Office of Diversity, Equity, Inclusion, and Accessibility

Mission

The Office of Diversity, Equity, Inclusion, and Accessibility (DEIA) aims to achieve diversity, equity, inclusion, and accessibility in the research workforce, for our trainees, faculty, and staff, Center leadership, and advisory boards using an approach that is accountable, engages stakeholders, promotes institutional, individual-centered change, and that aims to provide more opportunities for all.

Core Values

The core values underlying the HDFCCC Office of DEIA are captured in the acronym AEIOU.

Accountability

The institutional changes needed to improve DEIA do not happen without accountability, starting with setting goals and outcome metrics. The Office of DEIA created a logic model, which will be available at the site visit, to ensure it can measure progress towards its goals. It uses available data and collects additional data as needed to set the baseline, to monitor progress, and to adjust the plans.

 

Engagement of stakeholders

Those with a vested interest (e.g., women, racial/ethnic minorities) and those with institutional power both need to be a part of the process of identifying problems and creating solutions. Our DEIA Steering Committee provides oversight and ensures stakeholder input. The Office of DEIA also fosters interactions through town halls, anonymous feedback, surveys, and focus groups of the HDFCCC workforce.

 

Individual-centered institutional change

Creating an equitable and inclusive institution requires changing underlying structures. However, while the change is institutional, the outcome should be chosen by the minority person, thus individual-centered. For example, a URM student trainee may want to become a researcher (a “pipeline” outcome), or a CRC, a physician, or a community leader, which are all impactful outcomes.

 

Opportunities

The plan should create more opportunities and ensure equal access and preparation for diverse staff, trainees, faculty, and leaders.

 

Unity

Structural oppression pits minority groups against each other. Unity means working in ways that elevate all groups. This is partly accomplished by increasing opportunities and partly by addressing structural issues that harm all groups. Unity also helps to address intersectionality (e.g., Black women, disabled Asians, etc.).

 

Strategic Aims

The Strategic Aims listed below leverage institutional commitment and infrastructure and are carried out in coordination with the Office of Education and Training, Office of Community Engagement, and HDFCCC Administration, and further guided by our Key Principles to actualize a more representative and inclusive workforce.

  1. To create and maintain a system of accountability for DEIA at the HDFCCC by iteratively collecting and analyzing data, disseminating the data with transparency, and soliciting stakeholder input for improvement.
  2. To build and expand capacity for DEIA by collaborating with HDFCCC leadership groups, coordinating with other DEIA efforts at UCSF, and integrating OCE efforts with community partnerships, and OET efforts with training institutions in the catchment area.
  3. To facilitate recruitment, career development, and retention of diverse research staff, trainees, faculty, advisors, and leaders and to foster their career development.

Upcoming Events

 

Latest News

Office of DEIA
Tung Nguyen, MD
Tung Nguyen, MD (Nguyễn Thanh Tùng)
Associate Director for DEIA

In his role as the inaugural associate director for Diversity, Equity, Inclusion and Accessibility (DEIA), Dr. Nguyen directs a DEIA office that ensures that the HDFCCC is an inclusive, equitable, anti-racist, and supportive environment for a diverse workforce, so that cancer research is conducted with integrity, without causing harm, and in an environment where people want to work. His primary responsibilities are to develop and sustain opportunities to support a diverse HDFCCC workforce (staff, trainees, faculty, leaders, and advisors), with an emphasis in retention and recruitment of diverse faculty, staff, and learners.

Nynikka Palmer
Nynikka Palmer, DrPH, MPH
Assistant Director for Faculty DEIA

Dr. Palmer joined UCSF in 2013 as an assistant professor of Medicine at Zuckerberg San Francisco General Hospital, with secondary appointments in the departments of Urology and Radiation Oncology. Her research agenda sits at the intersection of multiple fields and methods, including cancer disparities, health services research, health care communication, and community engagement. In 2016, she helped launch and co-leads the prostate cancer task force for the San Francisco Cancer Initiative. Dr. Palmer is also the director of the research education component of the UCSF Center for Aging in Diverse Communities, leading a scholar training and mentoring program for underrepresented junior investigators to develop independent research careers focused on health equity and aging issues. Since 2019, Dr. Palmer has been a certified facilitator for the Academy of Communication for Healthcare and the UCSF Center for Enhancement of Communication in Healthcare that offers training on enhancing relationship-centered communication skills and relationship-centered communication for equity and inclusion.

Ana Velázquez Mañana
Ana I. Velázquez Mañana, MD, MSc, FASCO
Assistant Director for Trainee DEIA

Dr. Velázquez joined UCSF in 2018 as a clinical fellow of Medicine and in 2022 was appointed as an assistant professor of Medicine in the Division of Hematology/Oncology at Zuckerberg San Francisco General Hospital. During her clinical training, she focused on thoracic oncology, with a special interest in the care of vulnerable populations with cancer. Since 2019, Dr. Velázquez has been an active member of the American Society of Clinical Oncology (ASCO) Trainee and Early Career Advisory Group. Over the past two years, she has served as co-leader of the ASCO Oncology Summer Internship at UCSF, a clinical summer program for underrepresented medical students aimed at increasing diversity of the oncology workforce.

