• Diversity and Inclusion

    Dana-Farber's Diversity Mission

    employees in a meeting  

    To create an environment of excellence through innovations in diversity and management of our people that strengthens leadership in cancer education and prevention, care, and research.

    Diversity-related Rewards and Recognition

    Dana-Farber has been recognized as a leader in diversity. In 2013 we were identified as a Health Equity Index Top Performing Healthcare Facility based on policies and practices related to the lesbian, gay, bisexual, and transgender community.

    Recruiting and Developing Talent

    Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other groups as protected by law.

    Dana-Farber Cancer Institute does not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. Dana-Farber Cancer Institute takes affirmative action to employ, advance in employment and otherwise treat qualified individuals with disabilities without discrimination based on their physical or mental disability in all employment practices. If you believe you require such assistance to complete an application for employment or to participate in an interview, please let us know.

    Diversity is a source of strength for the Institute and the Equal Employment Opportunity and Affirmative Action (EEO/AA) Policy is a tool that is used to both achieve and sustain diversity.

    Through our Workforce Development team, we provide front-line staff with opportunities to develop professionally in preparation for new jobs or enhanced responsibilities in their current positions.

    We also have strong relationships with job-training programs in the greater Boston area, which are used to bring well-trained community members into Dana-Farber.

    Our School Partnership program connects students from three Boston high schools to Dana-Farber for jobs during the summer and throughout the school year, career exploration and enrichment activities, and other efforts to encourage diverse students to pursue studies and careers in science and math.

    Staff Retention

    A key goal of the Institute's long-term strategic plan is to create and foster an ideal work environment that motivates staff members to contribute their talents to achieving Dana-Farber's mission, develop professionally, assume leadership roles, and increase their effectiveness in their jobs.

    We offer many programs to develop and retain qualified staff and managers who excel in their work. These include personal and professional development learning opportunities, English as a Second Language classes, mentoring, leadership development programs, team development, and individual coaching.

    Diversity Education and Awareness

    We offer many programs to raise awareness of diversity in the workplace and build skills that enable individuals to interact effectively across differences, including:

    • Introduction to diversity concepts in New Employee Orientation
    • Myers-Briggs Type Indicator workshops and team building programs
    • Diversity modules integrated into leadership and management programs
    • Events sponsored by the Cultural Observances Committee

    Employee Resource Groups (ERGs)

    Supported by the Learning, Development, and Inclusion Department within Human Resources, ERGs help build a unified sense of community, offer their members professional and personal development opportunities, and provide access to Institute leaders.

    LGBT & Friends Employee Resource Group

    The mission of the LGBT & Friends ERG is to advance an ideal and inclusive work environment by supporting gay, lesbian, bisexual, and transgender employees, patients, and caregivers.

    This is done by:

    • Raising awareness and visibility about LGBT issues and accomplishments
    • Helping to provide professional development and mentorship opportunities to and for LGBT employees
    • Advocating for the interests of LGBT community members
    • Contributing to proactive hiring practices and external outreach efforts
    • Fostering camaraderie among LGBT people at Dana-Farber

    For more information, please contact us at DFCIask_GLBT@dfci.harvard.edu.

    Multicultural Professional Network

    The mission of the Multicultural Professional Network (MPN) Employee Resource Group is to contribute to an inclusive environment for employees of diverse cultural backgrounds by:

    • Providing professional development opportunities
    • Raising awareness of the contributions of Dana-Farber's diverse staff
    • Building community
    • Supporting diversity recruitment efforts

    For more information, please contact us at MulticulturalProfessionalNetwork@DFCI.harvard.edu.

    Young Professionals Group

    Dana-Farber's Young Professionals Employee Resource Group was established to support the development of, and tap into the unique talents and strengths of, employees who are considered young professionals. The group promotes interactions among the Institute's emerging leaders through social and professional networking events, community service, and professional development opportunities.

    For more information, please contact us at dfci_youngprofessionals@dfci.harvard.edu.

    Working Parents Group

    The mission of the Working Parents Employee Resource Group is to improve conditions for the working parent at Dana-Farber.

    Not yet a parent, but considering starting a family? Supporting a colleague who is a parent? Want to learn more about the group? Membership is open to all; parenthood is not required! We aim to:

    • Provide professional development as it relates to being a parent
    • Provide mentoring on maintaining a balance between personal and professional lives
    • Create an Intranet resource center for parents

    For more information, please contact us at dfci_workingparents@DFCI.harvard.edu.  

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