Recruitment: We employ a holistic application review process that accounts for the impact of structural barriers on an applicant’s likelihood of becoming a physician and explicitly credits those applicants who have overcome significant societal, personal, or family barriers.
Penn Medicine is an equal opportunity employer and adheres to a policy that prohibits discrimination on the basis of ancestry, color, sex, sexual orientation, gender identity, religion, creed, national or ethnic origin, citizenship status, age, disability, veteran status, or any other legally protected class.
Retention/Support: We are committed to ensuring that Under-represented in Medicine (URM) fellows have the support they need to thrive in our program. URM refers to individuals from a background that is traditionally underrepresented in medicine, including but not limited to racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population and those from disadvantaged backgrounds, identify as LGBTQ+, have disabilities, are first generation in the United States or first in their immediate family to attend college, or who otherwise would increase the diversity and inclusivity of our student and resident/fellow populations. Each URM fellow will be assigned a second mentor to support them in navigating the unique experience of medical training a part of a historically excluded group. This will create a space to process and address challenging experiences such as micro-aggressions or implicit bias.
Department Culture: The Department of Family Medicine and Community health has a highly active Anti-Racism Task Force organizes intentional efforts to further the department’s mission of becoming a multicultural, anti-racist organization. This committee works on five key domains of community engagement, education, employee empowerment, patient care and research. Faculty and fellows will be encouraged to participate in already ongoing efforts related to SUD.