Diversity, Equity, and Inclusion

Our Commitment

The Division of Neonatal and Developmental Medicine at Stanford unequivocally stands for Diversity, Equity, and Inclusion and acknowledges structural/societal barriers that have historically disadvantaged those who are underrepresented in academia and medicine. Our aim is to recruit culturally competent and conscientious providers who perpetuate our guiding principles of inclusion and disparities reduction.

Underrepresented in Medicine Q&A

Clinical Professor Sonia Bonifacio, MD, speaks about her experiences as being underrepresented in academic medicine.

Dr. Melissa Scala, Fellowship Program Director

As a Fellowship Program Director, I have overseen the launch of initiatives to remove unconscious bias and improve diversity in recruitment. As a researcher, my primary research focus is in family-centered developmental care. I lead a large multidisciplinary group focused on reducing disparities in how parents of different demographics are able to interact with their infants in the NICU. Our ongoing research involves evaluating and removing barriers to communication and support of families with limited English proficiency. Additionally, I am a member of the California Health Equity task force with the California Perinatal Quality Care Collaborative (CPQCC).

Dr. Gary Shaw, Associate Fellowship Program Director

I have been privileged to mentor and guide the research trajectory of numerous trainees at many academic levels from diverse backgrounds. I am committed to ensuring that this training program includes a wide range of individual experiences, finds opportunities for each individual to succeed, and highly values a learning environment that celebrates a range of life experiences.

Dr. Valerie Chock, Associate Fellowship Program Director

I am privileged to be a part of the growth of DEI initiatives at Stanford. I have mentored students from diverse backgrounds with both clinical and research experiences in neonatal medicine, and have been thrilled with their successful paths into medicine. I am committed to facilitating opportunities for URM trainees to build and sustain a pipeline of future scientific investigators

Fellowship Anti-Bias / DEI Recruitment Plan

In order to make the fellowship application process more just and inclusive, and to encourage a diverse applicant pool, we will:

Screen information irrelevant to evaluation
- Look beyond the standardized examination to assess clinical competency (optional video case or research synopsis, situational judgement tests/case studies)
- Decrease weight of letters of recommendation and class rankings in MSPE, as there is considerable evidence for biases in letters of recommendation and performance evaluations in medical school and residency
Include option to provide diversity statement in ERAS application
Strongly consider candidates’ ability to contribute to inclusive community through allyship, advocacy, lived experience, and empathy
Consider candidates' experience with COVID-19 to assess the resilience and character of individuals who have had to overcome barriers and have demonstrated a deeper sense of community through adversity
Require unconscious bias training for all reviewers/interviewers
Thoughtfully diversify perspectives in review committee

When we interview fellowship candidates, we will:

Use standardized questions/categories to evaluate candidates on abstract qualities such as leadership, communication skills, adaptability, and others. Studies show narrowing the scope of evaluation results in less subjective and more specific feedback.
Ensure the evaluation form includes established criteria and abstract qualities of ideal Division representative

Provide opportunities for all candidates to meet culture/alliance groups during the interview day
Use standardized virtual background to neutralize impressions regarding appearance and interview setting that may be more difficult for applicants to control

Long-term goals as a program

Active recruitment: We will work with various cultural medical associations to establish direct contact with diverse populations through programming, newsletters, advertising, and other communication methods. The cultural medical associations we plan to collaborate with include Association of American Indian Physicians (AAIP), Association of American Medical Colleges (AAMC), Association of Native American Medical Students (ANAMS), National Medical Association (NMA), Latino Medical Student Association (LMSA), National Hispanic Medical Association (NHMA), among others. All candidates are invited and welcome to be part of these medical associations.
We will engage specialty mentoring groups, such as NextGen Pediatrics, to assist in increasing program visibility. This may include research or case presentation symposia for students to display their interests, abilities, and experience that supplement their written applications.