Diversity and Inclusion at McLean
McLean Hospital is committed to making diversity and inclusion a priority in everything that we do and for everyone who is a part of our community. We believe that promoting diversity and inclusion is a critical element in making our hospital an ideal environment for our staff and for those who receive care here.
There are many dimensions of diversity. At McLean, diversity includes race, nationality, ethnicity, religion, gender, sexual orientation and identity, age, able-ism, socioeconomic status, and educational background as well as diversity of perspective and experience.
“We strive to ensure that McLean Hospital is a diverse and inclusive environment, where everyone feels, safe, respected, and free to be themselves without judgment or prejudice,” said Scott L. Rauch, MD, McLean Hospital’s president and psychiatrist in chief.
To uphold this mission, the hospital invests significant resources toward implementing best practices for fostering an environment that embraces diversity and promotes teamwork. This includes planning, assessing needs, soliciting feedback from staff, developing strategies, setting goals, and developing, implementing, and evaluating diversity-related initiatives.
Initiatives and Events
Seminars, programs, and workshops on diversity and inclusion are offered throughout the year. From lectures to special events like dance or music performances, events can be found on the McLean events listing.
McLean has also implemented several diversity-related projects.
McLean’s employee resource group called Pride at McLean was developed to help create an environment at the hospital that is supportive of LGBTQ employees, patients, families, friends, and allies. The group’s initiatives include providing forums for learning and support, serving as an advisory resource to ensure that the hospital is an LGBTQ-inclusive workplace, organizing events, providing educational programming focused on LGBTQ-specific needs and concerns, and creating relationships with similar organizations within and outside of Mass General Brigham.
In concert with diversity and inclusion practices at Harvard Medical School, McLean has made the adoption of diversity and inclusion in McLean faculty searches a priority. To ensure that McLean faculty search committees are educated about this important topic, educational materials on implicit (unconscious) bias are shared with search committee members. At the beginning of meetings, the head of the search committee also leads a conversation about the relationship of implicit bias to the recruitment and retention of diverse faculty at academic medical centers.
Diversity and inclusion training has been integrated into the psychiatry residency training program curriculum. Morgan Medlock, MD, MDiv, a former resident in the Massachusetts General Hospital/McLean Hospital Adult Psychiatry Residency Training Program, and several colleagues developed a racism curriculum that has since been adopted and implemented into the residency program’s formal didactic curriculum. This curriculum is now being examined to consider how to adapt and implement it throughout McLean. More broadly, Dr. Medlock and colleagues posited that addressing racism within a formal didactic curriculum is an actionable challenge for the field of psychiatry and published a journal article and led a workshop at the American Psychiatric Association on this topic.
Learn more about diversity, inclusion, implicit bias, and other related topics.
Based at Harvard, Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition—thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the internet. Take the Implicit Association Tests (IAT) to learn more about your conscious and unconscious preferences.
Blindspot: Hidden Biases of Good People
In their book, Mahzarin Banaji and Anthony Greenwald explore hidden biases that we all carry from a lifetime of experiences with social groups—age, gender, race, ethnicity, religion, social class, sexuality, disability status, or nationality.
Association of American Medical College
The association’s commitment to diversity includes embracing a broader definition of diversity and supporting its members’ efforts.
Kirwan Institute for the Study of Race and Ethnicity
Located at The Ohio State University, the Kirwan Institute has a number of useful diversity and inclusion resources including on the topic of implicit bias.