The Mayo Clinic Rochester Department of Emergency Medicine (EM) believes in building and growing a workforce that mirrors our patient population and includes individuals from varying backgrounds. This raises awareness of broader societal issues and help us to develop innovated solutions, improve patient outcomes, and protect against employee burnout by promoting a culture of inclusion. We believe that diversity is a part of our commitment to excellence in all three shields: patient care, research, and education.

We strongly encourage applications from those who are under-represented in our specialty and our society. Mayo Clinic does not discriminate or permit discrimination by any member of its community against any individual on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, parental status, marital status, age, disability, citizenship, or veteran status in matters of admissions, employment, housing, or services or in the educational programs or activities it operates.

Our department

Mayo Clinic has a structured compensation model that ensures pay equity for salaried physicians regardless of gender or other personal characteristics. Since its inception, the Mayo Clinic Rochester Department of EM has had one female chair and two male chairs, and has a trend toward gender parity in other forms of academic currency such as faculty leadership roles and protected time.

ED DEI mission statement

The Mayo Clinic Rochester Emergency Department Diversity, Equity, and Inclusion (ED DEI) Council was formed in response to our institution’s 2020 ceremonial commitment to “close the door” on racism. The ED DEI Council aims to eliminate healthcare disparities and advance a fair and just environment for ED patients and employees with respect to historically underprivileged categories of identity.

The ED DEI Council will:

• Support Mayo Clinic values of RICH TIES (Respect, Integrity, Compassion, Healing, Teamwork, Innovation, Excellence, Stewardship)
• Evaluate existing education, practice, patient outcomes, and research systems for unintended or unconscious bias
• Gather stakeholder input and benchmark best practices to initiate projects, create innovations, and make recommendations as a multidisciplinary deliberative body for sustained improvement in these areas

The ED DEI Council’s chair and co-chair receive protected time from the Department of EM to ensure its success. The Council continues to grow and currently has representation from nursing, resident, consultant (attending physician), nurse practitioner/physician assistant, pharmacy, social work and clinical support staff groups and also includes our ED quality improvement specialist. Recent projects include educational offerings on implicit bias, development of an improved pain management approach for sickle cell patients, and introduction of gender-affirming care concepts for transgender and gender diverse patients.