Commitment to Diversity

Overview

People from all backgrounds, a variety of geographies, and all different points of view make up Stanford Biodesign. Why? This is an intentional choice for three important reasons:

  1. We believe that the more diverse a team is, the greater the creativity synergy. In over 20 years teaching health technology innovation, we have seen diversity positively contribute to project and program team success time and time again.
  2. We acknowledge that the health technology industry has not historically been as representative as desirable. We are committed to doing our part to build a more diverse and inclusive community.
  3. Biodesign has gone global. Each week, we engage with people and groups from all over the world seeking to implement our approach. We want each of them to feel a sense of belonging as we learn and grow together. 

These drivers inform our diversity mission statement as follows:

Stanford Biodesign is committed to providing an inclusive and respectful work environment. Our training approach depends on bringing together individuals with different academic and professional experiences who share a passion for health technology innovation. We believe that diversity across multiple dimensions, including gender, age, race, ethnicity, sexual orientation, physical ability, and socioeconomic background, provides a breadth of perspectives that inspires creativity and helps us innovate for different patient populations. We rely on all of our fellows, students, staff, and faculty to contribute to the diversity and inclusiveness of our workplace and to honor these essential aspects of our culture.

Group of students

"Innovators from different backgrounds bring unique and important perspectives to understanding and addressing healthcare needs – and that is at the core of the biodesign innovation process."

-Paul Yock, Director Emeritus, Stanford Biodesign

Our Approach to Diversity, Equity, Inclusion, and Belonging (DEIB)

Stanford Biodesign seeks to be renowned not only for what we accomplish related to our purpose of improving health outcomes and equity, but also for who we are and how we conduct our work.

Individually and collectively, we are passionate, engaged, and committed to making life better for patients everywhere. We strive to be our authentic selves, act with integrity, and to treat one another with respect, care, and compassion. We have much in common but value our differences and how they enable us to learn and grow.

Organizationally, we know that individuals thrive when they experience a strong sense of safety and belonging. We are working hard to create a culture where everyone has a voice, feels appreciated, and can contribute to their full potential.

Our DEIB efforts are a work in progress, but they are an important complement to our values and a component of our goals. Some examples of our ongoing efforts include:

  • Making Biodesign opportunities known and accessible to individuals from all backgrounds and geographies. Being intentional about diversity in all recruiting and hiring decisions.
  • Providing onboarding and continued support for staff, faculty, and fellows in a manner that is responsive and empathetic. This includes making necessary accommodations so that everyone can fully and comfortably participate.
  • Investing in annual DEIB training for members of our team. Acknowledging that we do not all share the same depth of experience with DEIB and actively helping each other learn and improve.
  • Building intentional, mutually beneficial partnerships in the communities where we work to ensure that we give as well as receive.
  • Studying the state of diversity in the health technology field through research and publications, and taking action to drive improvements through the formation of DxD HealthTech.
  • Sparking interest in health innovation and the health technology industry among underrepresented groups through initiatives like the DxD Pathways in Health Technology program.
  • Promoting an environment where people feel safe expressing differing points of view. Remaining humble and open to learning. Acting swiftly and proactively in resolving unhealthy conflict.
  • Creating opportunities for honest feedback across all parts and levels of the organization. Honing our listening skills and taking care to ensure we hear what is really being shared.
  • Honoring individuals over titles. Focusing on strengths, gifts, and talents. Celebrating self-expression and authenticity.
  • Defining, communicating, and enforcing clear DEIB policies to uphold these principles with integrity. Accepting responsibility when needed, without excuses.

For more information about DEIB initiatives and activities across the larger Stanford University community, access the resources below:

“I like coming into work. I consider it a privilege to work with this team and it’s something I look forward to. We try to intentionally make space for personal connections.”

“Biodesign is very people centered. From day one, people wanted to get to know me as a person – my goals, my dreams, my plans. The key is that folks here value your input and value you beyond your output.”

“Biodesign’s workplace culture is highly collaborative because bringing together diverse teams is central to the Biodesign process. There’s always something being created that’s larger than the sum of its parts.”

“In our innovation fellowship, we initiated a really in-depth look at our admissions process and started putting a lot more intention and effort around the diversity of our incoming fellows. We’ve pushed diversity to the forefront and continue to build on that year after year – diversity on multiple dimensions.”

“I think that everybody here wants to see work on inclusion and belonging. When you believe in an institution’s desire to do well, you push it harder.”

If you have questions about diversity at Stanford Biodesign, please contact Carolyn Heller.
If you have questions about DxD HealthTech, please contact Ingrid Ellerbe. We also welcome your suggestions.