The Department of Medicine is committed to ensuring a climate of inclusion and organizational equity by leveraging the diversity within our community. The department’s commitment to diversity is guided by its values of integrity, respect, trust, compassion, innovation, collaboration, inclusion, quality, accountability, and excellence.
In this series, we get to know the leaders of RYSE, the diversity, equity, and inclusion (DEI) initiative within the department. Read our interview with Jada Bussey-Jones, MD, vice chair of Diversity, Equity, and Inclusion, and professor of medicine, below.
Why did you decide to pursue a career in medicine?
I often talk about my grandparents who had a grade school education and lived in a racially segregated town in rural Georgia. They had limited access to care and low trust based in part on their experiences of racism. They ultimately died from preventable conditions. These experiences led to my interest in medicine and my interest in health equity.
What led you to take an active role in diversity initiatives within medicine?
Over the last few decades, with my time as a student at Emory’s medical school, I can see how far we have come as an institution. However, I recognize all the work that is yet to be done. There are so many opportunities to evaluate and improve equity across race, gender, and other traditionally marginalized groups. Importantly, I want to change the culture for our faculty, staff, and trainees so that they can thrive in the department.
Can you share more about your role on the DOM DEI council?
As the vice chair, I work with the associate vice chair to perform a careful review of available data including the department level Diversity Engagement Survey (DES) results, and available data for leadership and promotions based on race and gender. We also engage stakeholders including leaders, content experts, and front line faculty across all campuses in focus groups to better understand concerns and hear suggestions. We hired a wonderful program coordinator and formed a DEI council with faculty, staff, and trainee representatives across sites and divisions. This work culminated in our DOM Diversity, Equity, and Inclusion Strategic Plan, which we are implementing currently.
Are there any DOM DEI goals or initiatives you are most passionate about?
I am really excited about several new programs and offerings. We have a new five-month career development program for underrepresented minority faculty that provides important tools for academic success. The course features didactic sessions from diverse speakers, experiential components, along with peer mentoring and networking. Participants are also paired with organizational leaders as coaches during this process.
We also have new recruitment programs for both resident (URiM Visiting Student Program) and fellow (Minority Fellowship Experience – MFAX program) applicants. These programs will expand the pipeline of diverse physicians in the department. In addition, we are beginning new affinity and ally groups, including LGBTQ+, the Churchwell Diversity & Inclusion Collective (CDIC), and staff groups to support and retain our faculty, staff, and trainees after they join the department.
What lasting impact do you hope to have on the department?
My goal is not only to have diversity in a numeric sense, but also to have objective evidence of equity and inclusion. This would be evident by equal access to opportunity and advancement, and a true sense of belonging experienced by our department members.
What advice do you have for faculty, staff, and trainees who want to get more involved in DEI?
Just reach out to our coordinator John Otis Blanding or me. You can also complete a volunteer form on our website and follow us on Twitter (@EmoryDOMRyse).
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