The Boston Children’s Hospital Neurology Residency Training Program is deeply committed to promoting diversity, equity, inclusion, and belonging in our residency program. We seek diverse applicants, and we aim to foster a reflective and supportive environment for trainees and all departmental faculty and staff. To learn about diversity, inclusion, and health equity in Boston Children’s Hospital training programs in general, please see the Department of Medical Education’s initiatives. In addition, within the Department of Neurology itself, we have several specific initiatives noted below.
If you are interested in learning more, please reach out to our program’s diversity officer, Dr. Caitlin Rollins, at email@example.com.
Current Department of Neurology Initiatives
Here are a few examples of ways our program is working to promote equity, diversity, inclusion, and belonging:
- The resident education curriculum includes a resident-led Social Justice Journal Club and the Grand Rounds series includes designated timeslots reserved for EDI-related content.
- The department has created an Equity, Diversity, and Inclusion (EDI) Council, which incorporates both residents and residency program leadership, along with other faculty and staff from the department.
- Residency program leadership currently serve on the GME Diversity Subcommittee to ensure that we are integrating best practices in both recruitment and training.
- Multiple department members serve on the hospitalwide EDI Council.
- All program leadership and recruitment committee members complete anti-bias training and are committed to promoting diversity in resident recruitment.
- All department members, including faculty, staff, and trainees, complete Bystander to Upstander training to respond to bias and microaggressions.
EDI in research
The Boston Children’s Hospital Department of Neurology works closely with the F.M. Kirby Neurobiology Center on research initiatives, many of which involve our own trainees. The Kirby Center is deeply invested in promoting equity, diversity, and inclusion at all levels of the research enterprise. Recent notable, concrete achievements may be viewed here.
EDI in the application process
We are deeply committed to a fair, equitable, and respectful recruitment process. All interviewers have completed implicit bias training, including recognition of the ways that bias can inadvertently manifest during the interview process. All interviewers and other faculty and participants in the recruitment process are made aware of questions and statements that are considered violations of the Match and/or that could otherwise be construed as unprofessional or discriminatory, including those related to protected identity characteristics (age, race, religion or beliefs, disability, sex, gender expression, marriage or civil partnership status, pregnancy and maternity status, race) or your personal Match process information and decisions. If you are concerned that any part of our process has not maintained these values, please don’t hesitate to reach out directly to Miya Bernson-Leung, MD, EdM, or Stephanie Hansbury, who can then raise the issue with Dr. Bernson-Leung anonymously.