/Institutions/University-of-Texas-Rio-Grande-Valley/json/som/policies-local.json

/Institutions/University-of-Texas-Rio-Grande-Valley/json/som/policies.json

EAA088 Equal Opportunity Policy

Policy Number: EAA088
Policy Title: Equal Opportunity Policy

A. Purpose

The University of Texas Rio Grande Valley (UTRGV) School of Medicine is committed to providing equal opportunities to all members of the medical school community and to maintaining a learning and workplace environment that is free from unlawful discrimination, harassment, and retaliation. In accordance with this commitment, the school seeks to recruit and retain medical students, faculty, residents, and staff from diverse backgrounds in accordance with University and UT System policies, and in compliance with applicable court order, state and federal laws.

B. Persons Affected

This policy will cover the faculty, residents, students, and senior administrative staff in the UTRGV SOM.

C. Implementation Date

This policy is effective December 31, 2023.

D. Definitions

• Senior Administrative: Individuals with the title of Director and above who do not hold a faculty title or position.
• Faculty: The group of individuals (both physician and non-physician) assigned to teach and supervise learners.
• Resident: An individual enrolled in an ACGME-accredited residency or fellowship program.
• Medical Student: Any person enrolled in any academic program and pursuing an MD degree (or MD-combined degree, such as MD-PhD) at a U.S. MD- or DO-granting medical school.

E. Policy

The UTRGV SOM’s commitment to recruit and retain medical students, faculty, residents and staff from diverse backgrounds stems from the school’s unique geographic location along the border of U.S. and Mexico, a region with rich bicultural traditions, but also one burdened by health disparities. The school’s vision is to transform the health of the Rio Grande Valley and embraces mission-appropriate diversity aligned with the school’s obligation to meet the health needs of underserved populations in the community and beyond.

The UTRGV SOM’s commitment to recruit and retain medical students, faculty, residents and staff from diverse backgrounds stems from the school’s unique geographic location along the border of U.S. and Mexico, a region with rich bicultural traditions, but also one burdened by health disparities. The school’s vision is to transform the health of the Rio Grande Valley and embraces mission-appropriate diversity aligned with the school’s obligation to meet the health needs of underserved populations in the community and beyond.

Definitions for the diversity categories that guide the recruitment and retention activities for our medical students are the following:

• Socio-economically disadvantaged, based on family income reported to TMDSAS less than 250% of the federal poverty level
• Rio Grande Valley students who attended high school in the four-county area or graduated from UTRGV, especially first-generation college students.

For our faculty and senior administrative staff, we apply the following preferences:

• Experience with underserved student populations, especially as identified in the diversity categories for medical students.