and developing its contend with what he describes as “fear of roles he assumed among that community collaboration with numerous agencies living in a Kafkaesque universe devoid of brought him into contact with Stephen and institutions, including UNHCR, the any meaning.” Mayberg, then director of the California Kyrgyz Psychiatric Association, the UC Between 1974 and 1988 he was Department of Mental Health. Upon detained, beaten and imprisoned Mayberg’s urging, Koga obtained a master Davis Center for Healthcare Policy and Research, and the Migration and Health numerous times for publicly criticizing the of public health degree from Tulane Research Center (MAHRC), a UC Daviscommunist regime. University, followed by years of further based collaboration between the Davis “I spoke against the use of psychiatric honing his expertise in PTSD, teaching, hospitals for the chemical control of and program development in the U.K., the and Berkeley campuses. former Yugoslavia, South Africa, and most “We truly hope that VIRTIS will political dissidents, and ended up grow into a center of expertise on becoming a target of constant harassment recently, Kyrgyzstan. “I did so initially to improve my work trauma and will inspire other immigrant from the part of Securitate – the dictator’s with the Eastern European immigrant communities,” Koga said. “I believe the Secret Police,” Koga said. “In October community of Sacramento,” Koga collaborative research that will emerge 1988 I wrote a letter of protest to the explained, “and to convey to other will link “downstream” with “upstream” World Health Organization, which got fellow immigrants that we can empower populations, and will advance our intercepted by Securitate.” our invisible communities by driving understanding of the fluidity of global Facing more imprisonment, he chose community-based participatory research, mental health.” a moonless night in November 1989 to facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev viewPOINT BY ED CALLAHAN Sooraj Tejaswi AN INVITATION TO HEAR AAMC’S MARC NIVET SPEAK ON DIVERSITY Jennifer Yang 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. Sooraj Tejaswi specializes in bile duct, bowel and pancreatic disease Gastroenterologist Sooraj Tejaswi, M.D., M.S.P.H., specializes in inflammatory bowel disease and biliary tract disorders. Tejaswi, an assistant clinical professor in the Department of Internal Medicine’s Division of Gastroenterology and Hepatology, has expertise in use of ERCP (endoscopic retrograde cholangiopancreatography) to endoscopically treat diseases of the bile duct and pancreas. Tejaswi, who is board-certified in internal medicine and in gastroenterology and hepatology, is researching the role of serologic markers and genes in predicting treatment responses and outcomes among inflammatory bowel disease patients. The results may help physicians tailor drug therapies. He also is investigating the role that tumor markers can play in differentiating benign from malignant conditions affecting the pancreaticobiliary organs. Pediatric urologist Jennifer Yang has expertise in complex reconstructions Jennifer H. Yang, M.D., an assistant professor of pediatric urology, has expertise in complex genitourinary reconstructions, including hypospadias repair and management of disorders of sex development. She also performs urologic support for the myelomeningocele population at Shriners Hospitals for Children – Northern California. Yang is interested in expanding the use of minimally invasive surgical 2 techniques in children, including roboticassisted surgery. Her research interests include quality improvement strategies in undescended testes and other congenital anomalies. She also is interested in urinary biomarkers for early detection of kidney damage in vesicoureteral reflux and prenatal hydronephrosis. internal medicine and in infectious diseases, hopes to develop anticytomegalovirus agents through use of combinatorial chemistry. n Other new colleagues n n Abhijit J. Chaudhari, Ph.D., an assistant adjunct professor of radiology, has expertise in biomedical imaging instrumentation, image processing and analysis, and 3-D image registration. Images he generated have appeared on the cover of every issue of the journal Rheumatology published this year. Chaudhari, a senior member of the Institute of Electrical and Electronics Engineers and of the American College of Rheumatology, is investigating development of advanced clinical imaging technologies to study the pathogenesis of arthritis (rheumatoid and psoriatic) and cancers (breast and oral carcinoma). He is concentrating on early detection of disease and on early monitoring of response to treatment. Infectious diseases specialist Vera S. Go, M.D., Ph.D., an assistant professor of clinical internal medicine, is working to add to the medical body of knowledge about cytomegalovirus (CMV), which she describes as the most common human opportunistic pathogen. CMV, a type of herpes virus, can cause organ failure among transplant patients, congenital malformations and neurological disability in infants, and life-threatening infections in cancer patients. Go, who is board-certified in facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev FRAMEWORK CONTINUED FROM PAGE 1 n On Oct. 7, Marc Nivet, Ed.D., chief diversity