Lindsay Williams
Lindsay Williams
Assistant Director for Staff DEIA

‌Lindsay joined UCSF in 2014 as a practice coordinator in the Department of Radiation Oncology. While in that role, she led several projects that resulted in promotions to practice supervisor, practice manager, and administrative director. Lindsay also is the president and founder of the Rad Onc BIPOC (Black, Indigenous, and Other People of Color) Interest Group and co-founder/lead of the UCSF Healthcare Advocates for Social Justice. Lindsay serves as co-chair of the Radiation Oncology Diversity Committee and served one term as a staff equity advisor. She co-chairs the Cancer Center’s Anti-Racism Committee and Workforce Development Workgroup and led the See Us Portrait Project. Other DEIA work includes serving as co-lead of the Ambulatory Health Inequities Improvement Team and a panelist for the UCSF Health Equity Expert Panel. In 2021, Lindsay received the PRIDE Experience Award in the management category and is dedicated to making the Cancer Center a safe and inclusive work environment for staff

Roberto Efrain Diaz, PhD
Roberto Efraín Díaz, PhD
Assistant Director for DEIA Strategic Planning and Initiatives

Dr. Díaz joined UCSF in 2017 as a PhD student in Biochemistry and Molecular Biology and joined the HDFCCC Office of DEIA in 2023 as a Program Manager. During his graduate education, he used biochemical and structural techniques to study interactions between chitin-binding proteins and chitin. In addition to his research, Dr. Díaz spearheaded numerous DEIA initiatives during his PhD including the Diversity Network Initiative, the Graduate and Postdoctoral Queer Alliance, the Basic Science Graduate Program Task Force on Systemic Racism and Anti-Blackness, and more. Since 2019, Dr. Díaz has been recognized for his advocacy and leadership with numerous awards, including a Graduate Division Dean’s Award for Excellence in Mentorship, LGBT Resource Center Marsha P. Johnson Leadership Award, and the Chancellor’s Edison T. Uno Public Service Award.

Maram Kiran
Maram Kiran
DEIA Programming Assistant

Maram joined UCSF in 2023 as a medical student and joined the HDFCCC Office of DEIA in 2024 as a student intern. She is interested in cultural humility and equity from a global health perspective. At UCSF, Maram started the Cultural Humility in Healthcare student organization and leads its corresponding elective with her peers, where each session provides underrepresented students the opportunity to provide a deeper insight into their culture, identify strategies to maintain a culturally humble mindset, and highlight examples of culturally sensitive care. At the School of Medicine, she co-coordinates the Pediatric Interest Group and its respective elective series for first- and second-year medical students interested in pediatrics.

Gender Equity Committee
Bridget Keenan, MD, PhD
Bridget Keenan, MD, PhD
HDFCCC Gender Equity Committee Co-Leader

Dr. Bridget Keenan has been at UCSF since 2015, first as a resident in Internal Medicine, then as a fellow in Hematology/Oncology, and recently, as faculty in the Division of Hematology/Oncology. She is a medical oncologist and physician-scientist, with a background in immunology and tumor immunotherapy. Her clinical role is in the Cancer Immunotherapy Clinic, where she cares for patients with solid organ tumors who are seeking or enrolled in immunotherapy clinical trials. Her research investigates mechanisms of the immune system to treat gastrointestinal malignancies. Dr. Keenan has had a long-standing interest in equity and working with underserved communities, and was involved with several community organizations in Baltimore during college and medical school. She has a particular focus on gender equity in science and medicine. At UCSF, she was the co-founder of Women in Leadership Development and is a current co-leader of the HDFCCC Gender Equity Committee.

Lauren Boreta, MD
HDFCCC Gender Equity Committee Co-Leader

2023-2025 Members

HDFCCC Leadership
  • Emily K. Bergsland, MD
    Professor, Department of Medicine
    Associate Director, Office of Education and Training
  • Lauren Boreta, MD
    Assistant Professor, Department of Radiation Oncology
    Co-Leader, Office of DEIA Gender Equity Committee
  • Bridget Keenan, MD, PhD
    Assistant Professor, Department of Medicine
    Co-Leader, Office of DEIA Gender Equity Committee
  • Kim Rhoads, MD, MS, MPH
    Associate Professor, Department of Epidemiology & Biostatistics
    Associate Director, Office of Community Engagement
  • Kate Shumate, MPA, CCRP
    Chief of Staff
    Director, Administration and Planning
  • Katherine Van Loon, MD, MPH
    Professor, Department of Medicine
    Director, Global Cancer Program
    Senior Advisor, Office of DEIA Gender Equity Committee

UCSF Leadership

HDFCCC Trainees, Faculty, and Staff
  • Rony Francois, MD, PhD
    Clinical Instructor, Departments of Dermatology and Pathology
  • Jennifer E. James, PhD, MS, MSW
    Assistant Professor, Institute for Health & Aging
  • Mark Magbanua, PhD
    Professional Researcher, Department of Laboratory Medicine
  • Salma Shariff-Marco, PhD, MPH
    Associate Professor, Department of Epidemiology & Biostatistics
    Co-Investigator, Greater Bay Area Cancer Registry
    Co-Director, HDFCCC Biostatistics & Population Research Shared Resource
  • Evelin Trejo PhD, MPH, MSBH
    Clinical Research Coordinator, ZSFG Division of Hematology & Oncology

