Eileen Carpenter begins her day bright and early, taking care of her two sons before heading to the academic medical center to work with patients and learn from some of the best specialists in internal medicine.
Even though she arrives by 6 a.m., she often doesn’t return home until 8 p.m. or later. It’s all part of the routine for a resident at Michigan Medicine.
“I love everything about this career,” said Eileen, an M.D. and Ph.D. who is in the second year of her internal medicine residency at U-M. “Days may be long, but I get to work with fantastic teammates and I get the chance to take care of people when they need it the most.”
Today is National Doctors’ Day, a time to honor the dedication of the organization’s doctors, fellows and residents like Eileen.
Best of both worlds
Residents — doctors who have graduated from medical school and train in a particular specialty under the supervision of attending physicians — utilize hard work, dedication and sacrifice to learn their craft and provide the highest quality of care to patients and families.
For Eileen, that means staying committed to a program she estimates will take seven years. Once she finishes up her residency, she will begin a fellowship at U-M in gastroenterology, where she will focus on research and other issues pertaining to pancreatic cancer.
“By the ripe age of 36 or 37, I should finally be a grown-up,” Eileen said with a smile.
Eileen’s love of science and medicine goes back to her teenage years when her mother passed away from pancreatic cancer.
“I just couldn’t believe that there was so little that could be done for patients like my mom,” Eileen said. “At that point, I vowed to go into science and research pancreatic cancer for the rest of my life.
“Being a physician scientist, I get the best of both worlds,” Eileen continued. “I can take a deeper look into the root causes of pancreatic cancer while still meeting with patients in the clinic.”
Never stop learning
For now, Eileen spends her time in residency learning from experts and gaining valuable experience. Every morning during a clinical rotation, Eileen pre-rounds to check on the health status of her patients. Then she meets with the attending physician before taking part in two educational opportunities — senior report and the noon conference.
“Those are both chances to learn about specialties or take a deeper look at teaching cases,” Eileen said. “We may be doctors, but we never stop learning.”
In the afternoon, Eileen and other residents continue to see patients, including anyone newly admitted to the unit. They don’t go home until every patient has been attended to.
“That could be 4 p.m., it could be well after 8 p.m.,” Eileen said. “In the end, we are all working together to learn as much as we can and get patients healthy and home as soon as possible. It doesn’t matter how long that takes, and working alongside great colleagues every day makes it easy to come in with a positive attitude.”
Striking a balance
With only four days off each month, Eileen does her best to balance her work with family time. She and her husband have two boys, a 5-year-old and a 10-month-old.
“My husband is incredible,” Eileen said. “He has a full-time job too, but he never complains about having to be a single parent at times. He knows that this line of work is what I’m supposed to be doing.”
Every night, Eileen makes sure to spend time with her children. And on her days off, the family eats breakfast together before heading to a museum, hiking trail or — best of all, according to Eileen — Costco.
“The days off are great,” Eileen said. “Because we always get to spend time as a family. I wouldn’t trade that for anything.”
Is there a doctor, fellow or resident at Michigan Medicine you’d like to recognize? Let us know!
At Michigan Medicine, recognizing the contributions and efforts of colleagues is essential to creating an engaging environment, which results in increased productivity and innovation.
As part of National Recognition Month, Headlines asked you to recognize your peers by saying “thank you” to those who make a difference every day for patients and families.
Here’s a closer look at some colleagues who were recently honored by their coworkers:
7W adult bone marrow transplant team
Not a day goes by that I don’t see each and every employee of the 7W adult bone marrow transplant unit striving to provide the best care possible to patients. I see registered nurses reaching out and assisting each other and patient care technicians going above and beyond to ensure that every patient need is met.
It gives me immense joy to work with every member of the team. I want to say thank you to infinity and beyond for their dedicated care.
Heather Revels, neurosurgery
Heather deserves a big “thank you” for always answering our questions, helping others when they get behind, being our MiChart super user, demonstrating that she is a great teacher for our new employees and being dependable and fun to work with.
She is an awesome team player and such an important part of the neurosurgery team. Thanks, Heather!
Office of Patient Experience
I would like to recognize the entire Office of Patient Experience. We’re a relatively new office with different departments coming together for the singular purpose of improving the patient experience.
I want to thank everyone for their enthusiasm and willingness to launch our office and take on new projects! I’d also like to thank every employee for doing their part to ensure Michigan Medicine takes the patient experience to the next level. Go team!
