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