MCH Training Program 2006-2007 Strategic Planning Workgroups

Diversity Workgroup Teleconference - September 21, 2006

Summary Notes

Participants: Ingrid Allard, Jessica Daniel, Betsy Haughton, Rhonda
Johnson, Wendy Johnson-Taylor, Michele Kelley,and Janet Willis. Diana
Rule and Sheryl Mathis.

Questions/Clarifications on August Conference Call Summary Notes: None.

Key Discussion Points

-   The group discussed the "underrepresented" definition matrix shared
    from the Reporting and Monitoring Workgroup (emailed with August
    conference call notes) and came to agreement that the definition of
    diversity for recruitment purposes should be as broad as possible.
    Training Programs should consider diversity to include persons from
    "underrepresented" groups defined by race, ethnicity, gender,
    geographic location, economic status, country of origin or
    disabilities. It was noted that program-specific prioritization will
    be needed regarding which groups to target for recruitment and that
    there can be considerable overlap among groups and recruitment
    efforts.

-   Participants raised the issue of whether targeting persons from
    underserved populations and geographic areas is making the
    assumption that the person will work with that underserved
    population or area after completing training. The consensus of the
    group seemed to be the programs cannot make this assumption.
    Regardless of whether the person chooses to work after training, it
    remains important recruit and train persons from underserved groups.

-   How then do training programs recruit from this broad range of
    underserved populations identified in our shared definition of
    "diverse"/"underserved"? The group agreed that in order to
    facilitate discussion and begin to identify components of a vigorous
    plan for recruitment and retention of diverse trainees and faculty,
    it would be useful to review examples of recruitment and retention
    plans and successful activities from MCH Training Programs and other
    organizations. Ingrid Allard and Betsy Haughton have done some
    background research to identify recruitment strategies and plans
    used by other institutions and organizations. Other workgroup
    members were asked to try and identify additional examples to share
    with the group.

Next Steps

-   Ingrid Allard gathered examples of recruitment strategies being
    utilized by organizations in the New York area. Betsy Haughton and a
    trainee from her program identified several organizations with
    recruitment plans that may be of interest. They will forward these
    materials to Sheryl Mathis to be compiled and shared with the group

-   All workgroup participants are asked to forward additional examples
    of recruitment and retention plans and activities from MCH Training
    Programs and/or other organizations to Sheryl Mathis. She will
    compile them, identify common themes/elements of the examples, and
    share this with the group prior to the October conference call.

-   A listserv will soon be established to facilitate communication
    between workgroup members between conference calls.

-   The **next workgroup meetings:** Workgroup members attempted to
    identify a day and time that works best for calls each month. The
    group agreed on the 3^rd^ Wednesday of the month at 12:00 pm Eastern
    time. The next two calls will be on [October 18th at and November
    15^th^]{.underline}. The priority task for the October call will be
    to identify core elements of a vigorous recruitment plan for
    underrepresented faculty and trainees, using example recruitment
    plans and activities shared as a springboard for our discussion.