officer of the Association of American Medical Colleges (AAMC), will speak to the UC Davis Health System community on diversity and the transformation of medicine. Dr. Nivet is a leading thinker in the harnessing of diversity in the pursuit of excellence in medicine. In his responsibilities for AAMC, Dr. Nivet is learning from health systems throughout North America what works for them in enhancing diversity. During his visit, he will share some of what he is learning about best practices at other sites. Our goal will be to learn as much from him as possible on best practices in diversity and inclusion. Dr. Nivet presents a compelling picture of diversity that is both subtle and nuanced. It acknowledges that pursuit of diversity cannot be confined within a single office; diversity needs to permeate our institution fully. While no medical institution has achieved its goal of accomplishing diversity and inclusion, some pockets of success are emerging. Each institution must identify its own successes and build on those. Through reflection, we, the UC Davis Health System community, can begin to transform how we deliver health care to the communities we serve. In seeking that goal, we need to have diversity permeate every aspect of our organization, all of our planning and all of our action. We are a somewhat diverse institution that is becoming more diverse year by year. Leadership here will look to Dr. Nivet’s experience to bolster our diversity efforts. We include the concept of unconscious Electrophysiologist Jon Sack, Ph.D., an assistant professor in the Department of Physiology and Membrane Biology, specializes in the biophysics of ion channel gating. Electrical signaling controls numerous physiological processes in the brain and body, including sensation, thought and heartbeat. Proteins known as ion channels generate electrophysiological signals, modulation of which alters the processes they control. By selectively targeting ion channel activity with novel biologics, Sack and his colleagues seek to identify which ion channels generate important electrophysiological currents. Cassie J. Spalding-Dias, M.D., an assistant clinical professor of physical medicine and rehabilitation, is medical director of the Acute Inpatient Rehabilitation Unit, and primary adult PM&R Consult attending. She oversees the adult rehabilitation consult and inpatient services for patients who have suffered spinal cord injuries, strokes, traumatic brain injuries or poly-ortho trauma, have undergone joint replacements, or have experienced other neuromuscular and orthopedic injuries and illnesses. Spalding-Dias and her staff help to manage rehabilitation of patients sufficiently to enable them to return to their homes. Spalding-Dias has been certified by the American Board of Physical Medicine and Rehabilitation. 3 bias in all of our leadership searches and faculty searches. By being aware of the subtle biases we all hold for those who are different from ourselves, we increase the chance that we can see past distortions to the people, values and skills we seek. We are working to enlarge the diversity of our candidate pools. We are advertising more broadly to reach diverse candidates. At the same time, we are working to provide electronic links during the application process to demonstrate to applicants the cultural diversity of our community. “All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work.” All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work. Our health system must become not only more diverse but also more inclusive. Please join us from noon to 1 p.m. on Oct. 7 in Med. Ed. 1222, and learn from Dr. Nivet how best we can do that. Edward J. Callahan, Ph.D., is associate dean for academic personnel and a professor of family and community medicine. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev increase diversity and inclusion across the enterprise. Fittingly, the health system’s diversity goals were distilled and refined through an exceptionally collaborative and inclusionary process. “We identified 19 high-level thought leaders from across the health system, and asked them to come together as a collaborative workgroup,” Duruisseau said. “They brought their expertise and representation to the table, and through an intensive six-month process developed a comprehensive planning document that infuses diversity into the very fabric of the organization.” That document, titled Excellence in People and Campus Climate – Framework for Diversity, sets forth multiple goals and action plans, accompanied by anticipated outcomes and performance measures. The goals advocate not only diversity among the health system’s employees and students, but also cultural and linguistic competence in medical education and residency training programs, and in its various patient care delivery practices. “The Framework for Diversity document sets forth a pathway through which the health system can instill a shared understanding of the value of diversity and its intrinsic relationship with excellence,” Duruisseau explained. “This focused and deliberate approach to diversity and excellence is necessary not simply because it’s the right thing to do, but because it’s one of the most significant drivers of success in a competitive and challenging healthcare environment.” Darin