Department of Otolaryngology — Head and Neck Surgery
I’d like to recognize the Department of Otolaryngology — Head and Neck Surgery for the department’s dedication to employee engagement. The department’s Employee Engagement and Recognition Committee — or EERC — meets every month to brainstorm how to recognize employees for their hard work. They give out annual staff awards, birthday and work anniversary e-cards and carry out “recognition weeks” for employees in various roles.
Maintaining a robust recognition program is time-consuming and everyone who is active in the EERC often has to complete these activities outside of work hours. These individuals genuinely care about their colleagues feeling appreciated and recognized, which contributes to the culture of camaraderie and appreciation throughout the department!
Research management team, Cancer Surveillance and Outcomes Research Team (CanSORT)
Our fantastic team — which includes Stefanie Goodell, Alex Jeanpierre, Kamaria Lee, Rebecca Morrison, and Dawn Russell — has already completed two major achievements in 2017.
First, the team members submitted a project grant renewal to the National Cancer Institute for $14.7M. Their strong teamwork also resulted in our research group having 12 science journal articles accepted for publication since Jan. 1.
These accomplishments would not have been possible without an incredible amount of hard work and dedication. Thank you!
Amy Schneider, registered dietitian, ambulatory care, Northville Health Center
I want to thank Amy for the fantastic work she does on a daily basis for our patients. We consistently hear feedback on how Amy has helped an individual reach his or her nutrition goal and how she does it in a friendly, positive manner.
For example, one patient recently wrote: “Amy talked with me about what I wanted. At our follow-ups she helped me break down my barriers [to good health] slowly, using scientific jargon in a way I could digest so that the information would become a part of my day-to-day living. Amy made it clear that she was not only here to help me lose weight but to live a healthier, longer life. Thank you, Amy!”
Amy makes a difference in the lives of many people we serve and deserves recognition for all that she does!
Department of General Medicine
In general medicine, we’ve turned the whiteboard in our kitchen area into a “Kudos Board” in honor of National Recognition Month! Our team members are doing a fantastic job pointing out the person in the unit they recently called for assistance, the coworker who smiled at them today, the colleague who is always “a team player” or anyone they believe deserves a “thank you” or “good job.”
As the division administrator, I’d like to take a moment myself to send out “kudos” to our entire team, as they give their all for our patients!
While Recognition Month is coming to an end, be sure to continue thanking your coworkers each and every day for their hard work and dedication!
At Michigan Medicine, leaders take on a variety of different roles each day — and they do so in their own diverse leadership styles.
In celebration of Women’s History Month, Headlines caught up with some of the most impactful female leaders across the organization — from research to education to patient care — to learn their perspective on what makes a powerful leader, who serves as their inspiration and what advice they have for the next generation of women leaders.
Beth Lawlor, M.D., Ph.D.
Director of Ph.D. graduate program in cancer biology; associate director for education and training, U-M Comprehensive Cancer Center
Headlines: What do you feel are the most important traits in a strong leader?
Lawlor: I think that the ability to truly listen to people is essential for strong and effective leadership. It is also critical that leaders not be afraid to act when it is clear that the status quo is not working.
Too often we come to the table with our own preconceived ideas about what the issues are and how to resolve them. Strong leaders are able to listen to and learn from the people around them, integrate all of the varied viewpoints and then follow through with what are sometimes difficult decisions.
Listening to your team members will also help create a culture of trust that benefits all individuals — and the organization.
Associate chief financial officer, U-M Medical School
Headlines: What advice would you offer women who will be in our next generation of leaders?
Witowski: Preparing yourself for leadership requires professional and personal self-awareness and an ongoing investment.
Professionally, not everyone has to like you or your ideas, and that’s ok. Put the organization first and lead with your core values — but don’t constantly worry about what others are thinking. If you do, you risk consuming yourself with these thoughts rather than focusing on your next potential contribution.
If you have something to say that adds value to the conversation, speak up! It may be uncomfortable at first, but gets easier with practice.
On a more personal level, take care of yourself.
We have so many roles: mothers, daughters, sisters, caregivers, friends, leaders and more. Think of your life as a marathon: if you run too fast out of the gate you will burn out quickly. There are no shortcuts so prepare yourself for the journey.
