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Progress Along Our Journey Toward Diversity, Inclusion, and Equity

Awards

  • Health Professions HEED (Higher Education Excellence in Diversity) Award - selected for three consecutive years (2017, 2018, 2019)

  • 2020 Insight Into Diversity Inspiring Affinity Group Award – Dr. J.H. Bias Black Affinity Group

Data

Class of

2018

2019

2020

2021

2022

2023

2024#

Admissions Cycle

13/14

14/15

15/16

16/17

17/18

18/19

19/20

Race & Ethnicity Students

Number

21

23

49

39

57

33

63

% of class

13.0%

14.2%

30.0%

24.1%

35%

20%

36%

Male Students

Number

30

22

32

44

42

26

40

% of class

18.5%

13.5%

19.7%

27.1%

26%

16%

23%

1st Gen Students

Number

 

 

 

24

46

48

53

% of class

14.8%

29%

29%

30%

* Under-represented in the profession, as defined by the Association of American Veterinary Medical Colleges (AAVMC):  http://www.aavmc.org/assets/site_18/files/about_aavmc/definition%20of%20diversity%20(id%2099548).pdf

# Final acceptances in progress so numbers may change slightly

 

Faculty Demographic Changes from September 2015 – September 2019:

  • Number: 121-136 (Tenure 59-70; Clinical 44-60; Practice 16-6; Research 2-0)
  • Gender: F 48% - 54%; M 52% - 46%; no transgender or gender non-binary disclosed
  • Gender by track:
    • Tenure: F 33% - 43%; M 67% - 57%
    • Clinical: F 57% - 67%; M 43% - 33%
    • Practice: F 71% - 83%; M 29% - 17%
    • Research: F 100% - N/A

  • Race/ethnicity: Asian 10%-8.8%; Black 2%-1.5%; Hispanic 3%-5.9%; Undisclosed 4%-1.5; White 81%-82.3%

 

Positions

  • Created September 2015: Associate Dean for Faculty & Staff Affairs, Inclusive Diversity, and Planning; serves as college’s Chief Diversity Officer
  • Revised February 2019: Director of Student Recruitment, Admissions and Diversity from Director of Admissions/Recruitment & Special Events

 

Admissions Process

  • Bias training required starting Autumn 2015 (for class of 2020): Admissions Committee members, file reviewers, interviewers
  • Holistic Review initiated Autumn 2015 (for class of 2020): review of all files prior to invitation for interviews; separation of file review and interview; development of file review score
  • Discontinue GRE requirement Autumn 2018 (for class of 2023)

 

Recruitment

In past 5 years, over 10,000 K-12 and college students participated in programming by the college. Key efforts:

  • Buckeye Vet Prep Academy is a five-day summer camp that provides ~ 50 high school students an opportunity to learn about veterinary school and the profession.
  • Summer Residential Camp, run by 2nd and 3rd year veterinary students, gives college students a 6-day opportunity to learn more about veterinary school and the profession.
  • Vet for a Day and exploration programs (various audiences)
  • School visits and career fairs (various audiences)
  • Recent focus on increased community events (Star House, COSI, National Children’s Day, Columbus ‘I Know I Can’ reading program to second grade classes
  • Program development with Central State University to establish Visit Exchange Program

Scholarship support (2014-2019)

  • Increased total scholarship $ by 535% ($389K to $2.1M)
  • Grew average scholarship $ per student by 507%
  • Increased the number of transformational scholarships from 0 to 59

 

Committees/Councils

  • Diversity Committee established July 2016: comprised of faculty, staff and students (student representatives are elected by their class). The Diversity Committee develops strategies and actionable items to foster a community of inclusion within the College.
  • Diversity Council established December 2017: comprised of members external to the college (university, veterinary profession, and community). The Diversity Council is advisory to the Dean and provides an external perspective and best practices.

 

Community of Inclusion Certificate Program

Developed by the Diversity Committee as a way for members of the college to demonstrate their commitment to fostering diversity and inclusion within the college, the veterinary profession, and the communities we serve. Members of the college may earn up to three levels; one level may be earned per academic year. Partner Level is focused on learning about and supporting a community of inclusion. Ambassador Level represents the community of inclusion and expands the dialogue. Champion Level actively promotes a community of inclusion and helps to facilitate the process.