Latimore, assistant dean for student and resident diversity, says the Framework for Diversity document presents an enlightened, more broadly encompassing interpretation of the meaning of diversity. CONTINUED ON PAGE 5 4 officeVISIT facultyROUNDS A WELCOME TO NEW FACULTY COLLEAGUES MARIUS KOGA GAINED EMPATHY FOR REFUGEES THROUGH HIS OWN EXPERIENCE Psychiatrist Patrick Marius from inside out. Over the Koga, a specialist in counseling years, I learned that, along immigrants and political refugees, the population movement engenders the trust of his clientele continuum, trauma binds through a strong bond he shares countless stakeholders, and that any meaningful with them. Three decades ago, strategy must acknowledge Koga – who prefers being called deep transnational and “Marius” – was a political prisoner transorganizational at the hands of Romanian despot interdependencies,” Nicolae Ceausescu in the infamous Koga acknowledges the Jilava maximum-security prison. mentorship he received Koga, who was a clinical associate from Sergio-Aguilar Gaxiola, professor of psychiatry at Tulane director of the UC Davis University until Hurricane Katrina Marius Koga in front of the Institute of Transpersonal Psychology of Palo Alto. Center for Reducing Health struck in 2005, has been a UC Disparities. That relationship Davis Health System volunteer flee. Crawling on his hands and knees, brought him into contact with Marc clinical faculty (VCF) member for the he managed to evade border sentries and Schenker, chair of the Department of past 10 years. He now heads the Veteran, guard dogs, and escaped to freedom in Public Health Sciences, who appointed Immigrant and Refugee Trauma Institute Serbia, where he was granted political Koga a VCF member to teach classes in of Sacramento (VIRTIS), an immigrantasylum. After living for several months international health, and later brought driven research institution he founded in in a refugee camp, he immigrated to the him on board at the UC Center of 2009. He has expertise in assessment and United States. His wife, Valentina, and treatment of post-traumatic stress disorder their two children joined Koga in the U.S. Expertise on Migration and Health (COEMH). (PTSD) in war refugees from Eastern after the bloody Romanian Revolution of Koga, whose son Sebastian and Europe, the Middle East and Central Asia. December 1989 toppled the dictator. daughter Amaris are both physicians, is “I grew up in postwar Romania After living briefly in Phoenix, Koga a salaried professor of psychology at the under the communist terror,” said Koga, relocated his family to Sacramento in Institute of Transpersonal Psychology who obtained his M.D. degree at the 1991 and became increasingly involved of Palo Alto. He devotes much of his University of Timisoara in Romania and with the capital region’s Eastern European time overseeing the operation of VIRTIS entered psychiatric practice to help people immigrant population. The leadership (www.virtis-ptsd.org) and developing its contend with what he describes as “fear of roles he assumed among that community collaboration with numerous agencies living in a Kafkaesque universe devoid of brought him into contact with Stephen and institutions, including UNHCR, the any meaning.” Mayberg, then director of the California Kyrgyz Psychiatric Association, the UC Between 1974 and 1988 he was Department of Mental Health. Upon detained, beaten and imprisoned Mayberg’s urging, Koga obtained a master Davis Center for Healthcare Policy and Research, and the Migration and Health numerous times for publicly criticizing the of public health degree from Tulane Research Center (MAHRC), a UC Daviscommunist regime. University, followed by years of further based collaboration between the Davis “I spoke against the use of psychiatric honing his expertise in PTSD, teaching, hospitals for the chemical control of and program development in the U.K., the and Berkeley campuses. former Yugoslavia, South Africa, and most “We truly hope that VIRTIS will political dissidents, and ended up grow into a center of expertise on becoming a target of constant harassment recently, Kyrgyzstan. “I did so initially to improve my work trauma and will inspire other immigrant from the part of Securitate – the dictator’s with the Eastern European immigrant communities,” Koga said. “I believe the Secret Police,” Koga said. “In October community of Sacramento,” Koga collaborative research that will emerge 1988 I wrote a letter of protest to the explained, “and to convey to other will link “downstream” with “upstream” World Health Organization, which got fellow immigrants that we can empower populations, and will advance our intercepted by Securitate.” our invisible communities by driving understanding of the fluidity of global Facing more imprisonment, he chose community-based participatory research, mental health.” a moonless night in November 1989 to facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev viewPOINT BY ED CALLAHAN Sooraj Tejaswi AN INVITATION TO HEAR AAMC’S MARC NIVET SPEAK ON DIVERSITY Jennifer Yang 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. Sooraj Tejaswi specializes in bile duct, bowel and pancreatic disease Gastroenterologist Sooraj Tejaswi, M.D., M.S.P.H., specializes in inflammatory bowel disease and biliary tract