UW Medicine Equity, Diversity, and Inclusion Survey

In January of 2023, The Office of Healthcare Equity launched the UW Medicine Equity, Diversity, and Inclusion (EDI) Survey in order to identify baseline measures of EDI across UW Medicine and provide actionable data to help prioritize areas for improvement.

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10,000+ responses
39% Response rate

Over 10,000 UW Medicine workforce members (Inclusive of staff, faculty, residents, and post-doctoral students and fellows) responded to the 2023 UW Medicine EDI Survey.

The survey focused on how various personal identities (such as race, ethnicity, sex, gender, disability, etc.) shape the employee experience while at UW Medicine. It included questions about the overall climate, belonging, experiences of bias, perceptions of recruitment and retention and our overall progress on EDI.

The survey will be repeated and refined over the coming years to track our progress and hold leadership accountable for creating a more equitable environment.

26,473 invited to participate

The largest survey conducted across UW Medicine.

Response Rates

48%	Airlift Northwest
62%	Family Practice Plan Services
36%	Harborview Medical Center
56%	Primary Care & Population Health
38%	School of Medicine
36%	UW Medical Center
56%	UW Medicine Shared Services

Recommendations & Action Steps

UW Medicine has committed to becoming an antiracist organization, one that represents the populations it serves, and one in which all members of our community come to work feeling a sense of inclusion and belonging and justice when harm occurs. Based upon the findings of the EDI Survey, four themes emerged, from which the following recommendations were developed.
These four recommendations will guide concrete accountability to our Equity, Diversity and Inclusion work across UW Medicine. We will engage leadership and EDI committees across our system to review their specific results and collaborate on overarching action plans.

1. Earn trust by demonstrating leadership accountability and follow through on reported incidents of bias.

2. Address disparities of belonging and psychological safety, so that our workforce is able to raise concerns of bias without fear of retaliation.

3. Develop and support multiple systemwide efforts to reduce the frequency of bias and discrimination.

4. Increase leadership diversity through formal recruitment, hiring, retention, promotion and development opportunities for our workforce.

Response Rates

Town Hall Meeting Recordings

2023 Medicine EDI Survey Report Summary and images

EDI Survey Task Force