2016/2017: Total awardees: 36; Partner level: 36

2017/2018: Total awardees: 54; Partner level: 33; Ambassador level: 21

2018/2019: Total awardees: 85: Partner level: 52; Ambassador level: 19; Champion level: 14

2019/2020: Total awardees: 49: Partner level: 26; Ambassador level: 16; Champion level: 7 (*numbers still in progress due to COVID-19 disruption)

Cabinet: 9/11 of current cabinet members have completed at least one level

 

Examples of events: PRIDE and BQIC, Buck-Identity Workshops, Active Bystander, Global Fluency, Open Space Dialogue, RUOK? Buckeye – REACH, Social Media, Story Telling Training, Safe Zone, Mental Health, Mindfulness, Wellbeing, Panel Discussions, Outreach Activities

 

Examples of Partnering Organizations: Multicultural Center, Kirwan Institute, Employee Assistance Program, TEDx, Office of Suicide Prevention, Office of Teaching and Learning, VOICE, Affinity Groups, Habitat for Humanity

 

Affinity Groups

The Diversity Committee established Community of Inclusion Affinity Groups as sites of community engagement and formation that support an inclusive community in the college. Each of these is open to any member of the college. Affinity groups support a network of mentors, allies, and peers as well as help to increase awareness of key issues and advocate for policy and procedural changes to address those issues. Initial and forming groups include: (1) First Generation; (2) James H. Bias Affinity Group (to support African American students in the college); (3) LatinX; (4) Parenting; and (5) WVLDI (Women’s Veterinary Leadership Development Initiative).

 

Curriculum & Related

  • The Clinical and Professional Skills Center combines audiovisual and lecture capture technology with high and low fidelity models and simulators allowing students to practice skills in a simulated environment before entering the workforce.
  • Stanton Summer Externship Program - externs shadow general practice veterinarians in busy, Ohio-based small animal general practices with a broad socioeconomic clientele.
  • Supplemental examination privileges and the opportunity for remediation recently approved by the college’s faculty. In addition, the clinical and professional skills assessments include opportunity for supplemental training and practice.
  • Objective Structured Clinical Examinations (OSCEs) for direct evaluation of student performance by trained professionals. OSCEs are a short series of clinical stations in which students are observed and rated on their ability to carry out a simulated clinical procedure.
  • Professional Development Classes (both in second year)
    • Implicit Bias
    • Cultural Humility

  • Frank Stanton Veterinary Spectrum of Care Clinic will be a new, stand-alone facility (planned opening spring 2021) that will be used to train students to provide spectrum of care veterinary services.

Outreach and Engagement

  • Since 2009, the Veterinary Outreach Medicine Program (VOMP) has collaborated with local community agencies to provide medical and preventative care to pets of the homeless, homebound, disabled, elderly, and financially vulnerable individuals in Franklin County.
  • A new Vaccine Clinic was developed by students as a way to both support the community as well as positively impacting the educational experiences of students in the first 3 years of the program by augmenting technical, behavioral, and communication training early in the curriculum

 

Health & Wellbeing

Be Well is the college’s new comprehensive and integrated health and wellbeing initiative for students, staff, and faculty. In alignment with our Be The Model™ strategic plan, and in partnership with Ohio State’s Buckeye Wellness team, the program incorporates evidence-based approaches, outcome assessments, and programming specific to academic and healthcare professionals. Initial core programming includes Health Athlete training, a full-day workshop on healthy lifestyles; MINDSTRONG, a cognitive behavioral theory-based program; wellness programming such as a book club, snack swaps, yoga, tai chi, and mindfulness classes; and development of a house system for students.

 

Regional / National

  • College was represented at the inaugural conference of the National Association of Black Veterinarians held in New Orleans, LA on the theme “The State of Blacks in Veterinary Medicine”. We will host the event at Ohio State in 2020.

  • The college is part of the Iverson Bell Midwest Regional Diversity collaborative planning committee and will be hosting the 2022 Regional Summit. Summits are designed for designed for faculty, staff, and students to develop their cultural competency and support a diverse and inclusive academic environment.

 

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