DEI (diversity, equity, and inclusion) committees — like the one at the Skaggs School of Pharmacy and Pharmaceutical Sciences at the University of California, San Diego — are emerging as essential components for colleges of pharmacy that ensure graduates are prepared to deliver equitable and representative care.
In the “Review of Best Practices for Diversity, Equity, and Inclusion Committees Within Colleges of Pharmacy,” published in the American Journal of Pharmaceutical Education, best practices for these committees emphasize their critical role in promoting organizational change and fostering inclusivity.
The Role of DEI Committees in Pharmacy Education
DEI committees are pivotal in advancing diversity goals, addressing disparities, and fostering an inclusive environment. According to the review, such committees must be embedded into the organizational structure of colleges and supported at all levels, from faculty to administration. This comprehensive level of integration ensures their initiatives are effective and sustainable.
“DEI committees are instrumental in promoting cultural change,” the review notes. By focusing on strategic goals such as diversifying student and faculty populations, improving retention, and addressing implicit bias, they ensure that pharmacy graduates are well equipped to serve the health care needs of any community.
The review also highlights ongoing disparities within pharmacy education. While 13.4% of the U.S. population identifies as Black, only 8.5% of pharmacy graduates in 2019 were Black. Similarly, Hispanic and Latino graduates comprised just 5.7% of graduates, compared to 18.5% of the population. This underrepresentation also extends to faculty, underscoring the need for intentional recruitment and retention strategies.
One of the most significant challenges these committees face is ensuring that their work leads to meaningful and lasting change. Simply forming a committee or adding diversity statements to strategic plans has proven insufficient. Instead, the review emphasizes the importance of embedding DEI principles into the institution’s daily operations, including curriculum development, faculty hiring practices, and student recruitment. This holistic approach ensures that the efforts are not siloed but rather integrated throughout the college’s mission.
DEI committees that prioritize collaboration with external stakeholders, such as community leaders and alumni, are better able to expand their reach and impact. Building partnerships with local organizations can enhance recruitment efforts, while engaging alumni from underrepresented backgrounds provides mentorship opportunities and fosters a sense of continuity. These relationships also reinforce the connection between the college and the range of communities it serves.
Best Practices for Impact
The composition of DEI committees is key to their success. Effective committees include representatives from across the institution, including faculty, administrators, community leaders, and alumni. Broad representation ensures the exploration of many perspectives and prevents overburdening underrepresented members with the responsibility of driving change.
These committees are tasked with promoting initiatives such as:
- Integrating diversity into curricula to address health disparities and ensure culturally sensitive care.
- Recruiting students and faculty from underrepresented groups through outreach programs and partnerships with minority-focused organizations.
- Establishing mentorship and professional development opportunities to retain underrepresented faculty and students.
Additionally, fostering collaboration with other in-school committees and aligning efforts with institutional strategic plans strengthens those initiatives. Transparent communication and regular progress assessments ensure accountability and continuous improvement.
The review emphasizes the importance of DEI committees moving beyond symbolic efforts to drive measurable change. By cultivating an inclusive culture and engaging the broader learning community, these committees can address systemic inequities and prepare students to meet the needs of patients from all backgrounds.
“DEI is not just an initiative; it’s a fundamental component of effective pharmacy education,” the review concludes. With the right resources, representation, and institutional commitment, DEI committees have the power to transform the future of pharmacy practice.
