Diversity and Inclusion

Artists rendering of the view of the Shawn Jenkins Children's Hospital from the Ashley River

The MUSC Department of Pediatrics is committed to fostering a culture that value individuals working together with diverse ideas and backgrounds to improve the health of children in South Carolina. 


“Diversity is important for all of us. Our goal is to improve the care and outcomes of children in South Carolina. This is done by taking advantage of the rich culture here and working together with our diverse patient and provider populations.”

Andrew Atz, M.D.

Chair, Department of Pediatrics

Mileka Gilbert, M.D., Ph.D.

Director, Diversity & Inclusion
Department of Pediatrics

MUSC Health Diversity Highlights: 

Forbes 2019 Diversity Award

The Medical University of South Carolina (MUSC) has been ranked No. 13 out of 500 organizations on the Forbes 2019 list of America’s Best Employers for Diversity.

#5 in the Country!  U.S. News and World Report recently ranked the College of Medicine 5th in the country for the number of African-American students enrolled in medical school (excluding Historically Black Colleges and Universities).

MUSC was one of only 43 institutions across the United States to be named a 2019 Health Professions Higher Education Excellence in Diversity (HEED) Award recipient by INSIGHT Into Diversity magazine, the oldest and largest diversity publication in higher education.

  • MUSC is on track to spend $52 million with small, women- and minority-owned businesses during construction on the MUSC Shawn Jenkins Children’s Hospital and Pearl Tourville Women’s Pavilion, and will spend $13 million with African- American-owned businesses in phases 1 and 2 of construction.
  • The American Association of Medical Colleges ranks MUSC in the 97th percentile for medical schools with the most African-American graduates and in the 95th percentile for medical schools preparing physicians to care for patients of different backgrounds.
  • In less than two years, the percentage of African-American nurses employed by MUSC Health has increased by 7 percent to 11.2 percent.
  • All six MUSC colleges have diversity officers to help identify key opportunities for building a strong climate of inclusion on campus.
  • All new faculty, staff, and students participate in mandatory diversity and inclusion training.
  • 100 percent of leaders at MUSC Health completed at least four hours of diversity and inclusion training in the last year including courses in managing a diverse workforce and unconscious bias.
  • The number of diversity and inclusion education opportunities, in-person/classroom and webinars offered by MUSC has increased by 54 percent, with the number of program participants increasing by 36 percent.
  • The Minorities in Medicine program is a partnership with College of Charleston that brings mentors and other resources to prospective underrepresented minority medical students.
  • In 2016, MUSC supported 23 projects to help recruit underrepresented minorities into health professions and science, technology, engineering and math (STEM) careers.
  • The Human Rights Campaign (HRC) Foundation, the nation’s largest lesbian, gay, bisexual and transgender civil rights advocacy group, named MUSC Health to its 2016 LGBTQ Health care Equality Index report, recognizing its leadership in providing equitable and inclusive care.
  • The DIAL program allows patients who speak Spanish, Mandarin, Vietnamese, Portuguese or French to order meals in their native language.
  • MUSC hosts the Annual Inclusion to Innovation Summit every November.

For more information on Diversity in the College Medicine, go to https://medicine.musc.edu/diversity.

Pediatrics Department Diversity and Inclusion Goals:

  1. Increase numbers of faculty under-represented in medicine (URM) through organized efforts of recruitment of URM candidates for faculty positions.
  2. Increase retention of URM faculty.
  3. Ensure fair and just academic promotion of female and URM faculty through mentoring.
  4. Increase numbers of URM resident and fellow physicians in the pediatric GME programs through organized efforts of recruitment of URM candidates.
  5. Create an environment supportive of diversity (department and hospital).
  6. Improve patient and family experiences of diversity in pediatric clinics and children’s hospital.