Become aware of what you need personally to fuel your day — whether it’s sleep, exercise, reading, nutrition — and make it a non-negotiable commitment in your life, letting those close to you know so they can help support you.
Director, Office for Health Equity and Inclusion, U-M Medical School
Headlines: How can Michigan Medicine better support the development of women leaders?
Blackman: We are experiencing a rapid change in our workforce due in part to the departure of the baby boomer generation. To stay ahead of this shift, employees should be prepared to fill leadership positions as they become available.
Michigan Medicine can help in this process by consistently providing opportunities for women to serve on committees and to be thought partners in new initiatives. That will allow faculty and staff to gain exposure to the exciting work that is done across the organization and will help to develop and empower women to succeed in the workplace. It will also add diversity of thought to every situation.
Additionally, the opportunities to attend leadership development courses and conferences helped prepare me for the role in which I currently serve. I am encouraged by the number of women that are motivated and have the desire to learn and advance in their careers here at U-M. The opportunities are out there; now we must all stay committed to seeing them through.
Barbra Miller, M.D.
Assistant professor, endocrinology; one of the faculty leaders in clinical care for patients with endocrine surgical diseases
Headlines: What do you feel are the most important traits in a strong leader?
Miller: You don’t need a formal title to lead the way — true leaders lead from whatever position they may hold. They continually identify areas needing improvement, tackle tough problems for the greater good that others may not want to acknowledge and are learners for life.
Leaders also think big and plan long into the future.
During my career, I have also found that the leaders with the greatest impact teach and aren’t afraid to allow others to learn to lead. Supporting colleagues along their career journey makes for a stronger organization as a whole.
Anna Lok, M.D.
Director of clinical hepatology; assistant dean for clinical research; President of the American Association for the Study of Liver Diseases
Headlines: Who were your role models as you progressed through your career? What made you look up to them?
Lok: I look to three of the most important people in my life as an inspiration.
First, my mother, who taught me resilience. She went from growing up in a family with live-in maids to running a family with kids and my father sick and unemployed by the time I was born. She never let that stop her from giving us the best upbringing possible.
I also admire my teacher in Hong Kong, a woman who went on to be dean of the medical school and provost of the university.
Finally, I was inspired by my mentor in London, Dame Sheila Sherlock, one of the first women to become a chair of medicine in England and a founder of hepatology as a medical subspecialty.
All three of these remarkable women taught me to believe in myself, showed me that nothing is impossible and that women can accomplish everything that men can.
Because of their example, I can honestly tell the future leaders in medicine to work hard, persevere and not let any barriers or naysayers get in your way.
Patient Food and Nutrition Services, or PFANS, is a collection of more than 250 employees dedicated to delivering great food and great service 24 hours a day.
Indeed, for patients and families at Michigan Medicine, having a warm, nutritious meal delivered to the bedside at any time plays an essential role in the patient experience.
“We hear all the time how important food is for our patients,” said Stephen Schifano, the department’s executive chef. “Food is one of the few things patients can control and gives them a sense of normalcy and comfort.”
From educating the next generation of nutrition experts to managing milk and specialized formulas for newborns in the Milk Room at C&W, here’s what you may not know about PFANS.
Personalized room service with a smile
More than 2,200 times a day, patients call PFANS to place an order from a restaurant-style menu. On the call, employees help patients navigate any dietary restrictions or nutrition challenges they may face.
“Working in the call center can be a very complicated job,” said Diane Knibbs, associate director, patient food services. “We have patients on more than 100 different diets and the call center staff needs to be able to talk them through what fits within their diet and what doesn’t.”
The call center staff also must help a diverse patient population feel comfortable at Michigan Medicine.
“Whether it’s a Kosher or Halal meal, we help everyone find food that fits their cultural needs,” said Knibbs. “And if a patient isn’t physically able to make a phone call or read a menu due to a health condition, someone from the call center will come up to their room and help them order at their bedside.”
Once an order is placed, it is received by one of two kitchens on the main medical center campus, at University Hospital or C.S. Mott Children’s Hospital. The food is then prepared, assembled and delivered on trays directly to a patient’s room.
“It’s a seamless process, thanks to the teamwork and professionalism of everyone involved,” said Joyce Kerestes, director of PFANS.
While the department consistently receives positive feedback about the quality of the food, Kerestes said the department is proudest of its customer service.
