ACT, Mission & Strategic Priorities

Penn Medicine Town Hall and Strategic Planning

Dear Penn Medicine Community,
The Penn Medicine Office of Inclusion and Diversity (OID), in partnership with executive leadership, and other leadership and representatives throughout Penn Medicine and the Children’s Hospital of Philadelphia (CHOP) continue to work to implement an ever-evolving strategic plan around racism, racial justice, and social equity. This strategic plan is a multi-prong approach aimed at combating several key areas of concern we heard during the Penn Medicine Virtual Community Town Hall on Monday, June 8th 2020 and thereafter. The community town hall, which was the first of many, served as the precursor to our whole-scale strategic planning process. It allowed us, as a community to become better aware and acknowledge the pain and suffering of individuals that deal with racism and inequities every day. This virtual meeting resulted in a unified view that significant change is needed in order to uphold our mission, vision, and values as an institution as well as the need for developing strategies that will have a sustainable impact on our culture and community.

Mission Statement

To strengthen the quality of education, and to produce innovative research and models of healthcare delivery by fostering a vibrant inclusive environment and fully embracing diversity.

Goals

To recruit the outstanding talent
To retain a diverse community of faculty, staff and students
To reaffirm the benefits of inclusion

Strategic Priorites

Advance implementation and utilization of database of faculty candidates
Increase deployment of Unconscious Bias Workshops
Inventory existing human capital resources
Continued support of redesigned DSA program
Establish annual review of policies and practices between OIDE, OAA and key stakeholders
Establish a leadership program that affirms the principles of inclusion
Establish financial impact of addressing disparities across Penn Medicine
Enhance the infrastructure to support the acquisition of K and R awards among Fellows and Junior Faculty
Increase student and faculty satisfaction
Increase women and diverse faculty compared to the three-year rolling average
Expand efforts in the community related to inclusion, diversity, and health equity