3 minute read
5 Questions for Kellogg’s New Associate Chair for DEI
In July 2024, Brittany Simmons, M.D., was named Associate Chair of Diversity, Equity and Inclusion (DEI) at Kellogg. To learn more about her vision for DEI, the Annual Report posed five questions to Dr. Simmons.
How would you describe the current state of DEI initiatives at Kellogg?
We have been fortunate over the years to have so many Kellogg stakeholders committed to the principles of diversity, equity and inclusion, especially Dr. Lee, Dr. Mian, and my wonderful predecessor, Dr. Angela Elam. We’ve also benefitted from resources, support and ideas from across U-M, Michigan Medicine, and the field we all love – ophthalmology. All that is to say that I’ve inherited a strong foundation on which to build.
What kind of structure do you have to work with?
DEI initiatives are envisioned, planned and executed by a committee made up of faculty, staff and learners from across Kellogg. We coordinate closely with the University’s Office of Diversity, Equity, and Inclusion and take inspiration from Michigan Medicine’s DEI 2.0 strategic plan. In addition, I meet monthly to share successes and problem solve with my fellow U-M DEI associate chairs and our DEI drivers group at Kellogg. Ophthalmology is also a DEI leader among medical specialties, and we’re plugged into the initiatives of top organizations like AAO, AUPO and (my favorite as an oculoplastics specialist) ASOPRS.
You kicked off your tenure with a survey of staff, faculty and trainees – can you share a few takeaways?
Sure, I’ll share three.
First, there was a strong emphasis across the board to support our patients and improve their care in thoughtful, inclusive ways. It was heartening to see so much emphasis on making the Kellogg environment and experience better for patients, and to see our teams embrace the same theme: patients come first.
Second, there was a lot of interest in broadening our shared cultural education about different identities and communities; suggestions included guest lecturers and shadowing opportunities, some of which we have already started to implement with great support from our Kellogg leadership.
Third, the survey provided baseline metrics for datadriven programs we can enact. If they prove useful, we’ll publish and share our experiences with other institutions.
What do you see as your biggest challenge?
I think the most immediate hurdle to conquer is the bad rap DEI gets in the current public discourse. We have to work hard to counteract negative characterizations of DEI efforts.
What’s your ‘elevator pitch’ to discourage that characterization and encourage skeptics to embrace DEI?
Simply put, DEI is here to benefit everyone. It’s not about putting one group above another; it’s about taking everyone as they come, and appreciating the unique contributions each individual can make to the fabric of Kellogg and our patient care. The better we get at understanding and valuing everyone, the more we’ll accomplish together.
