Infrastructure and resourcing of diversity, equity, inclusion, and accessibility initiatives across US pharmacy schools.

OBJECTIVES

This study assesses the infrastructure and resources surrounding diversity, equity, inclusion, and accessibility (DEIA) efforts in pharmacy education. The objectives were to investigate leadership roles and qualifications, resource commitment, challenges faced, and proudest accomplishments related to DEIA initiatives in colleges and schools of pharmacy.

METHODS

A 27-question survey was distributed to CEO deans of US colleges and schools of pharmacy. Descriptive statistics were used for data analysis.

RESULTS

Of the 48 respondents (33 % response rate), 30 (63 %) indicated they utilized a standing DEIA committee and/or a DEIA leader with varying degrees of their position committed to these initiatives. Most leaders (40 %) indicated moderate to significant, but informal training related to their responsibilities. There was wide variation between both allocated salaries or stipends ($0 to >$140,000) and additional budgeted monies for DEIA activities ($0 - > $50,000). Over 90 % of respondents referenced a commitment to DEIA in various institutional documents, and provided multiple training opportunities to faculty, staff, and in some cases, preceptors. The vast majority (91 %) of programs reported having a relationship with their parent institution regarding DEIA, with varying levels of support.

CONCLUSIONS

This study provides insights into the landscape of DEIA in pharmacy education. Despite a modest response rate, respondents are representative of the academy highlighting the diversity of DEIA initiatives and leadership approaches across colleges and schools of pharmacy. Further research is needed to explore non-responders' perspectives, assess the impact of DEIA initiatives on educational outcomes and student experiences, and to see how the political landscape since distribution of this survey has changed DEIA initiatives.