First year residents at orientation

Culture of Inclusion Agreement

We wish to see every individual as their true and whole selves.
The vast majority of people in our organization are working hard to achieve an open, diverse, and inclusive environment. We strive to welcome and honor every person’s identity, culture, background, experience, status, abilities, and opinions.

To show our commitment in cultivating a culture of inclusion, we will:

Foster RESPECT and TRUST by:

  • Seeking to understand the perspectives of others by listening with humility
  • Acknowledging power differentials and working to mitigate the negative impacts of these hierarchies on communication

Be AWARE of explicit and implicit biases by:

  • Welcoming diverse points of view
  • Recognizing and educating ourselves on systems of oppression
  • Reflecting on our own privileges and their impact on opportunities available to us that may not be available to others

Act with HUMILITY and be ACCOUNTABLE for the impacts of our actions, regardless of our intent by:

  • Actively interrupting discrimination rather than condoning or perpetuating discrimination through inaction
  • Acknowledging institutional racism, oppression, and other forms of systemic bias
  • Recognizing and correcting our behavior if we commit microaggressions or other acts of bias
  • Being willing to ask for help and learn from others when we fail to achieve these ideals
  • Not engaging in disrespectful or retaliatory behavior that has a negative impact on the integrity of the Division, the patients we care for, the students or trainees we educate, or the research we conduct

Read Along with the EDI Committee

The EDI committee works to provide opportunities for each of us to continuously examine the ways our profession and society are shaped by race and racism. We are currently reading and discussing Ibram X. Kendi's Stamped from the Beginning: The Definitive History of Racist Ideas in America.

Health Equity Research

Melanoma outcomes in ethnic groups and bias in skin tone representation in medical education

Drs. Ata Moshiri and Masaoki Kawasumi are currently exploring outcomes in melanoma treatment and survival in different ethnic groups. Dr. Moshiri is also working with medical students to evalutate photographs from dermatology textbooks and assess for bias in skin tone representation.

Improving skin health for vulnerable populations

Dr. Sigrid Collier's research focuses on improving access and quality of care for skin disease in underserved and vulnerable populations around the world and characterizing the burden and epidemiology of skin disease among the refugee population in the United States.

Role of Gender in Dermatologist Burnout

Dr. Michi Shinohara is the corresponding author of “Dermatologist Burnout: Contribution of gender and impact of children” published in the Journal of the American Academy of Dermatology and served as a guest editor of the special “Gender Gap” issue of the International Journal of Women’s Dermatology.

Providing Gender-Inclusive Care in Dermatology

Dr. Markus Boos, has published recommendations to help fellow dermatologists and medical centers provide informed and supportive care for LGBTQ patients. Dr. Boos has also  advocated for updates to the gender‐binary categorization in the iPLEDGE system.