The Anti-Racism Oversight Committee (AROC) will continuously update this page with information and plans regarding Anti-racism at Michigan Medicine. For additional information, subcommittee action plan progress, or to find out how you can get involved please visit: AROC News and Updates
In response to the Racial Discrimination and Social Unrest Survey, and concerns presented by the Black Medical Student Association and White Coats for Black Lives, Michigan Medicine has instituted an Anti-Racism Oversight Committee.
The committee is chaired by Phyllis M. Blackman, director of the Office of Health Equity and Inclusion, and Dr. David C. Miller, chief clinical officer of the University Hospital and CVC and professor of the Department of Urology.
The committee is comprised of leadership, faculty, staff and medical students with the charge to implement sustainable measure that address the five priorities of the committee
AROC Operational Structure
Michigan Medicine Anti-Racism Executive Sponsors
Dr. Marschall S. Runge (EVPMA, CEO), Dr. Brian J. Zink (Interim EVDAA, CAO), Tony Denton (Sr. Vice President, COO)
- Set vision and overall strategic direction to eliminate any racism and inequities
• Build institutional support and lead the organization through implementation
• Assist in securing resources and removing barriers
Michigan Medicine Anti-Racism Leadership Sponsors
Dr. David J. Brown (Associate Vice President), Dr. Steve L. Kunkel (EVDR, CSO), Sonya Jacobs (COLO), Dee Hunt (CHRO)
• Oversight of strategic plan: see whole picture/connect dots; manage risks and support needs
• Approval/decision making and endorsement around objectives
• Champion strategic direction throughout organization; assist in securing resources and removing barriers
Michigan Medicine Anti-Racism Oversight Committee
Phyllis Blackman (Co-chair), Dr. David C. Miller (Co-chair), Ali Von Au Douglas (Project Manager)
Basic Science and Clinical Department Leadership • Bioethics• Communications • Community • C. S. Mott & Von Voigtlander • Executive Leadership • Faculty, Staff, Students and Trainees • Finance • House Officers • HR/Org Learning • IT/Shared Services • Medical Education • Medical School • Metrics/Measurements • Nursing • OHEI
• OPE • Operations • Quality • Rogel Cancer Center • Security • UH/CVC • UMMG • Wellness
Michigan Medicine Anti-Racism Oversight Committee Subcommittee Priorities
Speak up/show solidarity • Opportunities for conversations and a safe space to discuss issues • Education and training • Diversify the work force• Work with the communities we serve • Advocacy and professional development
Advisory Support/Resource Groups
Disability • LGBTQ+ • Spirituality• Middle Eastern • Veterans • Working Families • Black Voices
In June 2020, we launched The Racial Discrimination and Social Unrest Survey, which garnered over 1,000 responses from the Michigan Medicine community. Both the Social Unrest Survey themes and student concerns led to the formation of the below six subcommittees. Each Subcommittee is responsible for developing implementation strategies or multidisciplinary problem solving/decision making, driving action forward, and for deciding the cadence of regular subcommittee meetings as necessary.
- Speak up/ Show solidarity
Foster an inclusive culture of anti-racism by providing Michigan Medicine with an escalation framework, education and tools so we feel safe when speaking up and showing solidarity against unlawful bias and discrimination
- Opportunities for Conversations
Create sustainable opportunities for formal and informal conversations throughout Michigan Medicine addressing racism in a psychologically safe environment.
- Education and Clinical Practice
Learners and educators in UME/GME/CME and graduate studies across Michigan Medicine and the Medical School should be competent and have access to curricula and best practices developed with expertise in intersectional framework and health justice
- Diversify the Workforce
The purpose of this subcommittee is to identify critical factors in Michigan Medicine’s demographic composition by increasing our underrepresented minorities workforce and recommend targeted short and long-term actions for implementation.
- Community Work
- Advocacy and Professional Development
Integrate anti-racism values into our everyday work as a sustainable element of our medical community and culture and direct the inclusion of dedicated time and resources to faculty, staff, and learners for leadership/professional development and advocacy.