disorders. Tejaswi, an assistant clinical professor in the Department of Internal Medicine’s Division of Gastroenterology and Hepatology, has expertise in use of ERCP (endoscopic retrograde cholangiopancreatography) to endoscopically treat diseases of the bile duct and pancreas. Tejaswi, who is board-certified in internal medicine and in gastroenterology and hepatology, is researching the role of serologic markers and genes in predicting treatment responses and outcomes among inflammatory bowel disease patients. The results may help physicians tailor drug therapies. He also is investigating the role that tumor markers can play in differentiating benign from malignant conditions affecting the pancreaticobiliary organs. Pediatric urologist Jennifer Yang has expertise in complex reconstructions Jennifer H. Yang, M.D., an assistant professor of pediatric urology, has expertise in complex genitourinary reconstructions, including hypospadias repair and management of disorders of sex development. She also performs urologic support for the myelomeningocele population at Shriners Hospitals for Children – Northern California. Yang is interested in expanding the use of minimally invasive surgical 2 techniques in children, including roboticassisted surgery. Her research interests include quality improvement strategies in undescended testes and other congenital anomalies. She also is interested in urinary biomarkers for early detection of kidney damage in vesicoureteral reflux and prenatal hydronephrosis. internal medicine and in infectious diseases, hopes to develop anticytomegalovirus agents through use of combinatorial chemistry. n Other new colleagues n n Abhijit J. Chaudhari, Ph.D., an assistant adjunct professor of radiology, has expertise in biomedical imaging instrumentation, image processing and analysis, and 3-D image registration. Images he generated have appeared on the cover of every issue of the journal Rheumatology published this year. Chaudhari, a senior member of the Institute of Electrical and Electronics Engineers and of the American College of Rheumatology, is investigating development of advanced clinical imaging technologies to study the pathogenesis of arthritis (rheumatoid and psoriatic) and cancers (breast and oral carcinoma). He is concentrating on early detection of disease and on early monitoring of response to treatment. Infectious diseases specialist Vera S. Go, M.D., Ph.D., an assistant professor of clinical internal medicine, is working to add to the medical body of knowledge about cytomegalovirus (CMV), which she describes as the most common human opportunistic pathogen. CMV, a type of herpes virus, can cause organ failure among transplant patients, congenital malformations and neurological disability in infants, and life-threatening infections in cancer patients. Go, who is board-certified in facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev FRAMEWORK CONTINUED FROM PAGE 1 n On Oct. 7, Marc Nivet, Ed.D., chief diversity officer of the Association of American Medical Colleges (AAMC), will speak to the UC Davis Health System community on diversity and the transformation of medicine. Dr. Nivet is a leading thinker in the harnessing of diversity in the pursuit of excellence in medicine. In his responsibilities for AAMC, Dr. Nivet is learning from health systems throughout North America what works for them in enhancing diversity. During his visit, he will share some of what he is learning about best practices at other sites. Our goal will be to learn as much from him as possible on best practices in diversity and inclusion. Dr. Nivet presents a compelling picture of diversity that is both subtle and nuanced. It acknowledges that pursuit of diversity cannot be confined within a single office; diversity needs to permeate our institution fully. While no medical institution has achieved its goal of accomplishing diversity and inclusion, some pockets of success are emerging. Each institution must identify its own successes and build on those. Through reflection, we, the UC Davis Health System community, can begin to transform how we deliver health care to the communities we serve. In seeking that goal, we need to have diversity permeate every aspect of our organization, all of our planning and all of our action. We are a somewhat diverse institution that is becoming more diverse year by year. Leadership here will look to Dr. Nivet’s experience to bolster our diversity efforts. We include the concept of unconscious Electrophysiologist Jon Sack, Ph.D., an assistant professor in the Department of Physiology and Membrane Biology, specializes in the biophysics of ion channel gating. Electrical signaling controls numerous physiological processes in the brain and body, including sensation, thought and heartbeat. Proteins known as ion channels generate electrophysiological signals, modulation of which alters the processes they control. By selectively targeting ion channel activity with novel biologics, Sack and his colleagues seek to identify which ion channels generate important electrophysiological currents. Cassie J. Spalding-Dias, M.D., an assistant clinical professor of physical medicine and rehabilitation, is medical director of the Acute Inpatient Rehabilitation Unit, and primary adult PM&R Consult attending. She oversees the adult rehabilitation consult and inpatient services for patients who have suffered spinal cord injuries, strokes, traumatic brain injuries or poly-ortho trauma, have undergone joint replacements, or have experienced other neuromuscular and orthopedic injuries and illnesses. Spalding-Dias and her staff help to manage rehabilitation of patients sufficiently to enable them to return to their homes. Spalding-Dias has been certified by the American Board of Physical Medicine and Rehabilitation. 