Published by the Faculty Development Office
- The Pursuit of Health Equity - Why diversity is critically important to the UC Davis Health System
- Office Visit: Orthodontist Peter Worth volunteers his time on the Craniofacial Anomalies Panel
- Faculty Rounds: A welcome to new faculty colleagues
- View Point: David Acosta is nationally recognized thought leader
The pursuit of health equity
Why diversity is critically important to the UC Davis Health System
Open enrollment began Oct. 1 for more than 5.5 million medically uninsured Californians to apply for health-care coverage under the federal Affordable Care Act. The U.S. Department of Health and Human Services identifies 50 percent of those eligible uninsured Californians as Latino or Hispanic, 12 percent as Asian American or Pacific Islander, 6 percent as African American, and 29 percent as white (source: www.hhs.gov/healthcare/facts/bystate/ca.html).
While that breakdown is revealing, it reflects only one facet of the multi-dimensional spectrum of diversity. The UC Davis Health System’s Framework for Diversity document adopted in 2011 codifies principles to reduce health disparities by advancing diversity among clinical, teaching and research faculty members, residents, fellows, and medical and nursing students and staff, in order to attain health-care equity within the health system’s catchment area.
Fulfillment of that pledge requires building on a broad interpretation of “diversity” that embraces not only ethnic, racial and socioeconomic groups, but also other distinctions, including language, nationality, gender, sexual orientation, age, religious convictions, differences in abilities, military status, geographic locale, which influence health-care quality. Sergio Aguilar-Gaxiola, director of the UC Davis Center for Reducing Health Disparities, is among many health-care professionals and administrators who are convinced that serving divergent groups requires a diverse, culturally and linguistically competent health-care workforce.
“In this pluralistic, multicultural, multilingual society, the UC Davis Schools of Nursing and Medicine and the health system have a responsibility for educating students, residents, staff and faculty that diversity is necessary to accomplish excellence,” said Aguilar-Gaxiola, director of the Clinical and Translational Science Center’s Community Engagement Program, and co-director of the UC Davis Latino Aging, Research and Resource Center.
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Workshops and other activities
03 Grantsmanship Seminar, Part 1
10 Grantsmanship Seminar, Part 2
18 Workshop: Health Sciences Clinical Professor (HSCP) Faculty Promotions Process
21 Women in Medicine and Health Science Medical Student Welcome Reception (WIMHS)
24 Time Management Skills (ECLP)
29 Workshop: Faculty Merits, Promotions and Tenure
01 The Work of Leadership: Building Resilience, Part 1 (ECLP/MCLP)
08 The Work of Leadership: Building Resilience, Part 2 (ECLP/MCLP)
15 The Work of Leadership: Building Resilience, Part 3 (ECLP/MCLP)
03 Saying Yes, No, Maybe: Challenges, Limits, and Uncertainty, Part 1 (ECLP/MCLP)
05 New Faculty Workshop – Tools for Success
12 Saying Yes, No, Maybe: Challenges, Limits, and Uncertainty, Part 2 (ECLP/MCLP)
10 Leadership and the Pro-Social Emotions, Part 1 (ECLP/MCLP)
15 Common Psychological Issues in the Elderly (ECWS)
17 Leadership and the Pro-Social Emotions, Part 2 (ECLP/MCLP)
24 Leadership and the Pro-Social Emotions, Part 3 (ECLP/MCLP)
ECLP: Mid-Career Leadership Program
ECWS: Elder Care Workshop Series
MCLP: Mid-Career Leadership Program
WIMHS: Women in Medicine and Health Science
Faculty Newsletter is published quarterly. If you have an interesting topic you would like to see featured in a future issue, please contact Cheryl Busman at (916) 703-9230 or email@example.com.