Diversity, Equity, and Inclusion

Our diversity mission statement:

The University of Vermont Department of Emergency Medicine is committed to high quality healthcare delivery for everyone in our community, while fostering an academic learning environment that is diverse, equitable, and inclusive of all members. The focus of the division’s Diversity, Equity, and Inclusion (DEI) initiatives will be to promote a community and culture that is built upon and cultivates equity, collaboration, and diversity in our teaching, research, scholarship, and community outreach in line with the missions of UVM, LCOM, and the UVMMC. The UVM Emergency Medicine Residency Program is focused on creating globally minded, culturally competent, socially aware, and comprehensively trained emergency medicine residents.

Ramsey Gender Equity

Governor Madeleine Kunin and Dean Richard L. Page, MD, on March 4, 2020, presented our Department Chair, Dr. Ramsey Herrington, with the Gender Equity Champion Award, for demonstrating outstanding commitment and service to the advancement of women and those with underrepresented gender identities.

Our residency program promotes diversity, equity, and inclusion, and advocates for communities of color through these initiatives:
  1. Creating an inter-professional Department DEI Committee
  2. Engaging in multi-disciplinary collaborative didactic sessions, including Interdisciplinary Grand Rounds (with Peds, EM, Surgery, Pathology, etc.) biannually
  3. Organizing a DEI Interdisciplinary didactics day annually with Larner College of Medicine (LCOM) Gender Equity Committee and additional Departments across LCOM/UVMMC
  4. Creating a Social Determinants of Health Curriculum for 4th year EM clerkship curriculum in collaboration with EM Clerkship Director (to begin Spring/Summer 2021)
  5. Incorporating mandatory implicit bias training for all members (application reviewers and interviewers) of EM residency selection committee
  6. Fostering/supporting DEI specific research initiatives within EM in collaboration with the EM Research team
  7. An annual summary report regarding diversity of applicant pool and interviews offered is submitted by the EM Residency Program Director to the Department Chair.
  8. Creating a DEI didactic curriculum for the EM program: up to four conference hours dedicated per year
  9. Promoting diversity and gender equity in invited speaker selection, including grand rounds presentations
  10. Gender Equity Report Card: annual data collation for the Department with submitted report to the Department Chair
  11. Joint UVM Interdisciplinary Medical Community Town Hall (aimed at understanding community needs and barriers to care)
  12. Initiating a By-stander/Upstander curriculum on diversity (simulation-based curriculum)
  13. Department DEI Director completing Our Common Ground Certificate Diversity Training (through the UVM Peace and Justice Center)
  14. Organizing the Gender Equity Collaborative Action Series (GECAS) in collaboration with the LCOM Gender Equity committee. Approximately three sessions per year, including one session to be held alongside Stowe EM conference annually.
  15. Creating Department-specific DEI policies
    • Diversifying recruitment (ex. Diversity Preceptorship/Scholarship)
    • Work-force retention and development (faculty, residents)
    • Equity in advancement/promotion/pay/clinical-NC FTE allocation


Katie Wells, MD, MPH, our Director of Diversity, Equity, and Inclusion (DEI), partners with the EM Department Chair, Dr. Herrington, to lead efforts enhancing diversity and supporting an inclusive environment. Dr. Wells collaborates with the Larner COM Office of Diversity, Equity, and Inclusion (ODEI) to promote diversity in the recruitment, development, and advancement of EM faculty members. She also partners with the Residency Program Director, Dr. Bounds, to enhance our ongoing efforts and recruitment of resident trainees and students. Dr. Wells serves as the Chair for the Department of EM Committee on DEI (including residents, attendings, pharmacists, nurses, techs, research staff, social workers, and community partners) to inform DEI best practices within the Emergency Department.

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