Jan 27 - Jan 30
Mon - Thu

Inclusion 2020 Week

The Department of Medicine hosted its first-ever Inclusion 2020 Week from January 27 through January 30. The campus community joined the Diversity and Inclusion Council for four days of events aiming to celebrate, support and nurture diversity and inclusion both at Stanford and in the communities we serve. Highlights included an introduction by Department Chair Bob Harrington, a series of Grand Rounds speakers, social gatherings and mixers, informative poster presentations and breakout sessions for smaller conversation.

Attendees had the opportunity to learn through meaningful discussion on pressing topics such as implicit bias, a culture of feedback, stigmatizing language, mentorship, self-care during difficult times and more.

View the full schedule below. 


LKSC Berg Hall
291 Campus Drive
Palo Alto, CA 94305

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LKSC Berg Hall

291 Campus Drive
Palo Alto, CA 94305
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Featured Events

January 28

Staff Event with Mitchell Lunn: "Conducting Community-Engaged Research with LGBTQ+ Communities"

Time: 11 a.m. - 12 p.m.

Location: Alway M114 or by Zoom

Audience: Staff. RSVP required

Mitchell Lunn, MD, assistant professor of nephrology, will present on his community engaged research with LGBTQ+ communities.

January 29

Special Medicine Grand Rounds with Hannah Valantine: “Creating Institutional Cultures of Inclusive Excellence: The NIH Strategy”

Time: 8 a.m. - 9 a.m.

Location: LKSC Berg Hall

Audience: Entire Department of Medicine community

In 2014, Hannah Valantine, MD, left Stanford for a newly created position at the National Institutes of Health: chief officer of scientific workforce diversity. She will present strategies to create inclusive cultures.

January 30

Workshop and Meditation with Tia Rich: "The Power of the Pause: Practical Contemplative Skills for Nourishing Resilience for Inclusion and Diversity"

Time: 12:00 - 1:00 p.m.

Location: Windhover Contemplative Center

Audience: Faculty and staff. RSVP required. 

Resilience flourishes when rooted in presence—the embodied awareness animating open-hearted engagement in your life and the lives of others. Learn simple, practical skills for sustaining presence and deepening resilience. 

Full Schedule

Monday, Jan. 27

Faculty Meeting Kickoff Event

Time: 12 p.m. - 1 p.m.

Location: LK101

Audience: Faculty

Department Chair Bob Harrington, MD, will kick off Inclusion 2020 week with a presentation about the Faculty Diversity LENS program and other initiatives during our monthly Faculty Meeting. 

Note: Lunch will be provided.

Event Recap

At Department of Medicine’s diversity and inclusion week, challenging conventional wisdom

Making inclusion work, particularly at the institutional level, is the challenge, speakers asserted.

“Great minds think differently.” If there was a unifying idea expressed by speakers at the Department of Medicine’s first diversity and inclusion week, it was probably that.

 Hannah Valantine, MD, of the National Institutes of Health, said it first, when she opened the Jan. 29 sessions with her grand rounds presentation. Sonia Aranza, a global diversity and inclusion strategist, echoed these words when she spoke on multigenerational diversity later that day.


Both women, along with various other speakers, sought to challenge conventional wisdom about diversity, including the idea that representation and hiring diverse candidates is enough. Instead, they pushed the idea that, as Aranza put it, “diversity just is,” and the real challenge is making inclusion work, particularly at the institutional level. 

The week, which began with a meeting of faculty on Jan. 27 and continued through a meditation session on Jan. 30, was designed to provide both faculty and staff in the department with opportunities to discuss diversity and inclusion. The faculty meeting also introduced the inaugural Department of Medicine Chair Diversity Investigator Awards — four grants of $50,000 each that will go to instructors, clinical instructors, or assistant professors focused on research about diversity and disparity.

In her talk, Valantine, a former Stanford professor of cardiovascular medicine who now runs the NIH’s scientific workforce diversity initiative, said individual approaches to diversity and inclusion are not enough.

“Institutional transformation is crucial, and tools need to be developed for helping people.  Diversity needs to be linked to our institutional values and reward systems,” she said. She assured her audience that a diverse talent pool exists, and that they would find it if they looked, adding that diversity in leadership can promote diversity and representation at various institutional levels.  

One encouraging sign? The Stanford School of Medicine leads its peers in the representation of women among department chairs: In 2018, 37% of the school’s departments were led by women. 

Investing in diversity is worthwhile, she said. Among other things, it leads to greater innovation and a broadening scope of inquiry, particularly into things like health disparities.

But all is not rosy. Stereotypes continue to plague science, Valantine said. For example,  she cited a study in which more “feminine” looking women were assumed less likely to be scientists. 

Multigenerational workplaces

Following Valantine’s talk, Aranza gave a presentation on the multigenerational workplace, and Peter Poullos, MD, clinical associate professor of radiology, discussed disability.

Aranza described the historical and psychological contexts for all five generations currently in the American workforce, from the traditionalists born around or before 1945 to Boomers to Gen X, the millennials and Gen Z. 

The key to working effectively across generations, Aranza explained, is to understand the “compelling messages each generation grew up with and how it shaped their view of the world.” For example, millennials, raised with the values of “connection, achievement, and expression” are self-assured and comfortable with experimentation and exploration, she said. They value self-expression and collaboration. Aranza asked her audience to recognize that each generation grew up “marinating in a special sauce” of their history and circumstances, and that each generation must be understood in order to reach their full potential in the workforce.

Poullos related his own story about suffering a spinal cord injury. He noted that people with disabilities are the largest minority in America but are often excluded when it comes to images or mission statements about diversity. Poullos invited attendees at his talk to consider what he calls “creative inclusion.” For example, Poullos, who had trained as a gastroenterologist after medical school, wanted to retrain as a radiologist following his injury. Yet some raised concerns that his disability wouldn’t allow it. To Stanford’s credit, he said, the medical school came up with various solutions that allowed him to pursue this path. 

In his talk, Poullos also advocated for disability inclusion in medicine in general, describing the “upward spiral” that ensues when patients and others interact with medical students or professionals with disabilities: He said it can lead to increased awareness, more informed patient care, and reduced health care disparities. 

Resilience and diversity

That day’s final presenter, Tia Rich, PhD, combined the topic of diversity with that of resilience. Rich, who runs the Contemplation by Design Power of the Pause workshops at Stanford, explained how breathing techniques and mindfulness can help us disengage from bias or stereotypes.  

“Bias is universal,” Rich acknowledged.  “But bias can be revealed and modified.” Rich explained that bias is intensified by stress and struggles with mental health, but mindfulness and even the simple act of taking a breath have been shown to counteract some of the immediate reactions associated with bias.  

And as Rich pointed out, even with many sobering statistics, there’s still progress being made. “Resilience is the fuel of hope,” she concluded, putting a pin in a day dedicated to celebrating and broadening our concepts of what diversity and inclusion can mean.



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