1. Leon McDougle, MD, MPH
Chief Diversity Officer, The OSU Wexner Medical Center
Associate Professor, Family Medicine
The Ohio State University Wexner Medical School

2. Associate Professor, Family Medicine
Inclusive Leadership
Leon McDougle, MD, MPH Chief Diversity Officer, The OSU Wexner Medical Center
Associate Professor, Family Medicine

3. Objectives
1. Explain how diversity and inclusion advances health equity
2. Recall examples of health disparities and explain the importance of
inclusive leadership
3. Identify attributes of inclusive leaders

4. Hearts are the strongest when they beat in response to noble ideals.
Ralph Bunche, PhD Born in Detroit, Michigan, August 7, 1903
Ralph Bunche was a Nobel Peace Prize–winning academic and U.N. diplomat known for his peacekeeping efforts in the Middle East, Africa and the Mediterranean.
Winning the Nobel Peace Prize
One of Bunche's major achievements was his efforts from 1947 to 1949 to bring peace to the region of Palestine, the site of major conflict between Arab and Israeli forces. After his supervisor, mediator Count Folke Bernadotte, was killed in a terrorist attack, Bunche was called upon to helm the talks on the island of Rhodes. The long negotiation process was defined by the diplomat's willingness to meet with both sides and be meticulous, calm and patient about getting parties to sit with each other and get used to signing off on smaller matters.
The Armistice Agreements were signed in Bunche won the Nobel Peace Prize the following year, becoming the first African American and person of color in the world to receive the award.
Though President Harry Truman subsequently wished for Bunche to become the U.S. assistant secretary of state, Bunche turned down the offer, citing the segregationist policies that still ruled the nation's capital and saying he did not want to subject his children to them.

5. Circles of My Multicultural Self
Place your name in the center circle below. Write an important aspect of your identity in each of the attached circles – an identifier or descriptor that you feel is important in defining you. (This can include anything: Asian American, Taoist, female, mother, athlete, educator, scientist, or any descriptor with which you identify.)

6. Circles of My Multicultural Self
Share a story about a time you were especially proud to identify with one of the descriptors.
Share a story about a time it was especially painful to be identified with one of the identifiers or descriptors.
Name a stereotype associated with one of the groups with which you identify that is not consistent with whom you are.

7. The Difference [Scott E. Page. Ph. D
The Difference [Scott E. Page. Ph.D., Professor of Complex Systems, Political Science, and Economics at the University of Michigan]
Two heads are better than one only if they differ.
Cognitive differences can often be super additive: one plus one can equal three.
Diversity and ability complement one another.
Organizations, firms, and universities that solve problems should seek out people with diverse experiences, training, and identities.

8. Health and health care disparities
refer to differences in health and health care between population groups.
Disparities occur across many dimensions, including race/ethnicity, socioeconomic status, age, location, gender, disability status, and sexual orientation.
answers/

13. Health Equity
Health equity is achieved when every person has the opportunity to "attain his or her full health potential" and no one is "disadvantaged from achieving this potential because of social position or other socially determined circumstances." CDC
Health disparities or inequities, are types of unfair health differences closely linked with social, economic or environmental disadvantages that adversely affect groups of people. CDC

14. Growing Communities: Social Determinants, Behavior and Health

15. Kirwan Institute on Race and Ethnicity
Implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control (Blair, 2002; Rudman, 2004a).
The implicit associations we harbor in our subconscious cause us to have feelings and attitudes about other people based on characteristics such as race, ethnicity, age, and appearance. 15

16. Implicit Bias Mitigation
Byrne and Tanesini (2015) conducted a theoretical analysis of existing implicit bias intervention literature. Through their analysis, they concluded that the most effective way to mitigate implicit bias among medical students is through habituation of egalitarian goal pursuit.
Moreover, the authors argued that students should be “encouraged to approach every encounter with patients who are members of underprivileged or stereotyped social groups as an opportunity to reinforce and act out their avowed commitment to these [egalitarian] values” (Byrne & Tanesini, 2015, p. 1259).
Delivery of bias free healthcare should become a habit, developed through a continuous process of practice, feedback and reflection.

17. Perspective Transformation Photo Meziro

18. Going Plaid: Integrating Diversity Into Business Strategy Structures and Systems Deborah Plummer, PhD, C Greer Jordan, MBA

19. Wexner Medical Center Diversity Council
Diversity Executive Committee
Diversity
Council
Climate Committee
Black ERG
Hispanic/Latino ERG
Lesbian, Gay, Bisexual & Transgender ERG
Mobility ERG
(in development)
Veterans ERG
Women of Color ERG
Young Professionals ERG
Cultural Competency
Committee
Disparities Committee
Communications Committee

20. Elements of Inclusion1

22. The Six Signature Traits of an Inclusive Leader1

23. Empowerment No coach is more important than the team.
- Bo Schembechler

24. Elements of Commitment1

25. Respect
We all require and want respect, man or woman, black or white. It’s our basic human right.
-Aretha Franklin

26. Elements of Courage1

27. Elements of Cognizance Bias1

28. Elements of Curiosity1

29. Openness
We’re going to believe in each other, we’re not going to criticize each other, we’re not going to talk about each other, we’re going to encourage each other.
-Bo Schembechler

30. Elements of Cultural Intelligence1

31. Elements of Collaboration1

32. Reference
Bernadette Dillon, Juliette Bourke, The Six Signature Traits of Inclusive Leadership: Thriving in a Diversity New World Deloitte University Press.

33. A Theme Issue on Gender Diversity in Academic Careers August 2016

34. Integrated Framework for Gender Equity in Academic Medicine
Westring and colleagues demonstrated that there are four distinct aspects of a culture conducive to gender equity.
1. Equal access to resources and opportunities
Lab space and equipment, salary, grant funding, leadership positions, effective mentoring and sponsorship
2. Minimizing unconscious gender bias
3. Enhancing work-life balance/integration
Some work-family policies are often not taken advantage of by young faculty, e.g. extending tenure clock, extensive parental leave. On-site Daycare.
Leadership Engagement
In research on women’s careers, it has become increasingly clear that without the engagement of leadership on every level, the impact of efforts to support women will be limited.

35. https://hbr.org/video/4984622531001/why-so-few-diversity-candidates-are-hired35

36. Implicit bias https://implicit.harvard.edu/implicit/
Gender, race, sexual orientation, disability

37. Review of Objectives
1. Explain how diversity and inclusion advances health equity
2. Recall examples of health disparities and explain the
importance of inclusive leadership
3. Identify attributes of inclusive leaders

38. Conclusion
April 4, 1923 – May 28, 2014