Diversity and Inclusion Efforts in University of California, San Francisco Radiology: Reflections on 3 Years of Pipeline, Selection, and Education Initiatives

The Status of Diversity in Canadian Radiology—Where We Stand and What Can We Do About It

“…2,3 Over the past decade, furthered by the current political climate around gender and race representation, a number of Faculties of Medicine across Canada have issued statements of equity, diversity, and inclusion, and have created strategic plans that include diversity hire targets and task forces to counter systemic gender and race inequities. [4][5][6][7][8][9][10][11] We review the current state of diversity in radiology in Canada, specifically the issues of gender, race/ethnicity and Indigenous peoples in radiology in Canada. In addition, we provide practical strategies for associations and departments to implement in order to improve diversity and, ultimately, to improve patient care.…”

Diversity and Inclusion in Breast Imaging and Radiology at Large: What Can We Do to Improve?

“…The University of California San Francisco’s Research Initiative to promote Diversity in Radiology (RIDR) is an example of a successful structured mentorship program. Through an intensive 8-week summer program, RIDR connects high school and medical students with faculty mentorship, holds regular seminars aimed at demystifying a career in radiology, addresses unique challenges faced by URMs, and provides financial and structural support for the completion of successful research projects [ 19 ]. While measuring the benefit of such programs is never straight forward, the program tripled its applicants over 2 years, suggesting that the program reached URMs in need of mentorship [ 19 ].…”

“…Through an intensive 8-week summer program, RIDR connects high school and medical students with faculty mentorship, holds regular seminars aimed at demystifying a career in radiology, addresses unique challenges faced by URMs, and provides financial and structural support for the completion of successful research projects [ 19 ]. While measuring the benefit of such programs is never straight forward, the program tripled its applicants over 2 years, suggesting that the program reached URMs in need of mentorship [ 19 ]. Mentorship can also be a more informal and personalized arrangement requiring both the mentor and the mentee to establish their own interim goals and milestones.…”

Resonate: Reaching Excellence Through Equity, Diversity, and Inclusion in ISMRM

“…At the institutional level, radiology departments with a strong commitment to excellence through diversity have demonstrated that a top‐down approach fostering a transformative EDI culture via enhanced recruitment, retention, and education, creates an inclusive workplace environment 6 . Commitment to hire, network, and promote differently trickle‐down to the individual, especially to research team leaders 6,7 . A one style fits all approach is not effective in creating inclusive research environments or imaging practices.…”