Educational Resources
Diversity
At Drexel University, we define diversity as the differences that make us uniquely who we are. We each have unique lived experiences and perspectives based on our individual values, attitudes, traits and abilities; group differences, including all the identities that matter to us and help define us (e.g., gender, sexual orientation, religion, age, race, ethnicity, nationality, veteran status, first-generation status); and organizational differences, including status, rank and positionality as students, faculty, staff, alumni and community partners.
Equity
Whereas diversity is about individual differences among people, equity concerns systems and practices. We define equity as the process by which we aim to achieve fairness through policies, procedures, and access to resources and opportunities.
Inclusion
As a result of inequities, some people may not have a voice in decisions that affect them, which underscores the importance of inclusion. Inclusion means that everyone’s perspective matters and that people who have been excluded from important discussions historically are now invited into critical conversations. At Drexel University, we recognize that inclusion must be active and intentional, and it requires ongoing self-reflection. A related concept is representation; that is, how well our diversity — at all levels of the organization — reflects the communities we serve. If diversity exists only at the least powerful levels of an organization, then its members are not represented in leadership, and leadership is not inclusive of their perspectives.
Belonging
Importantly, all three components — diversity, equity and inclusion — are necessary for cultivating belonging, or feeling connected to and accepted by others. Belonging is our the most fundamental human social need, foundational to our self-esteem and ability to reach our full potential.
Anti-Racism
Being anti-racist means actively working to identify and end racism. Drexel University’s commitments, based on the recommendations of the Anti-Racism Task Force (ARTF), focus primarily on dismantling systemic racism. Systemic racism occurs when opportunities, processes and outcomes that are part of the operation of an organization systematically disadvantage members of racially minoritized groups. It can occur with or without awareness or intention, regardless of whether individuals within the organization endorse racist beliefs and attitudes.
The ARTF’s report does not make accusations of racism against any one individual; rather, it offers 200+ recommendations and action items to ensure that, as an institution, Drexel is not perpetuating systemic racism and is, in fact, actively working to identity and end it. Importantly, although the ARTF was convened following the murder of George Floyd, anti-racism’s benefits are not limited to Black people exclusively, or even to people of color more broadly. Creating more equitable policies and practices is good for everyone.
antiracism in healthcare
If you would like to learn more about social science research on racism and evidence-based practices to foster equity and inclusion, please check out this free resource, which includes 38 videos and 30 exercises, developed by colleagues in Drexel University’s College of Medicine through a grant by the Josiah Macy Jr. Foundation. Although the modules focus on healthcare, they have broader applications for many professional settings.