“The patient is always our focus,” Kerestes said, adding that all PFANS employees undergo customer service training as part of the department’s orientation process. “Whether our team members help patients find the perfect meal or make sure a food tray is placed in the most comfortable position, they always do it with a smile on their face.”
Teams of nutrition experts
While inpatient room service is an integral service provided by PFANS, the department’s influence is felt well before any food order is placed.
Registered dietitian nutritionists — or RDNs — help guide the dietary needs of each patient upon admission. They round with doctors, nurses, social workers and other members of the health care team.
“Physicians often rely on RDNs to be the expert on nutrition,” said Kit Werner, associate director of nutrition services. “RDNs help decide the best food and nutrient options that will help a patient heal as quickly as possible.”
Dietitians are able to craft the ideal meal plan because PFANS takes meticulous care to log as much information as possible about what is served.
“There isn’t a gram of protein or milligram of sodium that we don’t account for in our recipes,” said Schifano, who added that all PFANS recipes are standardized through a highly automated system. “We know how important accurate nutrient content is to helping our patients heal.”
Additionally, RDNs are diligent in looking for signs of malnutrition and keep track of whether patients are able to absorb proper nutrients orally.
“If adult or pediatric patients struggle with getting their nutrients in traditional ways, RDNs will suggest tube feedings or parenteral nutrition,” Werner said.
In the Milk Room, dietetic technicians store, prepare and deliver infant and pediatric customized formulas and milk to inpatients 24 hours a day.
PFANS employees take care not to overlook any portion of the patient experience, often serving as educators for patients and families.
“In addition to the RDNs and call center employees promoting optimal nutrition while patients are in the hospital, staff members also consult with many patients prior to discharge to ensure their recovery continues successfully at home,” said Ann McLean, associate director, patient food services. “That continuity of care is essential to our patients’ success.”
While training patients to thrive following their hospital stay, the department also runs a dietetic internship program. A group of 16 interns per year — made up of college graduates — spend 10 months on campus training to be a clinical RDN or pediatric clinical RDN.
Nearly 40 percent of the current RDNs in PFANS are graduates of the program.
“We are incredibly proud of the work PFANS does,” Kerestes said. “We know that our employees are making a difference every day by striving to provide the ideal patient experience and to provide top notch nutrition intervention.”
Do you want readers to meet your Michigan Medicine department? Let us know!
This week at Headlines, it was all about the three Rs: Recognition, Residencies and Relationships.
First, the university asked all staff members to share their voice in an upcoming climate survey with the goal of strengthening work relationships and creating a more inclusive environment.
Three units provided tips on how they recognize the hard work of their dedicated employees; med students celebrated Match Day, when they found out where they’ll train in a particular specialty as part of their residencies; and colleagues learned about the Victors for Michigan campaign and how they can help raise funds for programs they recognize as essential to patients and families.
Click through for the latest!
Share your voice in all-staff climate survey
Next Monday, the university will launch an all-staff climate survey to gauge diversity, equity and inclusion on campus. The survey is part of a campuswide five-year strategic plan that includes continual input from employees. Click here to learn more about the survey and why your voice is essential to improving work relationships across the organization.
Recognition done right: Best practices at Michigan Medicine
Each year, employees provide the organization with invaluable feedback through the engagement survey. Leadership teams use the responses to improve upon the organization’s strengths and address any employee concerns. Learn more about three departments who took this feedback to heart and improved their marks in engagement. Their best practices may help you raise the level of recognition in your unit!
U-M medical students meet their match
Fourth-year medical students were in a celebratory mood last Friday — also known as Match Day — when they learned where they will carry out their residency training in a particular specialty. Click through to see photos and video from the festivities and to find out where the Class of 2017 is headed next!
Why we give: Victors for Michigan campaign
Which departments or programs are you most passionate about at Michigan Medicine? In recognizing the importance of these programs, faculty, staff and retirees have the chance to provide them with financial support through the ongoing Victors for Michigan campaign. Click here for details of the campaign and to learn why one colleague gives back to two departments he knows so well.
Each year, the organization receives feedback directly from staff members through the employee engagement survey. The feedback is invaluable, as leadership teams work hard to improve upon the organization’s strengths and address any employee concerns.
In fact, one concern identified in this year’s survey was that employees want more recognition from their supervisors and managers.
As part of National Recognition Month, Headlines is recognizing three Michigan Medicine departments who took this feedback to heart and improved their marks in engagement on the most recent survey.
