Implicit Bias, Diversity & Inclusion Policies

Methodist University Statement

The Diversity, Equity and Inclusion Office at Methodist University is dedicated to the ethical principles of truth, virtue, justice, and love; thus, the University strives to cultivate a climate of respect, dialogue, and collaboration around these aspects of identity. Our office strives to position Methodist University to fulfill its mission to promote diversity, equity, and inclusion by developing and sustaining meaningful and collaborative relationships that result in a more diverse and inclusive community and centering the voices of our community to drive university-wide culturally sustaining initiatives and equitable opportunities.

Physician Assistant Program Statement

Methodist’s Physician Assistant Program (MUPAP) acknowledges that we all have implicit biases. Motivated individuals can learn to identify these biases and approach them with intentionality to overcome them over time. MUPAP expects students to engage in self-reflection and bring conscious awareness to biases as they relate to diversity and inclusion. This includes their interactions with classmates, patients, and colleagues in clinical rotations and thereafter. MUPAP does not discriminate on the basis of race, ethnicity, religion, creed, gender, gender identity, sexual orientation, marital status, or age. MUPAP has a no-tolerance policy for discrimination and students, staff, and faculty are expected to uphold and emulate this in clinics and practice as an extension of MUPAP.

Standard Operating Procedures

Admissions (Student Recruitment)

Consistent with the University admission policy, admission to the Methodist University PA Program is without regard or discrimination based on age, race, gender, national or ethnic origin, religion, sexual orientation or disability, marital status, status with regard to public assistance, or any other identification group. However, becoming a physician assistant requires the completion of an education program which is intellectually as well as physically challenging, that the candidate should be able to perform in a relatively independent manner, and reasonable accommodation does not mean that students with disabilities are exempt from certain tasks inherent to the practice of medicine (see the program’s Technical Standards). Methodist University’s PA Program is committed to equity in recruiting, enrolling, and educating a diverse student body.

The MU PA Program has designed a holistic admissions process by recognizing the presence of unconscious bias and aiming to consider all experiences, perspectives, and unique identities of applicants beyond quantitative academic data such as grades and test scores. Through this admission process we strive to assemble a diverse class of students with the background, qualities, knowledge, and skills needed for success in the profession.

Student Retention (Student Belonging & Inclusion)

At Methodist University and within the PA Program, we embrace not just diversity, inclusion, and equity but a true sense of belonging. Our mission is to support the experiences of the entire MU community with a focal point on historically underrepresented backgrounds, promote the retention of ethnic minority students provide opportunities for university wide inclusion, education, interaction, and dialogue to support the growth and development of all students. We are committed to building a culture of true belonging and a campus that feels like home for everyone.

Signature Programs (also see our Cultural Calendar)

  • University-wide Multicultural Affairs
  • Ally Programs
  • National Coming Out Day
  • World Aids Day
  • Heritage Month Celebrations
  • MLK Celebration
  • Lunch and Learn Series
  • Did You Know Popup programs
  • Black Student Union for Graduate Students

Other Services, Events & Programs

  • Academic/Personal One-ones
  • Diversity Workshops/Training
  • Advising culturally focused student organizations
  • Campus (Program) Climate Surveys
  • Bias Incident Reporting
  • DEI Advisory Committee for the College of Health Sciences

Faculty & Staff Recruitment, Hiring & Retention

Methodist University and the PA Program are committed to equity in recruiting and retaining diverse faculty and staff. During the hiring process, we consider and honor all experiences, perspectives, and unique identities. The institution supports the program with funding to post job descriptions to local, state, and national platforms, including PA job boards that are specific to underrepresented populations in healthcare. We aim for a diverse and inclusive working environment that fosters respectful, meaningful, and collaborative relationships. In addition to application materials, faculty applicants must provide a concise equity and diversity statement about teaching or other experiences, successes, and challenges in working with a diverse student population.

MU further adheres to the Title IX Non-discrimination policy: Methodist University does not discriminate on the basis of sex and is prohibited from doing so by Title IX. MU is an Equal Opportunity Employer: Methodist University does not discriminate on the basis of age, race, gender, national or ethnic origin, religion, sexual orientation or disabilities in its programs and activities.

Additionally, the PA program aligns our process with University DEI goals by:

Creating a more inclusive and equitable campus community (Build human, infrastructure, and resource capacity)

  1. Recruitment and retention of diverse faculty and staff
  2. Encouragement of Implicit bias, Cultural Competencies, and Microaggressions trainings. These training are offered throughout the academic year via online modules and in-person workshops.
  3. Systems are developed and maintained to address equity and inclusiveness for faculty and staff.

Promoting and supporting inclusive teaching, scholarship, and professional development (Engage in innovative discovery, invention, and application of knowledge)

  1. Faculty center offerings
  2. Partnering with Human Resources on professional development and revising the Employee Handbook to include verbiage that is inclusive of all faculty and staff.
  3. Tenure and reconstructing considerations
  4. Reviewing data on student performance by major/college and supporting colleges/departments