3 bias in all of our leadership searches and faculty searches. By being aware of the subtle biases we all hold for those who are different from ourselves, we increase the chance that we can see past distortions to the people, values and skills we seek. We are working to enlarge the diversity of our candidate pools. We are advertising more broadly to reach diverse candidates. At the same time, we are working to provide electronic links during the application process to demonstrate to applicants the cultural diversity of our community. “All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work.” All faculty and staff members have a role in developing diversity here at UC Davis Health System and in making it work. Our health system must become not only more diverse but also more inclusive. Please join us from noon to 1 p.m. on Oct. 7 in Med. Ed. 1222, and learn from Dr. Nivet how best we can do that. Edward J. Callahan, Ph.D., is associate dean for academic personnel and a professor of family and community medicine. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev increase diversity and inclusion across the enterprise. Fittingly, the health system’s diversity goals were distilled and refined through an exceptionally collaborative and inclusionary process. “We identified 19 high-level thought leaders from across the health system, and asked them to come together as a collaborative workgroup,” Duruisseau said. “They brought their expertise and representation to the table, and through an intensive six-month process developed a comprehensive planning document that infuses diversity into the very fabric of the organization.” That document, titled Excellence in People and Campus Climate – Framework for Diversity, sets forth multiple goals and action plans, accompanied by anticipated outcomes and performance measures. The goals advocate not only diversity among the health system’s employees and students, but also cultural and linguistic competence in medical education and residency training programs, and in its various patient care delivery practices. “The Framework for Diversity document sets forth a pathway through which the health system can instill a shared understanding of the value of diversity and its intrinsic relationship with excellence,” Duruisseau explained. “This focused and deliberate approach to diversity and excellence is necessary not simply because it’s the right thing to do, but because it’s one of the most significant drivers of success in a competitive and challenging healthcare environment.” Darin Latimore, assistant dean for student and resident diversity, says the Framework for Diversity document presents an enlightened, more broadly encompassing interpretation of the meaning of diversity. CONTINUED ON PAGE 5 4 UC Davis Health System FRAMEWORK CONTINUED FROM PAGE 5 “We’re moving away from just thinking in terms of race, ethnicity, gender or gender identity. All peoples who come from socioeconomically disadvantaged or marginalized backgrounds bring diversity to the table,” Latimore observed. “People from varied backgrounds can offer new ideas and different perspectives. The more ideas and experiences, the more sets of glasses we have at the table, the more likely we are to move forward in whatever we’re planning.” Latimore is among five UC Davis Health System principals who report wholly or in part to Duruisseau; the others are Cindy Oropeza, human resources manager; Sergio AguilarGaxiola, director of the Center for Reducing Health Disparities; Robert Waste, assistant director for government and community relations; and Bonnie Hyatt, assistant director for public affairs and marketing. Studies have shown that social determinants – such as economic status and neighborhood access to healthy foods – are strong predictors of health outcomes. That recognition forms the foundation for the research, teaching and community outreach activities that the Center for Reducing Health Disparities conducts. Aguilar-Gaxiola observes that UC Davis Health System must continually seek to develop meaningful, trusting relationships among all of the various surrounding communities. “Researchers and other health system personnel must develop the skills to engage in bidirectional communication with communities so that we become aware of what matters most to them in their health priorities,” said Aguilar-Gaxiola. “Too often, we fail to capture the messages that communities – some, right at our doorstep – are trying to bring to us.” Edward J. Callahan, associate dean for academic personnel, says that evolution of our culture is dependent upon fully embracing and celebrating cultural and linguistic diversity. “Only by increasing awareness and appreciation of our own cultural diversity Faculty Development Office 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 