From creating an Employee of the Quarter program to breaking down barriers to help employees thrive, these departments have created some best practices that may help raise the bar in your unit!
Orthopaedic Surgery, South Main Clinic
Best practice: Increasing time committed to employee recognition
How it works: At each staff meeting, a block of time is devoted to recognizing the Employee of the Quarter, a new honor implemented by Administrative Manager Amber Lopez.
The team can nominate any colleague they wish for the award. The employee who receives the most nominations is honored at the quarterly meeting, receives a Making a Difference award and has their picture posted near the clinic’s main entrance, accompanied by positive feedback from staff members.
“The program is a great way to single out our employees who are so dedicated to the organization and this team,” Amber said. “And I make sure anyone who receives even a single vote gets their name read aloud at the meeting because that means they’ve done something remarkable to support a teammate.”
Additionally, leadership takes the time to recognize other employees who receive a Making a Difference award, and promotes saying “thank you” by randomly buying candy or other goodies for staff areas.
“We really emphasize creating a culture of ‘thanks’ and pump each other up every day,” Amber said. That culture has been fully embraced, as the unit’s engagement scores rose by 23 percent in the latest survey.
“We’re all busy helping as many patients as possible, but we know that employee satisfaction leads to patient satisfaction.”
CVC Center for Circulatory Support
Best practice: Breaking down barriers to help employees find success
How it works: The leadership team in the Center for Circulatory Support knows that engaging with employees on a personal level makes them feel more invested in their work — and more successful at what they do.
“We wanted to make sure we connected with employees outside of sending a congratulatory email or handing out rewards,” said Bethany Lee-Lehner, the center’s former program manager who led the unit during the 2016 engagement survey. The team’s engagement scores last year jumped by 60 percent, the most in the organization.
“We took the approach that for staff to do great work, leadership needed to break down barriers that impeded performance,” Bethany said. “So I worked hard to listen to their concerns and remove any barriers an employee would face so that they could do their job unencumbered.”
One outcome of these conversations was the creation of a monthly multidisciplinary meeting, where a group works to improve cooperation and communication across all areas of the team.
Additionally, Bethany and her staff focused on ensuring every team member had an appropriate work-life balance.
“We studied appropriate staffing levels to make sure nobody was overworked,” Bethany said. “We also organized the first-ever staff holiday party. When you make it clear that you’re looking out for the best interests of your employees, they will want to work hard for you and your patients.”
Professional Development and Education, Department of Nursing Services
Best practice: Adopting a team-first mentality
How it works: One of the other areas of concern addressed in the engagement survey is that employees felt that there was a lack of collaboration within departments. Sharon L. Smith, Ph.D., director of professional development and education in the Department of Nursing Services, committed to changing that.
“I took that feedback and recommitted myself to acknowledging the role everyone plays in this department,” Sharon said. “Each accolade, recognition or project is now a team award. No matter what position you hold, you play an integral role in our success.”
She takes time at team meetings to have teammates talk about their most recent successes and at least once a week she’ll send out “applause” emails, sharing milestones and accolades her team received. “Every staff member will add on their own personal thoughts and acknowledgements,” Sharon said, “which encourages even more collaboration as people see that their hard work is appreciated.”
These tactics led to a 10 percent increase in the unit’s engagement score on the most recent survey. The positive feedback also pointed to Sharon’s team-first approach away from the hospital.
“Our staff members loved our group outing last year, which was a trip to a Tigers game,” Sharon said. “So we’ve organized another similar event for this year, giving everyone a chance to mingle and meet each other’s families away from the hospital. That really helps boost our morale.”
Do you have best practices you wish to share from your department? Or do you want to recognize a team or employee who makes a difference every day? Share your thoughts by emailing firstname.lastname@example.org!
The mission of the Department of Child and Family Life is to soothe and create an atmosphere of normalcy for children and their families going through life-changing events.
But the department, like many others across the university, needs your help to carry out its mission.
Michigan Medicine community members are asked to support these essential programs through the faculty, staff and retirees portion of the Victors for Michigan giving campaign, which runs through March 31. You can join hundreds of colleagues who contribute by clicking here and then designating a certain U-M or Michigan Medicine department you wish to support directly.