UCSF Trainees, Faculty, and Staff

UC Staff
  • Sara Moncivais, MA
    Cancer Clinical Research Projects Specialist, University of California Office of the President
  1. McGourty CA, Castillo F, Donzelli G, Keenan BP, Gilbreth M, Santhosh L. Creation of a sustainable longitudinal women in Leadership Development (WILD) curriculum focused on graduate medical education trainees. BMC Med Educ. 2024 Apr 5;24(1):374. doi: 10.1186/s12909-024-05369-3. PMID: 38580971; PMCID: PMC10996076.
  2. Díaz RE, Wankowicz SA. Ten recommendations for hosting a Diversity, Equity, Inclusion, and Justice (DEIJ) journal club. PLoS Comput Biol. 2024 Jun 6;20(6):e1012166. doi: 10.1371/journal.pcbi.1012166. PMID: 38843155; PMCID: PMC11156311.
  3. Keenan BP, Sibley A, Zhang L, Westring AF, Velazquez AI, Bank EM, Bergsland EK, Boreta L, Conroy P, Daras M, Hermiston M, Hsu G, Paris PL, Piawah S, Sinha S, Sosa JA, Tsang M, Venook AP, Wong M, Yom SS, Van Loon K. Evaluation of Culture Conducive to Academic Success by Gender at a Comprehensive Cancer Center. Oncologist. 2024 Mar 4;29(3):e351-e359. doi: 10.1093/oncolo/oyad194. PMID: 37440206; PMCID: PMC10911925.
  4. Majmudar S, Graff SL, Kays M, Braz BX, Matt-Amaral L, Markham MJ, Subbiah IM, Bergsland E, Jain S. The Careers and Professional Well-Being of Women Oncologists During the COVID-19 Pandemic: Responding for Tomorrow. J Med Internet Res. 2023 Aug 21;25:e47784. doi: 10.2196/47784. PMID: 37603399; PMCID: PMC10477917.
  5. Idossa D, Velazquez AI, Horiguchi M, Alberth J, Abuali I, Smith-Graziani D, de Lima Lopes G, Lubner S, Florez N. Mentorship Experiences Are Not All the Same: A Survey Study of Oncology Trainees and Early-Career Faculty. JCO Oncol Pract. 2023 Sep;19(9):808-818. doi: 10.1200/OP.22.00643. Epub 2023 May 16. PMID: 37192431; PMCID: PMC10860955.
  6. Keenan BP, Barr E, Gleeson E, Greenberg CC, Temkin SM. Structural Sexism and Cancer Care: The Effects on the Patient and Oncologist. Am Soc Clin Oncol Educ Book. 2023 May;43:e391516. doi: 10.1200/EDBK_391516. PMID: 37155944.
  7. Velazquez AI, Gilligan TD, Kiel LL, Graff J, Duma N. Microaggressions, Bias, and Equity in the Workplace: Why Does It Matter, and What Can Oncologists Do? Am Soc Clin Oncol Educ Book. 2022 Apr;42:1-12. doi: 10.1200/EDBK_350691. PMID: 35649205.
  8. Patel SR, St Pierre F, Velazquez AI, Ananth S, Durani U, Anampa-Guzmán A, Castillo K, Dhawan N, Oxentenko AS, Duma N. The Matilda Effect: Underrecognition of Women in Hematology and Oncology Awards. Oncologist. 2021 Sep;26(9):779-786. doi: 10.1002/onco.13871. Epub 2021 Jul 9. PMID: 34157172; PMCID: PMC8417845.
  9. Keenan B, Jagsi R, Van Loon K. Pragmatic Solutions to Counteract the Regressive Effects of the COVID-19 Pandemic for Women in Academic Oncology. JAMA Oncol. 2021 Jun 1;7(6):825-826. doi: 10.1001/jamaoncol.2020.7681. PMID: 33570543.
  10. Santhosh L, Harleman E, Venado A, Farrand E, E Gilbreth M, Keenan BP, Thompson VV, Shah RJ. Strategies for forming effective women's groups. Clin Teach. 2021 Apr;18(2):126-130. doi: 10.1111/tct.13277. Epub 2020 Oct 15. PMID: 33058547.
  11. Santhosh L, Keenan BP, Jain S. The "Third Shift": A Path Forward to Recognizing and Funding Gender Equity Efforts. J Womens Health (Larchmt). 2020 Nov;29(11):1359-1360. doi: 10.1089/jwh.2020.8679. Epub 2020 Jul 31. PMID: 32744885; PMCID: PMC8020533.
  12. Keenan B, Santhosh L, Thompson V, Harleman E. The Complex Problem of Women Trainees in Academic Medicine. J Hosp Med. 2019 Mar;14(3):186-188. doi: 10.12788/jhm.3131. PMID: 30811328.