a goal that requires a recognition of and respect for the cultural and linguistic differences among us.” A communication plan that has been developed to raise awareness about the Framework for Diversity goals also sets guidelines for university communications in general. “The language, images and messages we use to communicate – whether it’s with our surrounding community or with our internal audiences – must reinforce the fact that we have a culture of inclusion and that we celebrate the strengths that diversity brings to our organization,” Hyatt said. “We’ve always worked to assure that our publications reflect the diversity of our community, faculty, staff and students. Now we’re taking yet another step. We want to be sure we are using the can we develop into the compassionate communication tools our community and effective health-care system we strive uses. For example, we have increased to be,” Callahan asserted. “If we are to the number of news releases we evolve as an exemplary health-care delivery distribute in Spanish to Spanishsystem, we will do it by respecting and language news media,” Hyatt explained. valuing all the diversity our patients bring Roberto Paez, chief of staff for and that we bring. Our job is to make the Office of Diversity, Inclusion and diversity the hallmark of our culture. Community Engagement, emphasizes Through his leadership, Dr. Duruisseau that progress in implementing the is helping the whole institution recognize Framework for Diversity plan will be that diversity is everyone’s responsibility.” monitored continually and measured Callahan said that attainment of the against concise, metrics-driven goals and goals of the Framework for Diversity objectives. will require commitment by all faculty, “The task force members made staff and trainees to maintain respectful certain that the plan clearly defines communication. where we want to go,” Paez said. “They “Thoughtful communication is made those determinations based on sometimes compromised by the kinds what we knew of where we’ve been, and of immediacy-driven demands that what still needs to be accomplished. occur typically in a health-care work Having a clear roadmap and a coherent environment,” Callahan acknowledged. operating structure helps make “We are trying to assure that respectful implementation of these plans all the communication marks all our encounters – more attainable.” Published by the Faculty Development Office OCTOBER – NOVEMBER 2011 Workshops and other activities (CALENDAR FROM PAGE 1) December 1 Application Deadline: Dean’s Excellence Awards 9 What works: An Alternative Strategy to Power, Politics & Personality in the Workplace (JCLP) October 13 Breakfast With the Vice Chancellor/Dean 7 Diversity as a Vital Component of Health Systems Innovation (OD) 16 Managed Budget Management and Business Reports: Finance and Billing (MCLP) 9 Welcome Dinner for New Women Faculty (WIMS) Event co-sponsors facultyNEWSLETTER Published by the Faculty Development Office, which administers and coordinates programs that respond to the professional and career development needs of UC Davis Health System faculty members. 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 (916) 703-9230 www.ucdmc.ucdavis.edu/facultydev CTSC: Clinical and Translational Science Center 14 Leadership Styles (JCLP) JCLP: Junior Career Leadership Program 15 Leadership Styles (MCLP) MCLP: Mid-Career Leadership Program 18 Workshop: Grantsmanship For Success, Part 1 (OR/CTSC) OD: Office of Diversity, Inclusion and Community Engagement OR: School of Medicine Office of Research 21 Inpatient and OR Services (MCLP) WIMS: Women in Medicine and Science 25 Workshop: Grantsmanship For Success, Part 2 (OR/CTSC) Edward Callahan, Ph.D. Associate Dean for Academic Personnel Acting Director, Faculty Development November 2 New Faculty Orientation Cheryl Busman Program Representative, Faculty Development cheryl.busman@ucdmc.ucdavis.edu 10 Workshop: Introduction to MyInfoVault EditPros LLC Writing and Editing www.editpros.com The Framework for Diversity report may be downloaded in PDF format at http://www.ucdmc.ucdavis.edu/diversity/ on the Web. See the left-hand navigation bar for links to the complete report and the executive summary. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev You are invited! We encourage you to enroll in one of the various workshops, programs and events sponsored by the Faculty Development Office. 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. 18 Managed Care and Clinic Operations: Contracts and Support Services (MCLP) DECEMBER CONTINUED ON PAGE 6 5 facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev 6 FRAMEWORK FOR DIVERSITY Shelton Duruisseau’s leadership sets standards to attain excellence Diversity, Inclusion and Community Engagement. The office is leading efforts to implement diversity and inclusion in a comprehensive, integrative way. The new office serves as a resource as well as a quality assurance unit, responsible for leadership, programmatic guidance and technical support in the development of a comprehensive, integrative approach to the organization’s numerous diversity initiatives. Importantly, the office also is intended to support compliance with national standards in diversity education, training, research, and workforce and