At Mass General Brigham, diversity, inclusion, and equity have always been a priority. We believe that delivering equitable care and eliminating disparities starts with acknowledging structural inequities that make populations vulnerable to disproportionate health outcomes. It also calls for us to consider our own biases as clinicians, colleagues, and teachers, and actively work against these biases. It also motivates us to recruit and retain talented physicians with diverse life experiences.

Every month, our administration and leadership composed of Diversity & Inclusion Committee Co-Chairs Dr. Brannon Weeks (PGY4), Dr. Rumbidzai Mushavi (PGY4), and Dr. Kelly Chacón (PGY4) meet with our D&I Faculty mentors Dr. Adeline Boatin, Dr. Carolina Bibbo, and Dr. Bolaji Ajao, as well as our residency program director, Dr. Amy Stagg, associate program director, Dr. Kat Pocius and our Brigham and MGH OB/Gyn Department Chairs, Dr. Nawal Nour and Dr. Jeff Ecker, to discuss ongoing diversity, inclusion and equity related efforts throughout our program and our two main hospitals. The objective of this meeting is to hold ourselves accountable to our residency's goals to reduce health disparities, take the very best care of our patients and make sure we're maintaining a work environment where everyone can thrive.

This year, Dr Carolina Bibbo is joining the leadership team in the residency program to increase our mission against racism and promote an inclusive and diverse environment for all. She is committed to the recruitment and retention of a diverse workforce and to enhance our mentorship programs for our trainees and faculty who are underrepresented in medicine.

This Diversity, Inclusion & Equity Committee prioritizes our department’s commitment to providing equitable care and creating an inclusive work environment. This committee is responsible for hosting events that support our colleagues who are underrepresented in medicine (URM) and promoting topics related to disparities and health equity within our didactic curriculum.

It also oversees the implementation of our own Health Equity Proposal created by residents in the classes of 2021-2024. The following is a list of ongoing accomplishments since the start of the 2020-2021 academic year

  • established a regularly occurring schedule of workshops and lectures on structural competency within our didactic time at both institutions..
  • The creation of an “Inequity Inbox”, an anonymous portal that allows anyone in our department to report incidences of bias or unequal care within our hospital system.
  • Planned virtual “Meet & Greets” for prospective applicants to speak informally with our URM residents about our experience in this program.
  • Implemented “Health Equity Rounds”, a biannual, department-wide forum to discuss patient cases where structural inequities may have contributed to worse outcomes.
  • Successful hiring of Patient Navigators in our resident clinics.