Diversity and Inclusion
Dana-Farber's Diversity Mission
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 recent years. This recognition has included:
- 2010 Health Equity Index Top Performing Healthcare Facility based on policies and practices related to the lesbian, gay, bisexual, and transgender community
- 2009 Greater Boston Business Council Large Employer of the Year for services and contributions to the GLBT community of greater Boston
- 2008 Color Magazine All-Inclusive Award for Leadership in diversity and inclusion
Dana-Farber has been committed to diversity for many years, recently demonstrated by the naming of a vice president for diversity in 2006. Under the auspices of Diversity and Talent Management within Human Resources, staff and patient representatives are currently working to fulfill Dana-Farber's diversity mission. Our Annual Report details our recent accomplishments and activities.
Recruiting and Developing Talent
Dana-Farber Cancer Institute recognizes not only a legal obligation, but also an ethical responsibility to provide fair and equitable consideration of staff members and applicants for employment without regard to race, color, religion, ancestry, age, national origin, place of birth, gender, gender identity or expression, sexual orientation, disability, genetic information, status as a member of the Armed Forces or veteran of the Armed Forces, or any other category protected by federal, state, or local law. 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.
Each year, we also sponsor at least two employees as participants in each of the following external leadership development programs:
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
- Cultural Competency skills training for clinicians and administrative staff
- Diversity book discussion groups and film screenings
- Awareness/education events sponsored by Employee Resource Groups and Americans with Disabilities Act Compliance Committee
- Myers-Briggs Type Indicator workshops and team building programs
- Emotional Intelligence and Diversity skills training
- Diversity modules integrated into leadership and management programs
- Events sponsored by the Cultural Observances Committee
Employee Resource Groups (ERGs)
Supported by the Diversity and Talent Management 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.
GLBT & Friends Employee Resource Group
The mission of the GLBT & Friends ERG is to advance an ideal and inclusive work environment by supporting gay, lesbian, bisexual, and transgendered employees, patients, and caregivers.
We achieve this mission in the following ways:
- Raising awareness and visibility about GLBT issues and accomplishments
- Helping to provide professional development and mentorship opportunities to and for GLBT employees
- Advocating for the interests of GLBT community members
- Contributing to proactive hiring practices and external outreach efforts
- Fostering camaraderie among GLBT people at Dana-Farber
Accomplishments:
- Successfully advocated for domestic partnership benefits
- Hosted a symposium for all staff on implications of same-sex marriage status for GLBT employees
- Advocated for the successful addition of GLBT-inclusive language in Dana-Farber's Patient Bill of Rights
- Produce annual staff talent show "Broadway on Binney"
- Hosted a Schwartz Rounds session focused on issues related to providing health care to GLBT patients and families
- Raised awareness through "Coming Out Day" campaign that included the publishing of personal coming out stories on the intranet
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
Recent events and activities:
- Networking event with keynote speaker J. Keith Motley, Ph.D., Chancellor of the University of Massachusetts Boston
- Breakfast with Chief Operating Officer, Janet Porter, Ph.D.
- Collaboration with the Cultural Observances Committee for Women's History Month. The keynote speaker was Josefina Bonilla, Founder, Editor-in Chief, Managing Director, Color Magazine, Inc.
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 in their early 30s or younger. The group promotes interactions among the Institute's emerging leaders through social and professional networking events, community building activities, and career education opportunities.
For more information, please contact us at dfci_youngprofessionals@dfci.harvard.edu.