faculty development in the schools of health, encompassing nursing and medicine. Shelton Duruisseau, previously the health system’s chief administrative and professional services officer, and executive director of legislative and community affairs, was appointed last year to fill the newly created position of associate vice chancellor for diversity and inclusion and chief external affairs officer. Duruisseau, who reports directly to Claire Pomeroy, vice chancellor for human health sciences, is one of only three associate vice chancellors in the health system. Clockwise, from top left: Ed Callahan, associate dean Pomeroy envisioned the for academic personnel; Shelton Duruisseau, associinitial concept for the office ate vice chancellor, diversity and inclusion, and chief external affairs officer; Darin Latimore, assistant dean, and its charge to promote and For decades, UC Davis Health System has sought to increase diversity among its professional, staff and student ranks, and to reduce barriers that have impeded equal access to health care. Numerous thoughtful programs have been established over the years to target specific aspects of these goals. And while many of these have been successful at a local level, their overall success at the systemic level has been limited – largely because formal coordination among the programs was lacking. Last year, the health system took the bold step of integrating all such programs within a new consolidated administrative structure: the Office of student and resident diversity; and Tonya Fancher, associate program director, Internal Medicine Residency. CONTINUED ON PAGE 5 UC Davis Health System FRAMEWORK CONTINUED FROM PAGE 5 “We’re moving away from just thinking in terms of race, ethnicity, gender or gender identity. All peoples who come from socioeconomically disadvantaged or marginalized backgrounds bring diversity to the table,” Latimore observed. “People from varied backgrounds can offer new ideas and different perspectives. The more ideas and experiences, the more sets of glasses we have at the table, the more likely we are to move forward in whatever we’re planning.” Latimore is among five UC Davis Health System principals who report wholly or in part to Duruisseau; the others are Cindy Oropeza, human resources manager; Sergio AguilarGaxiola, director of the Center for Reducing Health Disparities; Robert Waste, assistant director for government and community relations; and Bonnie Hyatt, assistant director for public affairs and marketing. Studies have shown that social determinants – such as economic status and neighborhood access to healthy foods – are strong predictors of health outcomes. That recognition forms the foundation for the research, teaching and community outreach activities that the Center for Reducing Health Disparities conducts. Aguilar-Gaxiola observes that UC Davis Health System must continually seek to develop meaningful, trusting relationships among all of the various surrounding communities. “Researchers and other health system personnel must develop the skills to engage in bidirectional communication with communities so that we become aware of what matters most to them in their health priorities,” said Aguilar-Gaxiola. “Too often, we fail to capture the messages that communities – some, right at our doorstep – are trying to bring to us.” Edward J. Callahan, associate dean for academic personnel, says that evolution of our culture is dependent upon fully embracing and celebrating cultural and linguistic diversity. “Only by increasing awareness and appreciation of our own cultural diversity Faculty Development Office 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 a goal that requires a recognition of and respect for the cultural and linguistic differences among us.” A communication plan that has been developed to raise awareness about the Framework for Diversity goals also sets guidelines for university communications in general. “The language, images and messages we use to communicate – whether it’s with our surrounding community or with our internal audiences – must reinforce the fact that we have a culture of inclusion and that we celebrate the strengths that diversity brings to our organization,” Hyatt said. “We’ve always worked to assure that our publications reflect the diversity of our community, faculty, staff and students. Now we’re taking yet another step. We want to be sure we are using the can we develop into the compassionate communication tools our community and effective health-care system we strive uses. For example, we have increased to be,” Callahan asserted. “If we are to the number of news releases we evolve as an exemplary health-care delivery distribute in Spanish to Spanishsystem, we will do it by respecting and language news media,” Hyatt explained. valuing all the diversity our patients bring Roberto Paez, chief of staff for and that we bring. Our job is to make the Office of Diversity, Inclusion and diversity the hallmark of our culture. Community Engagement, emphasizes Through his leadership, Dr. Duruisseau that progress in implementing the is helping the whole institution recognize Framework for Diversity plan will be that diversity is everyone’s responsibility.” monitored continually and measured Callahan said that attainment of the against