By giving, you’ll join colleagues like Dan Fischer, director of child and family life, spiritual care and community relations at C.S. Mott Children’s Hospital. Dan also serves as the interim director for the Department of Social Work and has been a clinical social worker for more than 30 years.
He said he gives to the campaign to help child and family life and social work deliver comfort to Little Victors and their families in a time of need. The departments provide child life specialists, art and music therapy, education, activities and countless other initiatives to patients across the organization.
“In child and family life and social work, we certainly understand the challenges of children going through health care experiences,” Dan said. “But adults have many of those same challenges too.”
He said that his first-hand glimpse into these difficult times makes it easier to target these programs for giving. But he also emphasized “the value, importance and the need” for faculty, staff and retirees to support areas of the organization they deem most important.
On top of the much-needed financial support colleagues can provide, Dan shared how good it feels to give back.
“I feel very passionately about giving but in the same sense it’s really not about me — it’s about those in need,” Dan said. “And I think that’s what makes me feel good — that I have an opportunity to contribute to help people that are in situations that are less fortunate than mine and are going through experiences that all of us have the potential of facing. I feel it’s my obligation as a staff and faculty member at the university to do all I can to support the great things we do to help others.”
Be a Victor for Michigan. Click here to donate.
3, 2, 1 match! On Friday, March 17, 170 fourth-year medical students at U-M discovered where they will continue their professional medical journey.
As part of Match Day, the students tore into envelopes revealing where they’ll begin residency this summer. That’s where they’ll spend the next three to seven years training and learning a particular specialty.
The excitement was palpable once the matches were revealed at the North Campus Research Complex, with students laughing and smiling, taking selfies and posing for photos with friends, family and faculty in front of maize and blue balloons. Some students agreed to announce to the crowd where they matched, while others indicated their destinations by placing push-pins on an oversized map of the U.S.
Match Day is a decades-old national tradition. Graduating medical students around the country enter the matching process by ranking the locations where they’d most like to train for their chosen specialty. The residency programs also rank the students they’d most like to work with. Then, an elaborate computer-based system puts it all together to make the best matches.
Some fast facts from this year’s Match Day at U-M:
- 45 percent of U-M’s graduates will enter a field that can lead to a career in primary care.
- About 30 percent will remain in the state of Michigan for residency, working in hospitals in Ann Arbor, metro Detroit, Lansing and Grand Rapids.
- 37 students this year will graduate with both a medical degree from U-M and an advanced degree in another field from a top-ranked graduate program at U-M or elsewhere.
- 22 percent of this year’s class matched to residency slots at Michigan Medicine. Nearly 1,200 doctors-in-training in 105 residency and fellowship programs currently train at U-M’s hospitals and clinics.
Match Day came in the same week the U-M Medical School was ranked 9th among U.S. research-oriented medical schools and 5th for primary care schools by U.S. News and World Report.
According to the U.S. News results, U-M continues to rank among the very best teaching hospitals in the estimation of residency program directors.
Now that Match Day is completed, members of the Med School Class of 2017 will take the next step in their career with graduation ceremonies on Friday, May 12 at Hill Auditorium.
Francis S. Collins, M.D., Ph.D., former U-M Medical School faculty member and current director of the National Institutes of Health, is this year’s commencement speaker.
To learn more about the Match Day process, click here.
Next week, the university will launch an all-staff climate survey to gauge diversity, equity and inclusion across campus. This is part of the campuswide five-year strategic plan that includes continual feedback and input from all employees.
Rob Sellers, the university’s chief diversity officer, views this survey as a way to hear from staff, helping leaders better understand key climate issues in the current environment.
“We are very hopeful we will get strong participation from all aspects of the university community,” Sellers said. “We’re constantly looking for ways to make U-M better for everyone, so hearing directly from the staff about what impacts them is the best way to determine what we’re doing well and how we need to improve upon the things we’re not doing so well.”
A third-party research firm, SoundRocket, will administer the survey, which will be open from March 28-April 18.
All staff will receive a unique link from SoundRocket with participation instructions. It will take only about 15 minutes to complete, and all responses will be strictly confidential.
Faculty and students will be invited to participate in a similar survey in the fall of 2017.
The survey results will be available in September and will provide unit-level data to help individual areas assess their DE&I plans.
All Michigan Medicine staff members are encouraged to take the survey to help reach the institutional goal of 75 percent or above participation. Be part of the many voices that make our Michigan by not missing your chance to complete the climate survey.