Important Announcements

Nondiscrimination Policy Update

Boston Medical Center Health System complies with applicable Federal civil rights laws and does not discriminate on the basis of age, race, color, national origin (including limited English proficiency and primary language), religion, culture, physical or mental disabilities, socioeconomic status, sex, sexual orientation and gender identity and/or expression. BMCHS provides free aids and services to people with disabilities and free language services to people whose primary language is not English.

To read our full Nondiscrimination Statement, click here.

Diversity and Inclusion

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BMC Division of Pediatric Neurology Diversity & Inclusion Committee Mission and Vision Statement

Vision

The Division of Pediatric Neurology at BMC and Boston University Chobanian & Avedisian School of Medicine will guide the division in diversity of faculty, students, staff, and trainees, by the development of innovative programs that recruit, educate, and support a multicultural constituency. We will create a culture and climate that demonstrates Boston University Chobanian & Avedisian School of Medicine’s belief that diversity adds value to intellectual development, academic discourse, patient care, and research. We believe that diversity is essential to the development of future leaders in healthcare and research to serve our community, nation, and world.

Mission

The Division of Pediatric Neurology at BMC, along with the Boston University Chobanian & Avedisian School of Medicine’s Diversity and Inclusion Office, serves as the division chief’s proponent for diversity and inclusion at BMC and the School of Medicine. The department's diversity and inclusion committee will accomplish this mission through collaboration with all members and other interested stakeholders like other faculty, departments and centers to develop model recruitment, retention and support strategies for students, staff and faculty.

Topics to be discussed includes characteristics for inclusive and healthy workplace in our division as innovative tool, analysis of the Deloitte report on when employees feel included, confronting unconscious bias in the workplace, intercultural fluency and confronting cultural bias, the role of the active bystander, avoiding judgment, confronting systemic bias, carrying out difficult conversations about racism, the concept of intercultural fluency, and the implications of gender in leadership. We will read and review related books and articles through the year to increase our awareness and understanding of the need to apply these concepts in our daily lives, which also will increase our humanism spirit not only with our patients but with our colleagues as well, and they will be part of a long-term learning process.