concise, metrics-driven goals and goals of the Framework for Diversity objectives. will require commitment by all faculty, “The task force members made staff and trainees to maintain respectful certain that the plan clearly defines communication. where we want to go,” Paez said. “They “Thoughtful communication is made those determinations based on sometimes compromised by the kinds what we knew of where we’ve been, and of immediacy-driven demands that what still needs to be accomplished. occur typically in a health-care work Having a clear roadmap and a coherent environment,” Callahan acknowledged. operating structure helps make “We are trying to assure that respectful implementation of these plans all the communication marks all our encounters – more attainable.” Published by the Faculty Development Office OCTOBER – NOVEMBER 2011 Workshops and other activities (CALENDAR FROM PAGE 1) December 1 Application Deadline: Dean’s Excellence Awards 9 What works: An Alternative Strategy to Power, Politics & Personality in the Workplace (JCLP) October 13 Breakfast With the Vice Chancellor/Dean 7 Diversity as a Vital Component of Health Systems Innovation (OD) 16 Managed Budget Management and Business Reports: Finance and Billing (MCLP) 9 Welcome Dinner for New Women Faculty (WIMS) Event co-sponsors facultyNEWSLETTER Published by the Faculty Development Office, which administers and coordinates programs that respond to the professional and career development needs of UC Davis Health System faculty members. 2921 Stockton Blvd., Suite 1400 Sacramento, CA 95817 (916) 703-9230 www.ucdmc.ucdavis.edu/facultydev CTSC: Clinical and Translational Science Center 14 Leadership Styles (JCLP) JCLP: Junior Career Leadership Program 15 Leadership Styles (MCLP) MCLP: Mid-Career Leadership Program 18 Workshop: Grantsmanship For Success, Part 1 (OR/CTSC) OD: Office of Diversity, Inclusion and Community Engagement OR: School of Medicine Office of Research 21 Inpatient and OR Services (MCLP) WIMS: Women in Medicine and Science 25 Workshop: Grantsmanship For Success, Part 2 (OR/CTSC) Edward Callahan, Ph.D. Associate Dean for Academic Personnel Acting Director, Faculty Development November 2 New Faculty Orientation Cheryl Busman Program Representative, Faculty Development cheryl.busman@ucdmc.ucdavis.edu 10 Workshop: Introduction to MyInfoVault EditPros LLC Writing and Editing www.editpros.com The Framework for Diversity report may be downloaded in PDF format at http://www.ucdmc.ucdavis.edu/diversity/ on the Web. See the left-hand navigation bar for links to the complete report and the executive summary. facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev You are invited! We encourage you to enroll in one of the various workshops, programs and events sponsored by the Faculty Development Office. 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. 18 Managed Care and Clinic Operations: Contracts and Support Services (MCLP) DECEMBER CONTINUED ON PAGE 6 5 facultyNEWSLETTER | October – November 2011 | www.ucdmc.ucdavis.edu/facultydev 6 FRAMEWORK FOR DIVERSITY Shelton Duruisseau’s leadership sets standards to attain excellence Diversity, Inclusion and Community Engagement. The office is leading efforts to implement diversity and inclusion in a comprehensive, integrative way. The new office serves as a resource as well as a quality assurance unit, responsible for leadership, programmatic guidance and technical support in the development of a comprehensive, integrative approach to the organization’s numerous diversity initiatives. Importantly, the office also is intended to support compliance with national standards in diversity education, training, research, and workforce and faculty development in the schools of health, encompassing nursing and medicine. Shelton Duruisseau, previously the health system’s chief administrative and professional services officer, and executive director of legislative and community affairs, was appointed last year to fill the newly created position of associate vice chancellor for diversity and inclusion and chief external affairs officer. Duruisseau, who reports directly to Claire Pomeroy, vice chancellor for human health sciences, is one of only three associate vice chancellors in the health system. Clockwise, from top left: Ed Callahan, associate dean Pomeroy envisioned the for academic personnel; Shelton Duruisseau, associinitial concept for the office ate vice chancellor, diversity and inclusion, and chief external affairs officer; Darin Latimore, assistant dean, and its charge to promote and For decades, UC Davis Health System has sought to increase diversity among its professional, staff and student ranks, and to reduce barriers that have impeded equal access to health care. Numerous thoughtful programs have been established over the years to target specific aspects of these goals. And while many of these have been successful at a local level, their overall success at the systemic level has been limited – largely because formal coordination among the programs was lacking. Last year, the health system took the bold step of integrating all such programs within a new consolidated administrative structure: the Office of student and resident diversity; and Tonya Fancher, associate program director, Internal Medicine Residency. CONTINUED ON PAGE 5